HIRING PRACTICES University of California, Riverside January 16, 2013 10:00 a.m. - Noon Presented by: Barbara J. Ginsberg, Esq. Nida Niravanh - Moderator Director, Risk Management UC Riverside Shondella M. Reed - Panelist Counsel, Labor & Employment Office of the General Counsel Jadie Lee - Panelist Director, Labor Relations UC Riverside Copyright 2013 Cerritos • Fresno • Irvine • Riverside • Pleasanton • Sacramento • San Diego AGENDA RULE SOURCES • Federal, State, and Local Laws to be Aware of During the Hiring Process DISCRIMINATION • Disparate Treatment; Disparate Impact; English Only/Preferred DISABILITIES AND REASONABLE ACCOMMODATION • ADA, Rehab Act of 1973, FEHA; Overview of Laws; Questions and Medical Exams CONVICTIONS AND POLYGRAPHS • Labor Code and EEOC Guidance IMMIGRATIONRELATED INQUIRIES • Tips and Guidance 2 AGENDA APPLICATION STATEMENTS • What the application reveals directly or by omission INTERVIEWS • Tips to keep the interview productive and fair BACKGROUND CHECKS NEGLIGENT HIRING PROBATIONARY PERIOD • Obtaining Info; Providing Info; Defamation • Obligation and liability • Using the employee release option 3 Hiring Practice “Rule” Sources 1 U.S. Constitution 2 Federal Law 3 Federal Regulations 4 State Constitution 5 State Law 6 State Regulations 7 Collective Bargaining Agreement 8 University Policies and Administrative Procedures/Regs 9 Past Practice 4 Important EEO Concerns when Hiring • Discrimination against Protected Classifications – Federal: Title VII – State: Fair Employment and Housing Act (FEHA) • Disability Discrimination – Federal: Americans With Disabilities Act (ADA) and Rehab Act of 1973 – State: Fair Employment and housing Act (FEHA) Prohibited Discrimination - Protected Characteristics Race / National Origin / Color / Ancestry Gender / Sex / Pregnancy Age Religious Creed Physical or Mental Disability / Medical Condition Sexual Orientation Gender Identity Association / Perception Marital Status / Military Status 6 Title VII and FEHA – General Discrimination • Prima Facie case: – Protected Characteristic DISPARATE TREATMENT DISCRIMINATION – Qualified Individual – Adverse Action • Legitimate Business Reason • Pretext 7 Title VII and FEHA – General Discrimination DISPARATE IMPACT DISCRIMINATION • Policy or practice neutral on its face that has a disparate impact on a protected characteristic group; and • Other non-discriminatory alternatives exist 8 May we require bilingual skills? May we prefer bilingual skills? May we require English-only or English competence? 9 Conduct Job Analysis to Determine Required or Preferred Skills • Set minimum qualifications • If using pre-employment tests, utilize examinations that test for the applicant’s ability to perform the duties of the position • All pre-employment tests must be reviewed and validated by HR before use 10 Laws Protecting Disabled Workers Americans with Disabilities Act – Title I (Federal) • Prohibits employers of 15+ employees from discriminating against “qualified” individuals with disabilities • Requires reasonable accommodation for known disability of qualified applicant or employee unless undue hardship, or direct safety threat 11 Laws Protecting Disabled Workers Americans with Disabilities Act – Title I (Federal) • Disability = • Physical/mental impairment that “substantially limits” one or more “major life activities” as determined without regard to mitigating measures • Record of such impairment • Being regarded as having such impairment • Major life activity = • Tasks & functions of central importance to daily life • Qualified = • Meets job requirements • Can perform essential job functions with or without reasonable accommodation • No direct threat to safety or health of self or others • Essential Functions = • Position exists to perform function • Function requires expertise or specialized skill • Limited # of employees available to perform function 12 Laws Protecting Disabled Workers Americans with Disabilities Act – Title I (Federal) • “Reasonable” accommodation • Modification that would allow the employee to perform the essential functions of the job without altering the major purposes of the job • Only must provide if “qualified” individual with known disability • Can’t impose undue hardship on the employer’s operation • Employer must engage in interactive process with employee with known disability • Reasonable accommodation is not necessarily employee’s preferred accommodation, rather just an effective one • Employee may reject proposed accommodation • Enforced by EEOC and employers directly liable for policies and vicariously liable for supervisors • Remedies are reasonable accommodation, reinstatement, damages (pay, future losses, pain and suffering), attorneys fees & costs 13 Laws Protecting Disabled Workers Rehabilitation Act of 1973 (Federal) • Covers employers with federal government contracts of $2,500 or more, or who receive financial assistance. • Substantially similar to Americans with Disabilities Act 14 Laws Protecting Disabled Workers Fair Employment & Housing Act (California) • Prohibits employers with 5+ employees from discriminating against person based on physical disability, medical disability, or medical condition. • Greater protection against discrimination than ADA • Requires reasonable accommodation of known disability or at request of employee for accommodation, unless undue hardship or would endanger health and safety of employee or others 15 Laws Protecting Disabled Workers Fair Employment and Housing Act (California) • Disability = • Physical/mental disability or medical condition that “limits” (makes “difficult”) one or more “major life activities” as determined without regard to mitigating measures • Mental/psych disorder/health impairment requiring special ed • Being regarded as having such impairment • Major life activity = • Physical, mental, social activities and working • Qualified = • Meets job requirements • Can perform essential job functions with or without reasonable accommodation • Perform duties in manner that won’t endanger to safety or health of self or others • Essential Functions = • Position exists to perform function • Function requires expertise or specialized skill • Limited # of employees available to perform function 16 Laws Protecting Disabled Workers Fair Employment and Housing Act (California) • Reasonable accommodation is not necessarily employee’s preferred • Accommodation that would allow accommodation the employee to perform the • Enforced by FEHC essential functions of the job without altering the major • Employers directly liable purposes of the job supervisors/co-workers engaging in harassing or retaliatory conduct • Can’t impose undue hardship on directly liable the employer’s operation • “Reasonable” accommodation • Employer must engage in timely, good faith interactive process with employee with known disability or if employee requests accommodation • Remedies are reasonable accommodation, reinstatement, hire, transfer, promotion, tenure, damages (pay, future losses, pain and suffering), attorneys fees & costs, out of pocket expenses, training 17 Questions and Medical Exams Can I ask an applicant whether she is disabled or about the nature or severity of a disability? No. You may ask about ability to perform jobrelated functions and can ask them to describe or demonstrate how the job function will be performed with or without reasonable accommodation Can I require an applicant to take a medical exam? Only after a job offer is made and prior to the commencement of duties and only if everyone working in the job category must also take the exam 18 Questions and Medical Exams What happens if I don’t hire because the pre-employment exam shows a disability? You’ll need to be able to show reasons for not hiring are job-related and consistent with business necessity, and that no reasonable accommodation could have been made that would have made it possible to perform essential job functions Once an employee is hired, can I require a medical exam or ask questions about disabilities? Only if you can show the exam or inquiry is jobrelated and consistent with business necessity (based on objective evidence) 19 Convictions • Labor Code §432.7 – Can’t ask applicant to disclose orally or in writing information concerning an arrest/detention that did not result in conviction, or referral to or participation in a diversion program, and employer can’t factor any record of the same into an employment decision – Convicted of a felony or misdemeanor via plea, verdict, finding of guilty (don’t rely on arrest as evidence of criminal conduct, but OK to consider underlying conduct) – Include statement that a conviction does not necessarily disqualify an applicant Convictions • See also EEOC Guidance – Consider nature of conviction, date of conviction, age at time of conviction, and circumstances of conviction – Look at the nature of the job and determine nexus between conviction and ability to perform job • Labor Code §432.2 – No compelled polygraphs Convictions • Should you check the Megan’s Law website? • Labor Code §290.46(j)(2) – OK if the information gathered is used to protect a person who “is or may be exposed to a risk of becoming a victim of a sex offense by the offender.” • Be sure to get a written waiver to conduct a DOJ criminal background check Immigration-Related Inquiries May I ask an applicant if, in the event he/she is hired, he/she will be able to provide verification of his/her legal right to work in the United States? Yes, but you can’t require the documentation until after the applicant is hired. Be sure to specify what constitutes appropriate verification documentation What if we become aware of the fact the employee lacks the legal right to work in the U.S.? You may use this as a basis for terminating employment with appropriate due process 23 Certification Include a statement on the application wherein the applicant certifies the information provided is true and correct and that no material information has been omitted 24 Look Closely at the Job Application Job Hopping? Gaps in employment? Inflated Position Titles? Puffery? Actual Job Responsibilities Salary History Reporting Relationships Education Actual Experience Writing Ability INTERVIEWS • Complete training on recruitment and training practices • Ask Open-Ended Questions – Who, What, When, How, Why • Ask Questions About Experience and Situations • Consistent Questions for all Interviewees 26 Background Checks Obtain a signed written waiver to make inquiries and comply with Fair Credit Reporting Act Obtaining Information Protect personal and confidential information Limit the number of people who conduct checks Beware of defamatory statements Know who is authorized to provide information Providing Information Limitations on disclosure of performance information absent a current written release Procedures for internal (UC system) requests for employee information vs. external requests Do not make defamatory statements 27 DEFAMATION • Intentional • False Statement • Defames Individual’s Reputation • Immunity May or May Not Be Available 28 Additional Issues NEGLIGENT HIRING • Employer has a duty to exercise reasonable care in hiring (and retaining) employees and to avoid exposing third parties to an unreasonable risk of injury • Employer must take reasonable steps during the hiring process to satisfy this duty • Thoroughly complete all steps of hiring process (background, criminal, pre-employment tests, references, driving (if appropriate) to determine fitness for duty and whether prone to violence 29 Additional Issues PROBATIONARY PERIOD • If an employee is not performing to standards, release the employee during the probationary period • Ensure provisions of the CBA are followed (specific timelines; may also include remediation attempts) • Ensure adequate documentation (employee may still file action) 30 Question Answer Session Thank You For additional resources, training, or information, please contact: Barbara J. Ginsberg Attorney at Law (562) 653-3200 Bginsberg@AALRR.com www.AALRR.com Sue Anderson Staff Employment and Development Manager UCR Sue.Anderson@ucr.edu hr.ucr.edu Lorena Velasquez Principal Employment Analyst, UCR Lorena.Velasquez@ucr.edu hr.ucr.edu