I need help in writing an essay based on the 'What's in the closet' article attached. My question is:
Aesthetics labor hiring (hiring for appearance) occurs in many industries. Should employers be able to hire people based on personal characteristics rather than skill and experience? Emphasis is on linking the concepts discussed to experience/examples
Employers can hire people based on personal characteristics rather than skill and experience, provided they can establish that the personal characteristics are based on bona fide employment qualification. Employers cannot hire employees on the basis of sex, race, age, disability and other protected characteristics. However, employers can implement grooming codes for employees. In fact Title VII allows an exception to discrimination on the basis of sex, race, etc if the employer can establish that sex, race, etc is a bona fide occupational qualification.
If an employer could establish that appearance or a personal characteristic was a bona fide employment qualification. The court has held that if the appearance standards are non-discriminatory, Title VII ...
This solution explains how characteristics are used for employment. The sources used are also included in the solution.
Human Resource Law: Hiring Practices
Hiring Practices (Interview Questions, Tests, Background Checks, Drug-Testing, Illegal Workers)
For this case assignment, read the following article by Lublin (available in ProQuest) called "Career Journal: Recruiters Fail To Check Past Of Some Hires." Then respond to the following using your knowledge of the case, further research and background readings.
The laws allow for checks of various sorts in the recruitment and selection process.
? Discuss the Korn/Ferry situation and the company's errors.
? What expert recommendations would you make to private-sector organizations deciding whether or not to conduct investigations, tests, or other pre-employment inquiries of employees?
? What negative results could happen if background screening isn't conducted? What does the term "negligent hiring" mean and why might it apply when thorough background screening isn't conducted? Please be specific. Include examples of negligent hiring court cases in your answer.
? What specific laws governing the private sector should human resource managers be knowledgeable of concerning screening pre-hires? Why?