Employment Practices Loss Prevention Guidelines - Chubb Group of ...

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Intentional Infliction of Emotional Distress ..............................28 Defamation ..............................................................................28 Fraud and Misrepresentation ....................................................29 Recruiting and Hiring Employees ..........................................................30 Before You Begin the Hiring Process ..............................................30 Employment Applications ..............................................................32 Job Interviews ................................................................................35 Investigating Candidates for Employment: Background Checks and References ................................................................................40 Hiring an Applicant ........................................................................44 Immigration Considerations ..........................................................45 Employee and Applicant Testing ............................................................47 Medical Testing (Americans with Disabilities Act Limitations)........47 Drug and Alcohol Testing ..............................................................49 Psychological and Personality Tests..................................................50 “Lie Detector” or Polygraph Tests ..................................................51 HIV Testing ....................................................................................52 Performance and Aptitude Tests ......................................................53 Fingerprinting ................................................................................53 Genetic Testing ..............................................................................53 The Prohibition of Workplace Harassment ............................................55 Conduct Prohibited ........................................................................57 Protected Groups ............................................................................58 Employer Liability ..........................................................................58 The Importance of an Appropriate, Well-Publicized Policy Against Harassment ........................................................................59 Responding to Reports of Harassment ............................................62 Additional Considerations ..............................................................65 Claims by the Accused Harasser ................................................65 Off-Premises Harassment ..........................................................65 2
Liability for Harassment by Nonemployees ..............................66 Customer Discrimination and Equal Access Claims ..................66 Personnel Policies and Employee Handbooks ........................................68 General Tips....................................................................................68 Disclaim Any Promise of Job Security ......................................68 Avoid Making Contractual Obligations ....................................69 Use Clear and Concise Language ..............................................69 Specifically Allow for Flexibility and Modification ....................70 Good Policies to Include in an Employee Handbook......................70 Policies That Give Rise to Claims ..................................................71 Employee Evaluations ............................................................................74 General Guidelines..........................................................................75 Instructions for Supervisors ............................................................76 Training ..........................................................................................76 Job-Related Appraisals ....................................................................77 Objective and Independent Review ................................................78 Meaningful Evaluations ..................................................................79 Employee Acknowledgement ..........................................................79 Limited Access to Evaluations ........................................................80 Record Keeping ..............................................................................80 Forced Rankings..............................................................................80 Discipline and Corrective Action ..........................................................82 General Considerations ..................................................................82 Discipline Should Be Documented ................................................85 Workplace Investigations ................................................................86 Terminating the Employment Relationship............................................87 The Basics ......................................................................................87 Establish Termination Procedures....................................................87 Making the Termination Decision ............................................88 Communicating the Termination Decision................................89 3
Page 1 and 2: Employment Practices Loss Preventio
Page 3: EMPLOYMENT PRACTICES LOSS PREVENTIO
Page 8 and 9: Responding to Post-Termination Issu
Page 10 and 11: OVERVIEW: FEDERAL LAWS THAT GOVERN
Page 12 and 13: the employer determines the maximum
Page 14 and 15: in favor of relatively older worker
Page 16 and 17: The ADA applies to employers that h
Page 18 and 19: to health benefits while on FMLA le
Page 20 and 21: Employees alleging violations of th
Page 22 and 23: encourage employers to hire more wo
Page 24 and 25: STATE STATUTES AND LOCAL ORDINANCES
Page 26 and 27: STATE COMMON LAW EMPLOYMENT CLAIMS
Page 28 and 29: employees only for good cause; and
Page 30 and 31: The risk of invasion-of-privacy lia
Page 32 and 33: Intentional Infliction of Emotional
Page 34 and 35: RECRUITING AND HIRING EMPLOYEES Bef
Page 36 and 37: allows human resources to accuratel
Page 38 and 39: employers from taking adverse emplo
Page 40 and 41: ■ Tell me about a time when you h
Page 42 and 43: unlawful disability-related inquire
Page 44 and 45: Investigating Candidates for Employ
Page 46 and 47: ■ Investigative consumer reports:
Page 48 and 49: Hiring an Applicant The actual hiri
Page 50 and 51: work in the United States and shoul
Page 52 and 53: stage. However, the EEOC has indica
Page 54 and 55: ■ Other considerations—All resu
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applicants or employees to take a p
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Island, Vermont, Virginia, and Wisc
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Rules for Claims of Sexual Harassme
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genuine but innocuous differences i
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employees from making complaints. A
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Several states, including Californi
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■ Pin down the complainant’s ve
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on an electronic message board that
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PERSONNEL POLICIES AND EMPLOYEE HAN
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clearly identify which employees ar
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■ Probationary periods—Many emp
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EMPLOYEE EVALUATIONS There are comp
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■ Allow employees to appeal poor
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Similarly, the criteria for evaluat
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Limited Access to Evaluations Limit
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DISCIPLINE AND CORRECTIVE ACTION Ge
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Suspension—This form of disciplin
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clearly identified. They also shoul
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It is critical for an employer to e
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the employee attempts to challenge
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I cannot provide you with any infor
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c) It does not seek a waiver of any
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LAYOFFS AND REDUCTIONS IN FORCE Wor
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eappear as damaging impeachment tes
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■ Watch out for alleged salary di
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need to take any action to be inclu
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affects their everyday work lives.
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sign or accept proposed ADR agreeme
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privileges, however, may be waived,
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Can demonstrate that employee was t
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Record-retention and destruction po
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INFORMATION ABOUT THE AUTHORS About
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