This law course provides an in-depth examination of the legal obligations, risks, and best practices related to anti-discrimination compliance during the recruitment process. Hiring practices must align with federal, state, and local employment laws to ensure fair and equitable treatment of job applicants while mitigating the risks of discrimination claims.
The course will cover Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Equal Pay Act, and other applicable anti-discrimination laws. Participants will learn how to structure recruitment policies to comply with evolving legal standards, avoid unintentional bias, and respond to discrimination claims effectively. Through case law analysis and policy evaluation, this course equips legal professionals, HR practitioners, and corporate executives with the necessary knowledge to implement legally sound and inclusive hiring processes.
Course Objectives:
By the end of this course, participants will:
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Understand the legal framework governing anti-discrimination laws in recruitment at the federal, state, and local levels.
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Learn how to structure job postings and hiring criteria to avoid implicit and explicit discrimination.
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Examine the role of AI and automated hiring tools in recruitment compliance.
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Analyze the risks associated with unconscious bias in hiring decisions and interview questions.
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Identify how protected classes are affected by various employment laws and how to comply with legal mandates.
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Learn how to handle reasonable accommodations during the hiring process under the ADA and other disability laws.
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Explore recent litigation trends, EEOC investigations, and case studies involving recruitment discrimination.
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Develop strategies for implementing a non-discriminatory recruitment policy while ensuring business objectives are met.
