The US Department of Labor has passed laws that prohibit discrimination when it comes to a company’s hiring practices. Most companies know that it’s illegal to ask about or make decisions about employment based on protected classes. Some of these classes include age, gender, disabilities, sexual orientation, religion, national origin, and of course, race.
Not only does such discrimination show that a company is prejudiced and stuck in a former century, but it can cost that company in exorbitant lawsuits or fines.
M.C. Dean, Inc., is learning that lesson the hard way. The US-based multinational contractor will pay $875,000 to settle discrimination claims involving hundreds of African American, Hispanic, and Asian American job applicants. The 381 applicants claim that M.C. Dean failed to provide equal employment opportunity. After an investigation, the Department of Labor concluded that the contractor “used a set of selection procedures, including invalid tests, which unfairly kept qualified minority candidates from securing jobs as apprentices and electricians."
The company has agreed to review its hiring processes. Meanwhile, the former applicants will receive back wages, and some may be given job offers, as the M.C. Dean will extend 39 job offers to the class members as opportunities become available. The company has also agreed to go through self-monitoring procedures and personnel training to ensure its employment practices are compliant. Because M.C. Dean has held more than $600 million in contracts with federal agencies, they must comply with Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating in employment on the basis of race, color or national origin.
When you go through the hiring processes, all questions should be aimed at determining if candidates are qualified for the position. If you are asking personal questions that reveal family, religious, or racial information, you may want to rethink your hiring practices before it’s too late!
For more information on this story, click here.
Not only does such discrimination show that a company is prejudiced and stuck in a former century, but it can cost that company in exorbitant lawsuits or fines.
M.C. Dean, Inc., is learning that lesson the hard way. The US-based multinational contractor will pay $875,000 to settle discrimination claims involving hundreds of African American, Hispanic, and Asian American job applicants. The 381 applicants claim that M.C. Dean failed to provide equal employment opportunity. After an investigation, the Department of Labor concluded that the contractor “used a set of selection procedures, including invalid tests, which unfairly kept qualified minority candidates from securing jobs as apprentices and electricians."
The company has agreed to review its hiring processes. Meanwhile, the former applicants will receive back wages, and some may be given job offers, as the M.C. Dean will extend 39 job offers to the class members as opportunities become available. The company has also agreed to go through self-monitoring procedures and personnel training to ensure its employment practices are compliant. Because M.C. Dean has held more than $600 million in contracts with federal agencies, they must comply with Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating in employment on the basis of race, color or national origin.
When you go through the hiring processes, all questions should be aimed at determining if candidates are qualified for the position. If you are asking personal questions that reveal family, religious, or racial information, you may want to rethink your hiring practices before it’s too late!
For more information on this story, click here.
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