After consulting with thousands of employers, Vanessa G. Nelson discovered a tremendous pattern of costly HR mistakes. The mistakes often led to expensive lawsuits, low employee morale, high-priced non-compliance fees/penalties, hurt profits, and damaged reputations. Being extremely passionate about improving and protecting organizations' bottom lines and creating great teams, Vanessa authored the book 101 COSTLY HR Mistakes...and How to Fix Them (Before It's Too Late)!
Workplace lawsuits are on the rise. Employment litigation has increased 2000% since 1995, with the average lawsuit settlement being $165,000 (not including lawyer fees) and could cost in excess of $1 MILLION if the case goes to trial. Additionally, compliance fines and penalties can be extremely expensive and damaging to the organization. Therefore, it is crucial that employers are knowledgeable regarding costly HR mistakes in order to protect their organizations from risk.
Employers do not intentionally violate regulations; however, oftentimes employers make mistakes without knowing of the missteps. This book will point out the top costly mistakes to ensure avoidance of high-priced compliance fees and penalties.
For example, lets look at an actual excerpt from the book:
Mistake 9: Asking Illegal Interview Questions
It's not uncommon for employers to utilize an interview team for hiring. What's surprising is how often the interview team has not been trained regarding illegal interview questions and how to interview candidates. I have conducted trainings on how to interview applicants, and almost every time, someone in the class says, "Wow, I have been doing it wrong," or "I didn't know that was illegal."
The Mistake
Employers assign managers or other employees to interview potential employment candidates without considering the consequences of them asking illegal interview questions. An illegal interview question is one that seeks information the employer is not entitled to request and/or not entitled to use as a basis for job decisions. Most illegal questions cross the line by inquiring about protected characteristics, such as age, disability, race or religion, which could be used to discriminate against the applicant.
How to Fix the Mistake
Interviewers should be trained to ask only job-related questions because it is unlawful under federal law not to hire candidates because of their race, color, sex (including certain protections for lesbian, gay, bisexual, and transgender (LGBT) individuals), religion, national origin, age, disability, genetic information, or military service. Some states also prohibit discrimination based upon marital status and other factors. Employers should avoid questions and conversation that could lead to discussion of these prohibited areas.
Sample Interview Questions to Avoid
-Have you ever been arrested?
-Where were you born?
-I went to high school in Michigan, too-what year did you graduate?
-What is your religious affiliation?
-Have you made child care arrangements if you get this job?
-Have you ever been turned down for a job because of physical reasons?
-Do you have AIDS or any other infectious disease?
-Are you gay?
-What is your race?
-Are you pregnant?
-Have you ever brought a lawsuit against an employer?
-Have you ever filed for Workers' Compensation?
-Have you ever been sexually harassed?
Even if the interviewers' intentions are good, the consequences of asking inappropriate interview questions can lead to costly litigation. Employers should not assume that all interviewers know which questions are inappropriate. It could be as simple as a candidate stating they went to Disney Land and the interviewer asking, "how many children do you have." This small comment could end up costly to the organization.
Don't throw your money away! Buy this valuable, money-saving book today.
About the Author: Vanessa G. Nelson is founder and President of award-winning Expert Human Resources, which she created in 2009 to help companies maintain employment law compliance, avoid workplace litigation, maximize human capital, create great teams, and reduce costs.
Vanessa is a results-oriented HR Professional with a unique background in business management, spanning over 29 years at two major corporations in Michigan. She has successfully helped many organizations save millions of dollars via her consulting and expertise, which includes: HR audits, management training, workplace investigations, executive recruitments, compensation studies, management coaching, labor relations, policies and procedures.
Ms. Nelson conducts seminars and speaks all over the United States, and is known to be relaxed and easy-going, but serious when it comes to improving organizations.
Vanessa's clients include: McDonalds, Henry Ford College, Genesee County 911, Mass Transportation Authority, Bedford Public Schools, Old Newsboys, Genesee District Library, Detroit Wayne Mental Health Authority, Valley Area Agency on Aging, and Saginaw Transit Authority Regional Services.
Vanessa is very involved in the community and is currently the HR Advocacy Captain for Congressman Dan Kildee and the 5th Congressional District. She is also the President of Elite HR Professionals Association (SHRM affiliate). In the past, Ms. Nelson served as President of the Women's Leadership Committee for the Flint and Genesee Chamber of Commerce and served as President of the Mott Community College Alumni Board. Additionally, Vanessa provides seminars for the community, including Top 15 Costly Mistakes Made in HR...and How to Fix Them, at various venues.
Vanessa has also composed multiple E-books and workbooks, including: 7-Simple Steps to Conduct an HR Audit Today, Do-It-Yourself Employee Handbook, and How to Write Employee Documentation that Could Stand-Up in Court!
Academically, Vanessa achieved her Master's Degree in Human Resources Management from Central Michigan University; the Senior Professional in Human Resources (SPHR) credential from the Human Resources Certification Institute (HRCI), Senior Certified Professional (SHRM-SCP) from Society of Human Resources Management (SHRM), and Certified Labor Relations Leader (CLRL) from Michigan State University (MSU).
For more information or to contact Vanessa, go to www.experthumanresources.com.
