In air travel, takeoffs and landings are the most dangerous part of the trip. The same is true with the lifecycle of your employees, particularly their "takeoffs."

Legal dangers lurk in every corner of the recruiting, screening and hiring process. Employers must be in total compliance. One mistake by a manager or HR professional could mean millions in liability – and your career.

Examples: Pepsi thought it was using background checks in a nondiscriminatory way, but the EEOC slammed the company with a $3.2 million race-bias verdict. And a small New York company that hired a temp to clean up its paper files saw a half dozen employees get their identity stolen – big liability and a PR disaster.

Don't wait for legal trouble like this to get in compliance.

On Thursday, August 9, join us for Hiring Without Lawsuits: The Legal Way to Recruit, Screen & Interview. Discover effective and legally correct ways to screen and hire employees – from proper background checks, drug tests and skills tests to interviews and job descriptions. You'll learn:

• How to erase the risk of discrimination complaints from you job ads, applications and interviews
• The key "protected categories" of applicants under federal law that you need to understand (race, age, sex, etc.)
• Unique state protections, such as marriage, political affiliation and even marijuana use
• The #1 golden rule that should guide every employment decision
• The words in job ads that will trigger legal trouble every time
• When and how you can still legally ask applicants about their criminal backgrounds ("ban the box" laws are spreading fast)
• The legal way to run background checks, including how to write an "adverse action" notice to rejected applicants
• What every job description should include – and leave out
• 10 legally safe interview questions that help you sort the eagles from the turkeys
• 10 topics to NEVER bring up in interviews (and how to get that information the legal way)
• The legal risk of video interviews – and how to work around them
• How to take notes during interviews, without having them be Exhibit A in court
• Best practices for assessing applicants and making a final decision
• Plus much more, and answers to your specific questions by an attorney who specializes in this issue!

Effective screening has never been more important. Yet a growing number of employers – concerned they're losing out on top talent in this hot economy – have relaxed or even eliminated elements of their screening practices. Not smart.

Take 75 minutes to get your hiring process in legal compliance and develop solid, lawsuit-proof hiring practices by joining your peers August 9 for this important, interactive event.

Sincerely,

Pat DiDomenico, Editorial Director
HR Specialist

P.S. Early Registration Bonuses. The first 50 people to register for Hiring Without Lawsuits will receive two of our Special Reports on this important topic. First, you'll receive our Special Report, Employment Background Check Guidelines. This concise, 16-page training tool provides advice on how employers can legally conduct background checks, comply with the Fair Credit Reporting Act, select a third-party background-checking partner and much more. Second, your hiring practices are under scrutiny like never before. You simply have to get it right the first time, from placing the ad to interviewing to the questions you put on your job application – because disgruntled applicants will sue. Take control of your hiring process with Hire at Will, the updated 60-page Special Report from the attorney and editors at Business Management Daily.

P.P.S. Extra Added Bonus. You'll also receive one month of Premium Plus Online – our comprehensive electronic information service – at no cost. Premium Plus Online features more than 10,000 HR articles, online compliance self-audits, over 100 forms and checklists, plus Ask the Attorney (responses to your employment law questions). So that you continue to benefit from Premium Plus, we'll continue your access automatically for just $99 per quarter, unless you tell us "no, thanks" – your choice.

P.P.P.S. We promise you'll be satisfied. If Hiring Without Lawsuits fails to meet your needs, we will instantly refund 100% of your tuition. Your course materials, website access and registration bonus are all yours to keep. No hassles, no questions asked.

Credit Hours:

The use of this seal confirms that this activity has met HR Certification Institute's^® (HRCI^®) criteria for recertification credit pre-approval.

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line or computer. Contact us for multi-site discounts.