When do employers have to ask if you are authorized to work in the US?
Employers must wait until after a job offer had been extended to require a worker to complete the Employment Eligibility Verification (I-9) Form and submit documentation that proves identity and employment authorization. It is lawful for an employer to ask an interviewee if they are authorized to work in the US.
When to call to inquire about a job?
If the employer gave you a shorter timetable, wait until the day after the date he gave you before calling to inquire about the position. For example, if the employer tells you he will make a hiring decision by the 28th of the month, wait until the 29th to call.
Is it legal for an employer to ask an employee a question?
It is, however, lawful for employers to allay any concerns they might have about an employee’s availability or commitment to a position by asking about long-term career goals or the ability of an employee to work overtime and travel. 10 It is important to know your rights as an employee.
Is it illegal to ask a job applicant about their salary?
The year 2017 saw several states and cities, including Massachusetts, New York City, Maine and New Jersey, contemplating or passing measures to ban asking job applicants about their current salary. One of the reasons behind the ban is that information on current salary tends to keep the gender gap in pay entrenched.
When to inquire about a job opening?
You might use this technique when you’re launching your job search or looking for a position in a specific business. In this instance, you’re calling or emailing, introducing yourself, and asking about any potential or near-future opening you might be qualified for. Examples:
Are there any general rules that always apply?
A few guidelines follow, but first, four general rules that will always apply: GENERAL RULE NO. 1: You can’t be liable for retaliation if you didn’t know about the protected activity. Kind of obvious, I know, but people forget.
Can a protected employee Hold you hostage while still employed?
GENERAL RULE NO. 2: You are not a hostage to an employee who has engaged in protected activity. Employees who — for example — file EEOC charges while they are still employed often seem to think they have a “shield of invulnerability” from any further discipline or other adverse action.