By the Employment Attorneys at Smith & Garg, LLC, serving The Woodlands, Spring, Houston, Conroe, Humble, Kingwood, Tomball, Cypress, Huntsville, Westchase, Southwest, Sugar Land, West Oaks, Alief, Memorial, River Oaks, Stafford, Katy, and Missouri City.

1. Can a claim be brought against an employer for hiring practices?

2. Can a claim be brought against an employer for recruiting practices?

3. What are some things I cannot ask a potential employee?

4. What is “adverse impact”?

5. How is adverse impact determined?

6. What is the “Uniform Guidelines on Employee Selection Procedures”?

7. What is “selection rate”?

8. What if the number of applicants and hires is really small?

9. What is “validation” as it relates to employee selection procedures?

10. What is “criterion-related validity” regarding the applicant selection process?

11. What is “content validity” regarding the applicant selection process?

12. What is “construct validity” regarding the applicant selection process?

13. What are the formal requirements under the Uniform Guidelines regarding who is allowed to perform the validity study?

14. Can more than one validation method be used to evaluate an applicant selection process?

15. What is “reasonable accommodation”?

16. What is a “direct threat” as defined by the EEOC’s ADA regulations?

17. What is an example of a “direct threat”?

18. What is a psychiatric disability?

19. What are some resources for finding reasonable accommodations?

20. Can an employer be held liable for unlawful harassment by one of its employees?

21. What is “tangible employment action”?

22. What is the threshold for a finding of unlawful harassment?

23. Should an employer have an “anti-harassment policy”?

24. What Is a Covenant Not to Compete?

26. What are some defenses to a suit to enforce a covenant not to compete?

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