Free Recruitment Legal Compliance Program HR

Effective Date: September 19, 2090

Introduction:

The Horizon Builders Group Recruitment Legal Compliance Program is designed to establish a framework that ensures our recruitment and hiring processes adhere to all relevant federal, state, and local employment laws and regulations. This program is integral to our commitment to maintaining ethical, fair, and legally compliant hiring practices.

I. Equal Employment Opportunity (EEO) Compliance:

• Non-Discrimination: Horizon Builders Group does not discriminate against applicants or employees on the basis of race, color, religion, sex, national origin, age, disability, genetic information, or any other protected status as defined by applicable laws.
  

• Inclusive Language: Our job postings, advertisements, and recruitment materials use inclusive and non-discriminatory language.

• Diversity and Inclusion: We actively promote diversity and inclusion in our recruitment efforts, seeking to attract candidates from diverse backgrounds.

II. Job Postings and Descriptions:

• Accuracy: Job postings accurately reflect the essential qualifications and responsibilities of the position.

• Non-Discriminatory Language: Job descriptions and postings avoid language that could be interpreted as discriminatory or biased.

• Regular Review: Job descriptions are reviewed regularly to ensure they align with the actual requirements of the position.

III. Application and Selection Process:

• Reasonable Accommodations: We provide reasonable accommodations for applicants with disabilities in accordance with the Americans with Disabilities Act (ADA).

• Job-Related Questions: Interview questions and assessments are job-related and do not inquire about protected characteristics.

• Record Keeping: We maintain records of all applicants and the reasons for their selection or rejection.

IV. Pre-Employment Screening:

• Background Checks: Background checks are conducted in compliance with the Fair  Credit Reporting Act (FCRA) and other applicable laws.

• Notice and Consent: We provide applicants with required notices and obtain their consent before conducting background checks.

• Adverse Actions: Adverse employment decisions based on background checks are made in accordance with legal requirements and involve providing applicants with adverse action notices.

V. Immigration and Work Authorization:

• Form I-9: We verify the employment eligibility of all new hires through the Form I-9 process as required by the Immigration Reform and Control Act (IRCA).

• Non-Discrimination: We do not engage in discriminatory practices related to an individual's immigration or citizenship status.

VI. Compliance Reporting and Recordkeeping:

• Record Retention: Records of all recruitment and hiring activities, including applications, interviews, and hiring decisions, are maintained for the required retention period.

• Reporting Mechanism: We have established a process for employees and applicants to report any concerns related to discrimination, harassment, or non-compliance with this program.

Conclusion:

The Horizon Builders Group Recruitment Legal Compliance Program underscores our commitment to ethical and lawful hiring practices. Full compliance with employment laws is essential to protect the rights of applicants and employees and to maintain the reputation and integrity of our organization.

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