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Legal Hiring for an Inclusive Workplace – SS2305AE (13 Min.)
to take the exam.
is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.
When advertising for a job opening you may, in some instances, request an age range for applicants.
A help-wanted ad that seeks "females" or "recent college graduates" may discourage men and people over 40 from applying and may violate the law.
Word of mouth recruitment may result in discriminatory hiring practices.
It is illegal for an employer, employment agency or union to discriminate when making decisions about job referrals.
In some situations, an employer may be allowed to reduce some employee benefits for older workers, but only if the cost of providing the reduced benefits is the same as the cost of providing benefits to younger workers.
The law does not require an employer to reasonably accommodate an employee's religious beliefs or practices,.
The information obtained and requested through the pre-employment process should be limited to those essential for determining if a person is qualified for the job;.
Height and weight requirements for applicants are not considered discriminatory
The ADA places restrictions on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability.