Legal guidelines that shows that the company should keep in mind when hiring/sel

Question

Legal guidelines that shows that the company should keep in mind when hiring/selecting employees in fitness sector and why you choose that Legal guidelines/issues include- Legal issues in hiring At every stage of the hiring process, employers must be careful not to illegally discriminate against applicants for the position. Since discrimination is prohibited on the basis of race, gender, national origin, age, religion, and disability – and by now most job applicants know that – any indication of bias in the hiring process might lead to serious legal repercussions. For example, even a seemingly innocuous question during the interviewing stage such as “when did you graduate from high school?” can potentially lead to a lawsuit under the Age Discrimination in Employment Act (ADEA). Employers and personnel in charge of interviewing also should be aware that, even though Title VII of the Civil Rights Act of 1964 prevents hiring men over women or vice versa, it doesn’t cover discrimination based on marital status or sexual orientation. Some state legislatures have guaranteed protection against discrimination of this kind and federal legislation has been proposed as well.

Explanation / Answer

Recruiting an employee for an organisation is one of the most essential task to create a specific workforce which can achieve the specific goals which are designed for the organisational structure.
Fitness industry is one of the most fastest growing industries in the world. Ever changing norms and guidelines for the fitness industry is changing a drive into the society.

For hiring an employee for fitness industry we have to go through following structure.

Asking street questions.

Asking questions which are not related to the personal life of the interviewee rather than asking and involving personal turns into the questions would be my selection as it would not be discriminative towards the pacific interviewee.

Asking for abilities

Asking for abilities would be carefully done and asking about the medical conditions of a candidate should be directly avoided. This is specific situation directly because the common law include asking about the medical conditions of the candidate.

Checking reliability

Checking the reliability of the specific Candidate should be done on the basis of the question asked regarding the specific reliability and not to ask about the personal experiences in the previous job or previous time.

Deciding payment

Designing the payment should be done on the basis of the abilities as well as skills possessed by the specific candidate.s age, sex , race or any other discriminatory factor.

For hiring an employee in the fitness industry these things should be kept in mind. My following this is specific guideline an employee can easily hire an employee without having any legal trouble for the recruitment.

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