Employers can make business decisions based on “reasonable factors other than age,” but to avoid age discrimination claims, it is important for them to understand what constitutes “reasonable.” In response to a final rule by the U.S. Equal Employment Opportunity Commission effective April 29, 2012, employers using an RFOA defense must show that “the practice at issue was both reasonably designed to further achieve a legitimate business purpose” and that it “was administered in a way that reasonably achieves that purpose in light of the particular facts and circumstances that were known, or should have been known, to the employer,” says Brian Kurtz, attorney at Chicago-based Ford & Harrison LLP.
Say Goodbye to Mundane Tasks and Hello to Efficiency
Are you accustomed to using a plethora of resources to recruit the right candidates? Our research shows that the average firm spends around five hours logging in and out of systems to source candidates to fill one job. We’re excited to announce the next level in candidate sourcing: CareerBuilder Talent Discovery, a platform that has everything in one place. Stop by CareerBuilder’s booth next week at Staffing World to learn more—Booth 813 in the expo hall.