Company keeps a record of all applicants, including walk-ins, during the normal course of business or company keeps no records of applicants who are not hired. If company is a federal contractor, it has an affirmative action plan as required by Executive Order 11246, the Rehabilitation act, and the Vietnam-Era Veterans' Readjustment Assistance Act. Company reviews hiring data frequently to identify the possible discriminatory impact of interviewing, screening and selection practices. Interviewing Practices Company trains all employment interviewers in the impact of the employment discrimination laws and in interviewing techniques. All interviewers are required to use a list of prepared questions and to use the same procedures for all applicants.
Objective guidelines are in place for evaluating all job applicants.
If job applicants are required to provide information concerning criminal conviction records, it is because there is a direct demonstrable relationship between those records and suitability for employment in the position sought, such as the need for bonding, or being in a child care position. Unless there is a proven relationship to the job being sought, the following questions are not asked of job applicants and information concerning them are not considered when making hiring decisions. All questions concerning education and training are job related. If company is required to complete federal or state affirmative action reports for which information concerning such things as disability are required, applicants are requested to voluntarily provide the information on a separate portion of the job application form that is removed before the form is given to anyone involved in making hiring decisions. Neither the information provided nor the failure to answer such voluntary questions is considered in making hiring decisions.