Social Media in the Hiring Process
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Transcript of Social Media in the Hiring Process
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York Small Business Enterprise Centre YSBECRecruiting TalentAugust 23, 2016
Presented byStuart E. Rudner
Social Media in the Hiring Process
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Human Rights Code
“Every person … has a right to freedom from harassment in
the workplace by the employer or agent of the employer or by
another employee because of…”
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Human Rights Legislation Applies to every stage of the hiring
process– Posting / Advertising– Applications– Interviews– Decision– Offer
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Protected Grounds of Discrimination
Citizenship Ethnic Origin Record of Offences Disability Family Status Creed/Religion Marital status Gender identity Receipt of public
assistance
Age Ancestry, colour,
race Gender Sexual Orientation
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Bona Fide Occupational Requirement
Bona fide Occupational Requirement (BFOR): a skill / attribute that is essential to a job, without which the job cannot be performed
Must Be:– Connected to purpose of employment– Made in good faith and belief for a specific
purpose/goal– Reasonably needed to achieve that purpose or
goal If rule/requirement is a BFOR, exception to
duty to accommodate
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Protect yourself
You don’t want to know any more than you have to
Be careful about chit chat, innocuous questions– Nationality?– Where are you from?– Do you have kids?
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A speck of discrimination can lead to a human rights
claimPrice v. Top Line Roofing Allegation that complainant was dismissed due to his age. Employer put forward evidence to demonstrate legitimate
performance reasons “Straw that broke the camel’s back” was when employee
took unauthorized day off to observe a religious holiday and was promptly fired.
Since that was clearly a part of the reason for the dismissal, the employer was found to be in breach of the human rights legislation
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Social Media in The Hiring Process
Dealing with publicly available information online
Courts recognizing Facebook and similar postings not necessarily “private”
Don’t demand access or password
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Caution Risk of inaccurate information Take everything with a grain of salt Risk of stumbling
on inappropriate information– Race– Age– Disability
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Best Practices: Mitigating Risks
Have consistent protocol for every applicant
Have non-decision maker filter out inappropriate info
Log reasons for hiring and not hiring
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Aggressive Recruiting - Inducement &
Misrepresentation– Another area of liability for employers Where employee is enticed to leave one
position and come to another Or is misled Need to be cautious Duty of good faith Leading current case: Antunes v. Limen
Structures Extra damages against employer who falsely
made company out to be more profitable than it was
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Contracts
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Why Use Contracts? Increase rights & flexibility Control costs Increase Certainty - Reduce Need for
Lawyers (especially at termination) Customize to your needs Protect corporate interests Restrict post-employment conduct
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Employment Agreements
Use them! Do it properly
– Before there’s already an agreement
– With consideration– Explained and understood– Independent legal advice– Conditional
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Consideration Trusty Francis v CIBC –
consideration is critical Before there’s already an
agreement– offer of employment is consideration
If it’s too (offer already made, worker already hired or already working):– Need fresh consideration
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The Need for Consideration Quid pro quo Something of value NO offers / agreements before formal
offer is presented Contracts for existing employees
– Consideration– notice
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Employment Agreements Basic Checklist:
– Duties (maintain flexibility)– Remuneration and benefits (maintain
flexibility)– Restrictive Covenants– Vacation– Termination– Probation– No conflicting obligations
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Employment Agreements Basic Checklist (cont’d):
– Hours of work– Vacation / holidays– Acceptance of
policies– Conflict of interest– Expenses– Social Media
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Termination Clauses Enforceable if done properly Avoid uncertainty of “reasonable
notice” & reduce dismissal costs Use clear language Don’t go below employment
standards
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Termination Clause: A Very Grey Area
Case law is unpredictable Upheld even though harsh, struck down even
with reference to ESA Key: Clarity and ESA Compliance Stevens v. Sifton Properties: breaching
ESA Fixed term employees can be subject to
termination clause, barring which damages for full term if terminated early Howard v. Benson 2016 ONCA
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Policies to Protect the Employer
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Implementing PoliciesA. Have a policyB. Use clear and unambiguous languageC. Keep the policy up to dateD. Publicize the policyE. Make employees aware of concernsF. Ensure supervisors and managers are
aware of the policy and how to monitorG. Monitor behaviourH. Discipline violators
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Policies - Best Practices Avoid zero tolerance Avoid condonation Teach / train / remind
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Stuart E. [email protected]
York Region: 905-530-2484Toronto: 416-640-6402
www.rudnermacdonald.com
@CanadianHRLawConnect with me, join the
Canadian HR Law Group and visit the Rudner MacDonald Pagewww.rudnermacdonald.com/blog
www.hrreporter.com/blog/canadian-hr-law Rudner MacDonald Page
: Canadian HR Law, Rudner MacDonald PageRudner MacDonald channel