Playbook Category: Recruitment Compliance

Meeting obligations to engage in interactive process with applicants requesting accommodations to perform essential job functions Executive Summary When a job applicant discloses a disability

Apply the McDonnell Douglas burden-shifting framework to build legally defensible rejection documentation The McDonnell Douglas Framework and Its Litigation Importance When a candidate files an

Eliminate disparate treatment risk by standardizing questions, evaluation, and documentation The Legal Risk of Unstructured Interviews The unstructured interview—where different candidates are asked different questions

Skipping the pre-adverse action notice or compressing the waiting period can cost employers millions in statutory damages and attorney fees. Executive Summary: The Two-Step Adverse

A single compliance error in your background check authorization can expose your company to class action liability of $100-$1,000 per violation. Executive Summary: Why Standalone

Premature adverse action during the dispute window can expose employers to statutory damages and injunctive relief preventing hiring decisions. Executive Summary: The Waiting Period as

Proactive audit methodology to eliminate I-9 violations and demonstrate good-faith compliance Executive Summary Immigration and Customs Enforcement (ICE) issued 6,093 Notices of Inspection in fiscal

Understanding the pre-offer, post-offer, and employment-stage inquiry framework under 42 USC §12112(d) Executive Summary The Americans with Disabilities Act (ADA) prohibits employers from asking disability-related

Meeting Title I obligations and WCAG 2.1 AA standards to ensure equal access to employment opportunities Executive Summary Title I of the Americans with Disabilities

Build a defensible assessment framework using the Green factors and rehabilitation evidence Why Individualized Assessment Is the Legal Linchpin Individualized assessment is not a best

Master when and how to conduct criminal background checks under Fair Chance laws Understanding Ban-the-Box and Fair Chance Laws Over 37 U.S. states, counties, and

Craft legally sufficient notices that protect candidates’ due process rights while establishing employer defenses The Unique Requirements of Ban-the-Box Adverse Action Notices Adverse action notices

Monitor hiring patterns to detect and prevent systemic discrimination before it becomes costly litigation Why Applicant Flow Data Is Critical to EEOC Compliance Applicant flow

Meeting 8 CFR §274a.2 requirements for secure, segregated I-9 storage and audit readiness Executive Summary Federal regulations require I-9 forms to be stored separately from

Meeting the federal requirement to verify employment eligibility within 3 business days of hire Executive Summary Federal immigration law requires employers to complete Section 2

Legal and strategic considerations for offer calibration and deviation justification Executive Summary Posting a salary range creates a legal expectation that actual offers will fall

State-by-state compliance with salary transparency laws and calculating compliant pay ranges Executive Summary Over the past five years, a wave of state and local pay

Building audit-ready posting archives and documentation systems to support compliance Executive Summary Pay transparency laws require employers not only to disclose salary ranges in job