Taking on new workers can be both exciting and challenging for your portable restroom business. While you want to get the best help you can find, you must ensure that you adhere to state and federal employment laws throughout the hiring process.
Employment laws not only protect your current employees, but prospective ones, too. Remember that all the people you interview have the right to privacy, respect, and the protection of the law, whether or not they’ll end up working for you. We’ve compiled some tips on employment law to help you understand the types of questions that can and cannot be asked when interviewing. Let’s begin with what not to ask.
All applicants for your open position(s) have the right to privacy and to not be discriminated against. This means that you cannot ask someone about their race, nationality, religion, disability, gender, or if they are pregnant. Whether or not an applicant has children, if they’re married, or in a relationship is also not for an interviewer to know.
A person’s ability to do the advertised job is not based on any of these factors, but rather on their own qualities. For every job in the world, some people will be more suited than others. How you can determine this suitability is dealt with below.
Certain jobs within the portable restroom industry will have certain requirements. These are referred to as the ‘bona fide occupational qualifications’ that a candidate must have. While you can’t ask questions that may be discriminatory, you may ask questions that are directly related to the tasks the successful candidate will be carrying out.
Remember that a person’s faith, race, gender, or nationality does not affect their working ability. You want to quiz a candidate on their own specific abilities in relation to the role. Do this, and you’ll find the right fit for the job!
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