okay in this video I want to look at three areas that an employer needs a
very careful about before granting an employment contractor before appointing
somebody to a position those three areas are one the interview you need to be
very very careful that in the interview you're not asking any questions that may
raise an inference of discrimination in other words that you're not in breach of
the employment equality legislation or lead on equality legislation so you need
to steer clear of questions like if it's a female employee or candidates rather
who's going to look after the kids or is more senior mature person asking them
you know how long do you expect to be here given your age or something with
difference of that nature those sort of questions clearly need to be and avoided
at all costs you need to be careful about employment equality legislation
and these quality legislation in general for an employer I would advise you to
keep good notes take good notes of your interviews and keep good notes because
you know there will be useful later on if there's any allegation right
complaint made against you of discriminatory or equality based claim
the other aspect that you need to be careful about if your employer is
advertising the position again you need to be careful you don't fall foul of
employment equality legislation that you don't discriminate or be seen to
discriminate in your advertising I need to be careful as well does any term or
any phrase that is set out in the ad is not subsequently incorporated into the
contract of employment because it's possible that that would be the case if
for example somebody comes along applies for a job based on the attitude placed
they are going to say I've accepted a position or was successful in that
position based on the advert and that is an implied term I can't
contract that whatever was got out in the ad would be incorporated in the
contract finally the third thing that you need to be careful about or need to
use widely is in your letter of offer conditions precedent you may require
somebody with for example a for driving license you may require yard abetting
you may require a medical record or medical examination you may require
yarder clearance you may require professional qualification or membership
of a professional body you should set out these conditions precedent in your
letter of offer that way you'll be covered to ensure that the person does
actually qualify for the job the other thing that I would recommend just
generation to conditions precedent is that you are getting their consent to
take upon emulation records or their consent to medical examination or their
consent to take up referees they're the three areas that if I was an employer
and like you and I would be careful about advertising the position
interviewing and conditions precedent three areas prior to the contract and
remember this that a disgruntled applicant for the job somebody who is
not an employee viewers can actually bring a claim against you even though
they were ironically never an employee reviewers they can still bring an
employment-related claim against you based on what has gone on for example at
the interview or in the ad so be careful there I hope you find this useful if you
do please give it a thumbs up down below and you might be interested in
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