Interviewing under the ADA: know what not to ask

Article Abstract:

Insufficient knowledge about the disabled may cause job interviewers and human resources (HR) professionals to unintentionally discriminate against applicants with disabilities. In view of the enactment of the Americans with Disabilities Act (ADA), interviewers are advised to limit their questions about disabilities to those that are relevant to the performance of the job. Aside from ensuring that the interview process is conducted in accordance with ADA requirements, employers would also do well to educate their managers regarding the terms and provisions of the ADA, evaluate job descriptions, train interviewers and supervisors on how to deal with disabled employees, review the wording of job applications for possible violation of ADA provisions, and reassess the job-relatedness of testing programs.

Laws, regulations and rules, Employment interviewing, Discrimination against disabled persons, Handicapped discrimination, Employment discrimination

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Justify executive bonuses to the board

Article Abstract:

Guidelines are presented for personnel managers who are in charge of developing executive bonus plans. The impact of the CEO's decisions on the company's annual performance should be evaluated. Incentive pay recommendations should present a mixture of annual salary and a target bonus that sets high and low boundaries. Too much incentive bonus would encourage an over-emphasis on short term performance. The next move is to go down a step to the compensation for single profit center heads. These managers have less autonomy in spending decisions, so their target bonus awards should be considerably less than that give into the CEO.

Finance, Compensation and benefits, Human resource management, Compensation management, Executives, Executive compensation

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