Georgia Application Forms: What you need to know

Georgia does not have a comprehensive antidiscrimination law that covers private employers. However, it does have separate laws that prohibit employers from discriminating on the basis of age or disability.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
The Georgia Age Discrimination Act prohibits employment practices that discriminate against individuals between the ages of 40 and 70 on the basis of age (GA Code Sec. 34-1-2). Asking applicants direct questions about age would likely violate the Act, unless the reasonable demands of the position require an age distinction. Violations of the Act are considered misdemeanors. The Act covers all employers.
The Equal Employment for Persons with Disabilities Code prohibits employment practices that discriminate on the basis of disability and allows questions about disabilities only if job related. The Code covers employers with 15 or more employees (GA Code Sec. 34-6A-1 et seq.).
Georgia's Fair Employment Practices Act prohibits employment practices that discriminate on the basis of race, color, religion, national origin, sex, disability, or age. The Act covers public employers with 15 or more employees; it does not cover private employers (GA Code Sec. 45-19-20 et seq.). Covered employers should not ask applicants about any of these characteristics, either on an application form or in a job interview, unless the characteristic is a bona fide occupational qualification.
State law requires nursing homes to conduct criminal background checks before hiring employees. Under the law, each employment application form must conspicuously state the following (GA Code Sec. 31-7-259, Sec. 31-7-351):

>> Read more about Application Forms

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Georgia Application Forms Resources

Application Forms Products

Interviewing, Hiring, and Onboarding Webinar Recording
BLR Webinar: "Interviewing, Hiring, and Onboarding: Best Practices for Landing Cream-of-the-Crop Employees (and Weeding Out the Duds""
Bad Hires Webinar Recording
BLR Webinar: "Bad Hires: Why Recruiting Errors Are So Costly and How to Avoid Them""
Immigration Compliance Boot Camp Recording
BLR Boot Camp: "Immigration Compliance Boot Camp: Keeping Your Documentation and Processes Up to Date""
Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.