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Delaware Hiring: What you need to know

Under the Delaware Fair Employment Practices Act, employers with four or more employees may not make inquiries of or impose qualifications on prospective employees on the basis of race, marital status, genetic information, color, age (40 and over), religion, sex (including pregnancy), sexual orientation, gender identity, or national origin (DE Code Tit. 19 Sec. 710 et seq.). The Act also prohibits employers from failing or refusing to hire an individual because he or she was the victim of domestic violence, a sexual offense, or stalking.
The Act provides an exception if religion, genetic information, age, sex, sexual orientation, gender identity, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of a particular business or enterprise. These situations are rare, however, and employers should exercise extreme caution in making such determinations.
Religious organizations are generally excluded from the provisions regarding sexual orientation and gender identity, except when an employee's job duties relate solely to an organization's taxable business income.
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Under the Delaware Persons with Disabilities Employment Protections Act, employers with four or more employees may not discriminate against qualified individuals with physical or mental disabilities (DE Code Tit. 19 Sec. 720 et seq.). Additional information is available.
Medical marijuana. The state Medical Marijuana Act protects registered qualifying patients who use marijuana for medical reasons (DE Code Title 16 Sec. 4905A). The law prohibits discrimination against a person in hiring, termination, or any term or condition of employment based on the person's status as a cardholder or ...

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Delaware Hiring Resources

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

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

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