Texas Selection and Testing: What you need to know

The Texas Human Rights Commission Act prohibits employment discrimination based on race, color, disability, religion, sex (including pregnancy, childbirth, and related medical conditions), national origin, or age (40 years and older). Employers may select employees based on disability, religion, sex, national origin, or age if any such factor is necessary in order to perform the particular job in question, i.e., is a bona fide occupational qualification (BFOQ).
The law applies to all employers that have employed 15 or more employees during each working day for 20 or more calendar weeks in the current or prior year. The law also specifically prohibits employers from using employment applications or printing or circulating statements, advertisements, or publications that indicate an unlawful discriminatory preference, limitation, or specification, unless the factors indicated are BFOQs (TX Lab. Code Sec. 21.001 et seq.).
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
Individuals with communicable diseases. Employers may lawfully refuse to employ individuals who are afflicted with a currently communicable disease that either poses a direct threat to the health or safety of others or prevents the performance of required job duties (TX Lab. Code Sec. 21.002(6)(B)). Communicable diseases that constitute a direct threat are not considered disabilities under the law.
Religion. Employers may not discriminate on the basis of an individual's religious observance, practice, or belief (TX Lab. Code Sec. 21.108). An employer must reasonably accommodate an individual's religious observance or practice unless the accommodation would impose an undue hardship on the employer's business.
Peace officers and firefighters. Employers may establish ...

>> Read more about Selection and Testing

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 |

Texas Selection and Testing Resources

Selection and Testing Products

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.