|
|

West Virginia Selection and Testing: What you need to know

The West Virginia Human Rights Act prohibits discrimination based on race, religion, color, national origin, ancestry, sex, age (40 years and older), blindness, or disability, unless there is a bona fide occupational qualification (BFOQ) (i.e., a characteristic necessary in order to perform the job in question).
The Act covers the state and private employers that have employed 12 or more employees for 20 or more calendar weeks in the current or prior calendar year. In addition, employers are prohibited from printing or publishing any job notice or advertisement indicating a discriminatory preference, limitation, or specification unless the preference, limitation, or specification is based on a BFOQ (WV Code Sec. 5-11-2et 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
Employers may generally use any professionally developed aptitude test or other selection device as long as it is not designed, intended, or used to discriminate against a protected individual or class of individuals.
State employers may conduct physical and medical examinations but should be sure to comply with the federal Americans with Disabilities Act (ADA), which prohibits requiring an applicant to take a medical examination before a conditional offer of employment is made. In addition, a medical exam may be required only if the exam is required of all prospective employees for the position in question. A job offer may be conditioned on the results of a medical examination, but if an individual is screened out because of a disability, the employer must be able to show that the reason for the rejection was job-related and consistent with business necessity.
Physical agility tests are not considered medical ...

>> 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 |

West Virginia 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.