Alabama Hiring laws & compensation compliance analysis

Alabama Hiring: What you need to know

The Alabama Age Discrimination in Employment Act prohibits employers with 20 or more employees from discriminating against employees and job applicants who are 40 years of age or older (AL Code Sec. 25-1-20 et seq.).
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A private employer may have a voluntary veterans’ preference employment policy (AL Code Sec. 25-1-52). The policy must be in writing and must be applied uniformly to employment decisions affecting hiring, promotion, or retention during a reduction in force.
In 2014, a state law was enacted to streamline the process of having certain criminal charges expunged (AL Code Sec. 15-27-1). Once a charge has been expunged, a job applicant is not required to disclose on a job application the fact that the expunged record exists or to otherwise provide information related to the expunged record.
The Alabama Persons with Disabilities Act requires public employers and employers that receive state funds to employ an individual with a disability under the same terms and conditions as an individual without a disability, unless the disability prevents the performance of the work involved (AL Code Sec. 21-7-8). Covered employers should avoid asking applicants disability-related questions.
Employers with 15 or more employees may have obligations under the federal Americans with Disabilities Act (ADA), which allows a covered employer to ask only whether a job applicant can perform the duties of the job in question.
Alabama's New Hire Act of 1997 requires all employers to report the name, address, and Social Security number of each new employee to the state (AL Code Sec. 25-11-1). ...

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