Job posting

Remote or not – When is a job advertisement a misrepresentation? – Employee rights / labor relations

To print this article, all you need to do is be registered or log in to Mondaq.com.

The Wall Street Journal reported today on what appears to be a growing trend of advertising a position as “remote” when in fact the position is either partially remote or not remote at all. Launching a lawsuit against an employer before even applying for a job is probably not career-enhancing, but luring applicants based on incorrect or dated information is equally unproductive. Up-to-date job descriptions are important for a fair and transparent hiring process (and the equally important goal of articulating the actual qualifications for the position). How can a candidate verify the accuracy of a job offer? Ask pointed but appropriate questions about the position. And if the job description doesn’t match the ad, graciously indicating lack of interest is a courteous and professional response. Unlike job location, however, the regulatory trend requiring salary range disclosure is a trend that comes with real legal teeth and a checklist of compliance tasks for HR professionals (especially for New York employers – more on this to come).

The content of this article is intended to provide a general guide on the subject. Specialist advice should be sought regarding your particular situation.

POPULAR ARTICLES ON: Employment and HR in the United States

Labor law implications of remote work

Potomac Law Group

The pandemic has caused a fundamental shift from the traditional office to what many experts call the “hybrid workplace,” where more employees are working from home most of the time.

What employers need to know about the long COVID

Butler Snow srl

While the worst of the COVID-19 pandemic is hopefully behind us, the disease is still impacting the employment landscape and will likely continue to do so for some time. Out of millions…