188 Human Resources Management for Public and Nonprofi t Organizations
employer within a reasonable time period prior to the administration of
the selection procedure of any reasonable accommodation needed to take
a preemployment examination, accommodate an interview, or demon-
strate a job skill. Employers may request from the applicant documenta-
tion verifying the need for an accommodation.
To ensure compliance with equal opportunity requirements, it is impor-
tant for agencies to scrutinize their recruitment procedures for practices
that may result in discrimination. For instance, the recruitment strategies
used should not exclude certain groups. With the increase in recruitment
over the Internet, it is important that organizations realize that not all
applicants may have ready access to computers. It is also important that
Internet and Web site advertisements indicate a commitment to diversity
(Rubaii - Barrett & Wise, 2007).
The Equal Employment Opportunity Commission (EEOC) bans
the use in recruitment of preferences based on age, race, national origin,
religion, or sex. Some organizations, however, undertake targeted recruit-
ment: they make deliberate attempts to recruit protected - class members
who have been identifi ed as absent from or underused in an agency. Non-
profi ts that provide services to particular constituency groups, such as per-
sons with AIDS, unwed mothers, or senior citizens, may deliberately target
applicants from those groups during recruitment.
As noted in Chapter Three, the Immigration Reform and Control Act
of 1986, as revised in 1990, prohibits the employment of unauthorized
aliens and provides civil and criminal penalties for violations of this law.
The law prohibits the initial or continued employment of unauthorized
aliens but also employment discrimination on the basis of national origin
or citizen status. The purpose of this provision is to discourage employers
from attempting to comply with the prohibition against hiring unauthor-
ized aliens by refusing to hire applicants who are foreign looking in appear-
ance or have foreign - sounding names.
The U.S. Citizenship and Immigration Services revised Form I - 9,
which is used to verify employment eligibility in the United States. It
updated the form in response to the Illegal Immigration Reform and
Immigrant Responsibility Act of 1996, which mandated a reduction in
the number of documents that employers may accept from newly hired
employees. Employers should use the revised form (Rev. 06/05/07) for
individuals hired on or after November 7, 2007.
Employers may apply for temporary H - 1B visas for temporary foreign
workers. H - IB visas allow U.S. employers to employ foreign guest workers
in specialty occupations. A specialty occupation requires theoretical and