Hiring refers to the agreement in which one person pays another person to use something or perform a task on their behalf. It is similar to borrowing or seeking assistance, but with the exchange of money. This contractual arrangement benefits both parties involved. Hiring contracts can take various forms, such as employing someone or engaging someone to transport goods. In Roman law, hiring was known as “locatio” and encompassed a wide range of situations where one person agreed to provide another person with the use of something or services in exchange for payment.
Hiring is a contractual agreement between two parties, wherein one party agrees to provide labor, services, or the use of a thing, in exchange for compensation from the other party. It is also referred to as lease or locatio. For instance, a company may hire an employee and pay them a salary for their work and services. Similarly, an individual may rent a car from a rental company and pay a fee for the use of the vehicle. Additionally, a homeowner may hire a contractor to construct a new deck in their backyard and compensate them for their labor and services. These examples exemplify the concept of hiring, where one party offers something valuable (such as labor, services, or the use of a thing) to another party in return for compensation.
Yes, employers are generally allowed to inquire about an applicant’s criminal history, but there are certain restrictions and guidelines that must be followed to avoid discrimination.
No, it is illegal to ask job applicants about their age or date of birth as it can be considered age discrimination.
Yes, employers can require job applicants to take a drug test as long as it is done uniformly for all applicants and complies with state and federal laws.
Employers can ask job applicants about their eligibility to work in the country, but they cannot discriminate based on citizenship or immigration status.
No, it is illegal to ask job applicants about their marital status or family plans as it can be considered discrimination based on gender or family status.
No, it is illegal to ask job applicants about their religious beliefs or affiliations as it can be considered discrimination based on religion.
Some states have implemented laws that prohibit employers from asking job applicants about their salary history to address gender pay gaps. It is important to check the specific laws in your jurisdiction.
Yes, employers can conduct background checks on job applicants, but they must comply with the Fair Credit Reporting Act (FCRA) and obtain the applicant’s consent.
No, it is illegal to ask job applicants about their disabilities or medical conditions as it can be considered discrimination based on disability.
No, it is illegal to ask job applicants about their sexual orientation or gender identity as it can be considered discrimination based on sexual orientation or gender identity.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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