& Associates shares employer responsibilities with clients
Bordwell & Associates
qualifies as an employer because we recruit, screen and hire individuals
who are placed in temporary jobs at client work sites. We set and
pay the wages when the worker is placed on a job assignment, withhold
taxes and social security, and provide workers' compensation coverage.
In addition, we have the right to discharge the worker.
As our client, you also
qualify as an employer because you have significant supervisory control
over the worker, supply the work space, equipment and supplies and have
the right to control the details of the work performed, make or change
assignments and to terminate the employee.
& Associates' recruiters protect against discrimination on the basis
of race, sex, sexual orientation, religion, age, national
origin, physical disability, mental disability,
medical condition, pregnancy or marital status. Our recruiters are thoroughly trained on the
application of federal and state discrimination laws.
& Associates verifies both identity and
eligibility of candidates and temporary employees using Employment Eligibility Verification Form I-9.
& Associates administers, on behalf of its clients, only those
tests that do not have an adverse impact on a protected class, are
job-related for the position in question and consistent with
business necessity. All skill tests are in compliance with
federal testing guidelines.
tests are designed to measure skills needed and used on the job.
Legal spelling, grammar, proofreading, vocabulary, litigation,
calendaring, citation, typing and accounting tests are available.
groups of legal secretaries, paralegals, attorneys and support staff
are used to evaluate tests to ensure that tests do not eliminate
any particular class.
administrators are recruiters who have been
trained to test and evaluate the results. Tests
are continually reviewed and revised to keep them current and to
verify their validity and reliability.
are used to assess the candidate's skill level. Test
administrators take into consideration the background of the
candidate and the types of questions missed. For example:
fact that a legal secretary is from another state is taken into
consideration when reviewing the legal calendaring test.
recently graduated paralegal is not expected to score as high as
a paralegal with five years of experience.
missed on the grammar test are viewed to see if errors apply to
the same grammar rule.
are graded and reviewed with each candidate. Corrected answers
are explained and suggestions to improve skills are discussed.
Candidates can return and retest, if needed.
are used to identify a candidate's experience level, (i.e., trainee,
experienced or advanced) and alert the candidate to strengths and
weaknesses in the areas tested.
is only one way to measure a candidate's ability to do the job.
Assignments and Job Referrals
& Associates makes job assignments and job referrals in a
non-discriminatory manner. We accept only those job orders that set
qualifications for education and experience that are essential to job
performance, have no adverse impact on a protected class and are
consistent with business necessity.
on the job
Bordwell & Associates
requires its clients to prohibit all forms of illegal harassment by
managers, fellow employees, employees of outside contractors and visitors.
This includes any demeaning, insulting, embarrassing, or intimidating
behavior directed at any employee because of sex, race, age, national
origin, religion or disability. You are liable for any illegal
harassment that occurs on your premises or during working hours.
in payment of wages
Male and female temporary
employees receive the same wages for work in jobs that require equal
skill, effort and responsibility and are performed under similar working
application forms, test papers, advertisements or notices relating to job
openings or job descriptions furnished to Bordwell & Associates are
kept on file for four years from the date a record is made or an
employment action is taken.