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[BradleyBrave]

Case in point...

Yeah, the JC hiring was only 10 days after Merf left (JC announced on December 16, Merf departed December 6).I hope BU was in compliance, perhaps the paperwork for Merf was actually filed on December 2? Who knows. Maybe that's why we just hired another compliance officer...

[Da Coach]

The difference was that when an inside employee is promoted to fill a position, the school isn't under any obligation to advertise the open job. But when a new hire is made, there are government Equal Employment Opportunity Commission regulations that employers all want to try to abide by.

[amckillip]

The difference was that when an inside employee is promoted to fill a position, the school isn't under any obligation to advertise the open job. But when a new hire is made, there are government Equal Employment Opportunity Commission regulations that employers all want to try to abide by.

How was JC an internal hire? I'm confused. I thought he went from not being an employee of BU to being DBO?

[SFP]

You are 100% incorrect. There are many employment laws that Bradley must comply with. You can learn more about these laws here: http://www.eeoc.gov/facts/qanda.html

Since the school does not want to discriminate (due to law and its own policy), advertising is one way for the school to show it gave notice to all individuals about the position.

If the right candidate is identified before April 16, you won't hear about it until the 2 week window is closed.

I'm not going to get in a contest about these HR laws but a private institution has a ton more discretion regarding their hiring practice then a public/state/government institution. There are guidelines in the court that can dictate how you go about your process to make sure you are consistent in your practice as not to discriminate or seem to discriminate.

[tornado]

I'm not going to get in a contest about these HR laws but a private institution has a ton more discretion regarding their hiring practice then a public/state/government institution. There are guidelines in the court that can dictate how you go about your process to make sure you are consistent in your practice as not to discriminate or seem to discriminate.

--first...even private companies and corporations still have to follow certain hiring rules and laws...however...
if they are hiring only ONE person for a specific 'high-expertise' position, then they may NOT fall under many of such laws..thus they can choose who they want.
I am an employer and I have been through a few of these situations, and I know the governments simply don't want to be involved in every hiring situation when there are unhappy people that weren't hired.
But if you are hiring 50 people for open positions, the rules are different...then if you hire all men when qualified women are available, or if you hire all white applicants when qualified Black people apply, you may be in some trouble should someone file an objection.


--but also --- I know of public universities who hired the guy they wanted without any concern for who they interviewed or whether there was a public notice of the position...
so, I have to ask.....why is Bradley the only school that ever seem to come under scrutiny in this area??
the same race issue came up once before when BU hired...and a certain newspaper writer locally branded everyone who favored the hiring of a certain one of the candidates as a racist...