Looking for a Job
Task1. Read the text.
A. Give synonyms to the words in bold type.
When looking for a job, you should keep a number of legal and practical considerations in mind. Issues may arise during job interviews or when job applicants are tested. For example, employers may ask questions about your race, gender (пол), or age. In some instances (случаях), such questions are legitimate (законны, приемлемы) and necessary. In other instances, such questions may be illegal and could constitute discrimination.
The Job Interview
When you have obtained an appointment (получили приглашение) for an interview, it is important to be prepared for it. How you dress, act, respond to questions (отвечать), and otherwise present yourself at an interview may determine whether you get the job. The interview is also a chance for you to learn as much as you can about the position and the organization, so you can decide whether you really want to work there.
Employers ask many questions during job interviews to help them decide whether to hire a particular applicant. Based on employment discrimination laws as well as generally accepted employment practices, employers should not raise issues in job interviews that may infringe on (нарушить) an applicant’s privacy or that could be viewed as evidence of illegal discrimination. Examples include inappropriate references (неместные ссылки) to a person’s gender, race, national origin, religion, age, disability (инвалидность), marital status, or personal practices outside the workplace. It is appropriate (уместно), however, for employers to ask applicants to identify their race, gender, or national origin for statistical purposes.
In preemployment discussions, an employer cannot ask about a person’s disability. An employer is allowed, however, to ask questions related to a person’s ability to perform a particular task (выполнить определенную задачу) or assignment (задание). The Americans with Disabilities Act (ADA) does not require employers to hire a person with a disability who is not qualified for the position. Under the ADA, it is illegal to discriminate against a “qualified individual with a disability.”
An inappropriate (неуместный) question does not necessarily constitute (представляет собой) discrimination. To charge an employer with discrimination, a person must prove that he or she was actually denied the job for unlawful reasons. For example, it may be inappropriate (НЕУМЕСТНО) to ask whether an applicant for an administrative position is married, because such a question may be evidence of discrimination. However, the question would not constitute discrimination if the applicant was denied (отказано) the job because he or she lacked (не хватает) the skills needed for the position.
Employers may legally raise issues such as religion, gender, and national origin in a work-related context. For example, a church could require that a minister hired to lead the church be of a certain religion. In situations where religion, gender, and national origin are job requirements that are reasonably necessary to the normal operation of the business or enterprise, then the law recognizes what is called a bona fide occupational qualification (BFOQ) and considers the discrimination to be reasonable. Turning down (отказать) a male actor for a female role in a play would be another example of a reasonably necessary discrimination based on a BFOQ.
All employers must verify (поверить) whether job applicants are U.S. citizens or have employment authorization. The Immigration Reform and Control Act of 1986 made it unlawful for employers to knowingly (намеренно) hire, recruit, or continue to employ persons who are in the country without permission. Employers who violate this law are subject to fines.
Whether employers have the right to ask applicants questions about prior arrests and convictions is not as clear. Federal regulations provide, and some federal courts have found, that without proof of business necessity, an employer’s use of arrest records to disqualify job applicants is unlawful discrimination. A number of states prohibit employers from asking about arrest records. Making personnel decisions on the basis of records of arrests that did not result in criminal convictions has been found to have a disproportionate effect on employment opportunities (непропорциональное влияние на возможность трудоустройства) for members of some minority groups. Some states have laws barring (запрещают) employers from turning down (отказ) applicants because of prior arrests or convictions, while others allow this practice.
Employers can inquire (спросить) about the age of young applicants to determine (определить) whether they are old enough to work, to find out how long they have been working, or to help estimate (оценить) their probable level of maturity (зрелость). Some states require permits, or “working papers,” before young people can be hired. Those between the ages of 12 and 14 may obtain (получить) permits in certain states to work during holidays and vacations.
B. Answer the questions.
Task 2. Read the text on the procedure for hiring a foreign citizen in Belarus. Translate into English.
В соответствии со статьей 11 Закон республики Беларусь от 4 января 2010 г. № 105-з «О правовом положении иностранных граждан и лиц без гражданства в Республике Беларусь» постоянно проживающих в Республике Беларусь, иностранцы имеют право заниматься трудовой и предпринимательской деятельностью наравне с гражданами Республики Беларусь в порядке, установленном законодательными актами Республики Беларусь, с учетом ограничений.
Ограничения для иностранных граждан и лиц без гражданства установлены следующие:
- не могут избирать и быть избранными в выборные государственные органы Республики Беларусь
- не могут принимать участие в референдумах
- не могут занимать должности, назначение на которые в соответствии с законодательством связано с принадлежностью к гражданству Республики Беларусь
- не исполняют всеобщей воинской обязанности.
In accordance with the article 11 of the law of the Republic of Belarus of 4 January 2010 №105-3 “About (On) legal Status of Foreign Citizens and Stateless Persons in the Republic of Belarus”, who? permanently residing in the Republic of Belarus, foreign citizens have the right to practice labor and entrepreneur activity on an equal basis with citizens of the Republic of Belarus in the order established by the legislative acts of the Republic of Belarus, with the restrictions. (subject to the limitations)
Limitations for the foreign citizens and stateless persons are established the following:
- can not elect and be elected in the elective state bodies of the Republic of Belarus;
- can not hold the positions, the purpose of which in accordance with the legislation associated with belonging to the citizenship of the Republic of Belarus;
- do not perform military duty.
Task 3.
Jill Johnson, age 21, is applying for a job as an assistant hotel manager for a company that operates a chain of hotels throughout the country (управляет сетью отелей по всей стране). She has scheduled (запланирована) a job interview with William Marconi, the regional manager of the company.
a. During the interview, Mr. Marconi asks Ms. Johnson the following questions. 1Which questions may be illegal? 2Which questions are legal but inappropriate (неуместный)? 3Which are legal and appropriate? Give your reasons for each answer.
• How old are you?
• Why do you want this job?
• Are you a U.S. citizen?
• Do you plan to get married and have children in the near future?
• Are you willing to move to another area of the country?
• Have you ever been arrested?
• How tall are you? How much do you weigh?
• Have you ever worked with Hispanic Americans? Do you speak Spanish?
• Do you have a good credit rating?
• Will you have dinner with me tonight?
• Have you ever been treated for any mental problems?
• Have you ever had, or been treated for, any of the following medical conditions? (Ms. Johnson is given a checklist of diseases and conditions.)
Background Checks and Testing of Applicants
Many employers now conduct background checks before hiring a new employee. In some instances, the person hired might not have the highest grades in school or even the best skills for the job but instead might have had the cleanest background check among all the job applicants. Employers conduct background checks for many reasons, but one of them is to avoid liability for negligently hiring an employee.
For example, a day care center could be sued if it hired a staff assistant who later causes harm to a young child on the job, based on a failure to carefully check the employee’s background. Background checks include searches of the following:
• state and national databases of criminal records
• credit history
• employment history
• worker’s compensation claim history
• educational history
• sex offender registry
• driver’s license history
• Homeland Security database
Employers commonly check an applicant’s social networking site. A photo of a student holding a beer can—even if it’s empty and the photo was intended as a joke—can serve as a negative character reference. While some claim that these intensive background checks are overly intrusive or unrelated to the ability to perform on the job, many employers take them seriously. Negative information that shows up in these checks will limit future employment opportunities.
The law allows aptitude, personality, or psychological tests that can be shown to relate to an applicant’s ability to do the job. However, such tests have been successfully challenged when they have been shown to be inaccurate or unnecessary for measuring a person’s ability to succeed in the job. These tests have also been successfully challenged when they were actually used to discriminate based on such factors as race, gender, age, or national origin.
In addition, a test cannot be used if it screens out people with disabilities unless the tested activity is specifically job-related. For example, in a job that requires fast keyboarding skills, an employer can test for this skill and reject an applicant whose disability affects this skill. In addition, some states have laws prohibiting the use of AIDS testing for hiring purposes. People with HIV and AIDS are protected under the ADA as individuals with disabilities.
Some employers contend that lie detector tests, called polygraph tests, help prevent the hiring of dishonest employees. However, many question the accuracy of these tests. In 1988, Congress passed the Employee Polygraph Protection Act, which makes it illegal for most employers to use such tests to select job applicants. This law does not cover security guards and federal, state, and local government employees.
To reduce the hiring of workers who use drugs and alcohol, many employers conduct drug tests on some or all job applicants. Generally, private corporations have been allowed to require drug testing. However, some states have passed laws limiting such testing. For many years, the federal government has required drug testing for applicants for military, law enforcement, and certain other positions.
Task 4. Questions to ask at a Job Interview. Decide whether you may ask them.
1. Can you tell me about the company?
2. Will I be required to work overtime?
3. What kind of people seem to succeed in the company?
4. What is the company’s policy on promotion?
5. How long is the interview? I have someplace I need to be after.
6. What are the unique talents of the current employees?
7. What do you see are the key goals for the company during the next year?
8. Do you offer free parking?
9. How long is my lunch break?
10. What current challenges are associated with my position?
11. Who will be part of my team?
12. What type of health insurance do you offer?
Task 5. Rearrange the words to get the most commonly asked interview questions:
1. you me yourself, please about could tell?
2. experience in the what is your field?
3. leaving your for what reason previous was the job?
4. you believe do are successful you?
5. you your co-workers would say about what?
6. company about our what can you me tell?
7. applying for are you with other positions companies?
8. you in looking for what are salary?
9. do consider you player yourself a team?
10. we for should the you why choose position?
Task 6. Fill in the gaps with the words:
a couple // questions // team // portfolio // reliable // applying // interior // reputation // qualities // useful // company // seat // experience // coming // skills // start.
– Please have a 1…, Mr. Saunders.
– Thank you.
– What is your age, Mr. Saunders?
– I’m 20.
– And what position are you applying for?
– I’m 2… for a position of an interior designer.
– Tell about yourself.
– I’m in my final year at the College of Art and Design. And I have two years’ 3… working with Artic Advertising Company. I have prepared 4… with some photos of my works.
– Well done. And why do you want to work with our 5…?
– I’m impressed with your company 6… in the field. And I believe it is the right place where my 7… can develop.
– What personal 8… do you have that would be 9… in this job?
– My colleagues say that I’m 10…, highly organized, hardworking and creative.
– Great! Are there any 11… you would like me to answer?
– I’d like to know who will be part of my 12….
– There are five 13… designers working for our company. All of them are experienced and talented. They will be helpful.
– Great! When can I 14…?
– We’ll let you know in 15… of weeks. Thank you for 16….
– Thank you.
Sample Legal Advisor Cover Letter
Joan Chester
2798 Oliverio Drive
Dodge City, KS 67801
(111)-692-9703
chester@anymail.com
Apr 11, 2013
Ms. Roxanne Berg
Autonomy Corporation
1295 Clarksburg Park Road
Phoenix, AZ 85012
Dear Ms. Berg,
I am applying for the position of Legal Advisor available with Autonomy Corporation and I am confident that I am the best applicant for this position.
I have a bachelor’s degree in pre-law and I am part of the American Bar Association.While earning my credentials, I gained a lot of experience working as a paralegal where I assisted the professional attorneys within the firm. I specialize in business law, so I have the experience and training needed to provide legal advice for your company.
I have outstanding negotiating and communication skills with the ability to explain legal issues in simple terms so you know which course of action to follow. I have the knowledge to analyze and then interpret all legal documents to offer advice that will help to reduce the risks of your company being involved in a legal altercation. When problems do arise, I have the training to negotiate disputes between your company and its employees, vendors or clients.
I also have excellent research skills with the ability to apply the law to any given situation to provide your company with professional legal advice, guidance and representation. In addition, I have the experience to recommend a plan of action and represent your company in a courtroom when the need arises.
I can use my expertise to ensure that your company complies with the laws and regulations that govern the industry and that you adhere to the local, state and federal labor laws. I always exercise good judgment and follow a strict code of ethics.
Please call (111)-692-9703 for an interview.
Respectfully,
Joan Chester
Resume Attached as MS Word Document
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