- Marital Settlement Agreement - $99
- DC Divorce with Children - with DC Separation Agreement - $199
- DC Divorce without Children - with DC Separation Agreement - $199
- DC Divorce Forms Only - No Separation Agreement - $149.00
- Premarital Agreement - $99
- Modification of Child Support - $149
- Child Custody Modification Package - $149
Wills, Powers of Attorney, Living Wills
Online Legal Advice
TIP: Before asking an applicant any question, first ask yourself "Why do I need to know this information?" "How is it related to the requirements of the position?" Unless there is a direct relationship, do not ask the question.
Recently, I heard that there is a new type of interviewing called behavioral interviewing. What is this?
Behavioral interviewers ask questions in a different style than the typical interviewer. They ask questions about what specifically you did in the past to try to predict what you would do in the future. They also ask questions regarding how you felt. Some examples of behavioral questions might include:
"Tell me about a time you had difficulty with a fellow employee. What was the problem and how did you resolve the issue?"
"Give me an example of a situation where you had to abruptly change what you were doing. What did you do? How did it affect you?"
How do I respond to someone who has called to follow up on a job interview but who did not get the job?
Responding to this question requires a balance. The candidate is looking for feedback and the company is looking to ensure it does not create a legal issue. In responding, thank the candidate for her time and interest in the company, adding that someone who better met the qualifications of the job was chosen. Do not get into specifics as to what skills the selected applicant possessed.
CAUTION: Do not say that the candidate's salary requirements were too high or that they are overqualified for the position. Both statements can be indicative of age discrimination.
Is there any value to reference checking?
Reference checking is a two-edged sword. When you check references it is highly likely that you will not receive any information other than name, title and dates of employment. And this in turn is all the information you should give out, provided you have received a signed release from the former employee. This is because companies fear being sued for slander by a former employee if they release negative information or, conversely, a misleading reference suit by a hiring company dissatisfied with their hire.
Failure to check references can also be problematic because it can leave an employer open to a negligent hiring claim.
CAUTION: Do not give a former employee who was discharged for cause a false or misleading reference. Doing so can open you individually and your company to a damage award.