Our slideshow on hiring ex-offenders describes how you can use background screening in compliance with applicable laws to thread the needle between risks.
Posts By: Michael Gaul
Given how many employers report hiring ex-offenders successfully, the possibility that employment can reduce recidivism is a great opportunity.
Learn how to better navigate the competing pressures of insurance requirements and the desire to reduce the risk of discrimination under employment law.
Make no mistake about it: employment law aims to get employers to hire ex-offenders. At the Federal level, the Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) combine for a one-two punch that targets the outcomes of hiring as well as the hiring process itself.
In what is being called “the strictest anti-discrimination law of its kind in the country prohibiting discriminatory employment credit checks,” New York City’s Stop Credit Discrimination in Employment Act (“SCDEA”) is in effect as of September 3, 2015.
The BMW case demonstrates how the EEOC requires employers to treat everyone the same but assess them individually in terms of criminal background.
Determine if an applicant with a criminal record would be a good fit for the job. Learn how to evaluate your risks when hiring an ex-offender.
Today’s reality may be that you will hire, or have already hired, an applicant with a criminal record. Consider some key points when hiring ex-offenders.
Some companies have discovered an under-utilized source of good workers: ex-offenders. There is still some bias against these applicants, but the growing experience of employers who are smart about taking a chance shows that these may be some of their best hires.
Your organization is only as good as the people who belong to it. Our infographic, Tips to Bring the Right People on Board, offers a summary of the purpose and process of using background screening in your hiring process.