Posts Tagged: EEOC

One in Four Adults Would “Fail” a Criminal Record Check: A Lesson for Employers

One in four adults in the United States has a criminal record.  That’s a pretty startling statistic when you think about your latest applicant pool. Chances are high that you are interacting with quite a few applicants, candidates, and even employees with some type of criminal background. For some organizations, this news is startling enough… Read more »

Here’s News that Job Seekers with Criminal Records Can Feel Good About

A current survey shows applicants with a criminal record are getting some breaks in employment.  This survey concurs with the most recent EEOC guidelines and also supports Proforma’s approach to the appropriate use of criminal records in the employment screening process. Every year 560,000 people are released from prison into the parole system. The good… Read more »

Employment Background Checks and Recidivism: Is there a connection?

According to the Department of Justice, “Recidivism is measured by criminal acts that resulted in the re-arrest, re-conviction, or return to prison with or without a new sentence during a three-year period following the prisoner’s release.” The U.S. Department of Justice estimates that two-thirds of ex-offenders will be rearrested for new crimes within three years… Read more »

[SLIDESHOW] The Triple Threat to Your Employment Background Screening Program

Does your background screening program hold up against the threats of regulation, legislation, and litigation? We recently presented a two-part series on the “triple threat” of EEOC and FTC regulation, state and federal legislation, and private party litigation in the context of corporate employment background screening programs. A slideshow combining both parts of the series… Read more »

The “Triple Threat” Has New Meaning for Your Background Screening Program

As we near the final stretch of the NBA playoffs, we have an apt analogy for a discussion of the “triple threat” facing today’s employers. In basketball, defenders must be prepared for an offensive player in the triple threat position to pass, dribble, or shoot. In today’s employment setting, companies are faced with the triple… Read more »

What’s a High School Diploma Worth, Anyway?

Hey employers, don’t worry if that job applicant lacks a high school diploma. It’s no big deal. Really, what’s the difference between an individual who has completed high school and one who dropped out? Why are you being so picky and unfair? This recent EEOC discussion letter targets an employer’s high school diploma requirement as… Read more »

Give Your Background Screening Process a Sniff Check

If you rely on background checks to screen candidates and employees, you already have some sort of background screening process in place. Whether formal or informal, structured or loosely-defined, there are certain steps you take to ensure each individual is screened. So, have you thought about how your process would stand up to scrutiny should… Read more »

Background Screening and the Revised EEOC ADA Regulations: What You Need to Know

You may recall the ADA Amendments Act of 2008 (ADAA).  Effective Jan 1, 2009 the ADAAA made a number of significant changes to the definition of “disability.”  In turn, it also required the EEOC to amend its own ADA regulations to reflect those found in the ADAAA. If you employ 15 or more employees, if… Read more »