Posts Tagged: EEOC

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 »