Discover the 10 most popular articles from the Employment Screening Blog in 2015.
Posts By: Michael Gaul
Our new infographic provides a clear path that allows employers to avoid negative consequences and potentially even identify excellent employees among ex-offenders.
Our slideshow on hiring ex-offenders describes how you can use background screening in compliance with applicable laws to thread the needle between risks.
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.