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As you may already be aware, the EEOC is advising employers to use individualized assessments in cases where criminal history might be used to exclude a job applicant. The aim of the EEOC is to induce employers to look more at individual factors that might mitigate the impact of a conviction to avoid discrimination, and… Read more »
If you’re an employer or nonprofit agency and you are either obligated or striving to avoid employment discrimination, this should interest you. And if you’ve been following the recent EEOC hearings and anticipated policy updates, this bit of news might provide some valuable foreshadowing of what lies ahead. The EEOC recently wrote an informal letter… Read more »
So here you are, thinking you have a great candidate for your open position. This person has all of the necessary qualifications, a great-looking resume, the interview was textbook perfect, and suddenly you get a call from your background screening company. “Bad news,” they say. “There’s a problem with your candidate’s criminal record.” Frustration begins… Read more »
Avoid Bright Line Policies for Employee Criminal Background Checks A bright line policy in regards to employee criminal background checks is a dangerous practice for any employer. Title VII of the Civil Rights Act of 1964 prevents employers from rejecting or firing qualified individuals who have criminal records when the criminal history has no bearing… Read more »
Recent activity from the Equal Employment Opportunity Commission (EEOC) regarding employment background screening and specifically, criminal records checks, underscore the importance of a holistic approach to screening applicants and employees. Specifically, the EEOC is taking action to enforce its long-standing guidelines for the use of information such as criminal background checks and credit reports in… Read more »
