Posts Tagged: EEOC

Checking Employee Criminal Records? How Far Should You Go?

how far should you go?

Employers universally turn to background screening to inform their hiring decisions and meet their compliance obligations. In fact, a recent HR.com survey found 96% of employers conduct at least one type of pre-employment check. Screening runs the gamut from education and professional license verification, to drug testing, and DMV records checks. Among the most frequently… Read more »

Employment Screening FAQ Series: Can We Consider Arrest Records in Hiring Decisions?

Arrest-Records

When you’re trying to make the best possible hiring decision, criminal records are often considered an important source of information. If you want to know as much about a person’s background as you can, including if someone has a history of criminal activity, you’re not alone. Ninety-six percent of US employers perform background checks, according… Read more »

Employment Screening FAQ Series: Do We Have to Follow FCRA Guidelines?

Today we continue our spotlight on some of the most frequently-asked questions we hear from employers concerning their use of employment background checks. This time, we focus on the federal Fair Credit Reporting Act (FCRA). Let’s start with a definition. The FCRA of 1970 was enacted to promote the accuracy, fairness, and privacy of consumer… Read more »

Employment Screening FAQ Series: “What Rights Do My Applicants Have?”

Applicant-Rights

As a background screening company, we field a wide range of questions from employers concerning their use of background checks in the hiring and retention of employees. Today we announce the start of a new series spotlighting some of our most frequently-asked questions and hopefully give you some information you can use to make better… Read more »

HR Trends Series: Individualized Assessments in Criminal Background Checks

Individualized Assessments

On April 25, 2012, the Equal Employment Opportunity Commission (EEOC) issued revised enforcement guidelines on the use of criminal records in hiring decisions. In its guidance, the EEOC sets out to ensure that applicants’ exclusions due to past criminal conduct are both job-related and a business necessity. The Commission recommended and set out guidelines for… Read more »

3 Key Aspects of the EEOC Adverse Action Guidelines

eeoc adverse action

The U.S. Equal Employment Opportunity Commission (EEOC) issues its guidance on many employment-related topics, but the Enforcement Guidance regarding arrest and conviction records is one of the more compelling and important items for employers, as so many are impacted. In an economy where more than one in four U.S. adults have a criminal record, it’s… Read more »

What the Law Says About Adverse Action

Adverse action in employment (the process of denying an employment opportunity to a candidate or employee because of something revealed in a background check) can land an employer in a rugged territory of cross-cutting laws and regulations. With the increased coverage of Ban the Box laws in many state and local jurisdictions overlapping the federal… Read more »

5 Questions to Test Your FCRA Adverse Action Smarts

Are you up to speed on adverse action? HR and hiring managers need to understand the rules and requirements of the adverse action process in order to maintain a hiring approach that is fair to applicants and avoids unintended discrimination. We put together a few questions to check your knowledge and keep you sharp. Start… Read more »

10 FCRA Adverse Action Dos and Don’ts

When you’re considering denying employment as a result of a background check, your adverse action process takes over. The Federal Fair Credit Reporting Act (FCRA) requires that employers follow a process that begins before a final decision is made. Its intent is to protect candidates and employees from unfair employment-related decisions. To help you, here… Read more »