With the proliferation of Ban the Box laws in states and cities across the nation, we thought it would be a good idea to try to summarize the movement.
Posts Tagged: EEOC
The problem with routine background checks… As long as nothing bad happens, you are “rewarded” for doing inadequate background checks. But there are several major problems with shallow or poorly designed background checks.
Organizations are determined to hire the right people–those who have the right skills, fit with the organizational culture, and bring a willing attitude to the job. Locating, researching, and interviewing job candidates is time consuming and expensive. Like every other aspect of business, managers seek appropriate tradeoffs to balance risk and reward in hiring because… Read more »
“Innocent until proven guilty” is the cornerstone of our criminal justice system. Our courts have spent a lot of time defining what constitutes proof, but the basic point is clear. The same principle applies to the difference between arrest records and convictions as applied to employment decisions under EEOC guidance: “The fact that an individual… Read more »
There’s no doubt that the most important thing about background screening is to get the accurate, relevant information you need to make good employment decisions. But even if we take this central goal as a given, the method you use to get the information can have a big impact on your direct cost, staff productivity,… Read more »
So, you want to know if your prospective employee has a criminal past? Looking into the criminal history of job applicants is a smart hiring practice. Given the high proportion of adult Americans with criminal records (the National Employment Law Project estimates 1 in four adults has a record of some kind), it is likely… Read more »
Despite how some may make it sound, spreading Ban the Box laws do not prohibit employers from using criminal background checks. Instead, the laws are designed to keep the question, “Have you been convicted of a crime?” off job applications to give applicants with a criminal history a greater chance of getting through an employer’s… Read more »
A few months ago, Facebook announced that it had 128 million daily unique users in the United States. That’s over 1/3 of the population who viewed, updated, and shared personal bits of information with a network of “friends”, each of whom has his or her own network. Inevitably, a lot of the people on Facebook—and… Read more »
The treasure trove of personal information that has collected on social media is irresistible. We know that both employers and employees are scanning the publicly accessible areas of Facebook and other sources to find the unvarnished side of their potential co-workers. This information comes with a downside. Employers beware. In an earlier piece on social… Read more »
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 »