
Consider these eye-opening facts when talking to employers about their background screening efforts and the role of background screening in their hiring processes.
Consider these eye-opening facts when talking to employers about their background screening efforts and the role of background screening in their hiring processes.
H.R.3470 The Fair Chance to Compete for Jobs Act would prohibit federal agencies and federal contractors from making a request for or use of the criminal history of a job applicant until after the conditional offer of employment. Find out the latest here.
Should you risk the apparent liabilities of ex-offenders in your workforce or risk discrimination lawsuits by refusing to hire them? This infographic provides context as well as a description of a hiring process that threads the needle between the rock and the lawsuit.
Discover the 10 most popular articles from the Employment Screening Blog in 2015.
Our new infographic provides a clear path that allows employers to avoid negative consequences and potentially even identify excellent employees among ex-offenders.
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.
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.