The EEOC recommends a two-step process. First, the EEOC recommends using a “‘targeted’ screen of criminal records” that considers three factors: the nature of the crime, the time elapsed, and the nature of the job. Second, the EEOC recommends using individualized assessment for the people who are screened out to ensure that qualified applicants (or employees) were not mistakenly screened out “based on incorrect, incomplete, or irrelevant information.” This second step also allows individuals to correct any errors that exist in their records. … [Read more...] about Ensure Criminal Background Checks On Job Applicants Are Non-Discriminatory and Lawful
How detailed are criminal background checks
But, Dunn wrote that he’d rather not repeat the achievement. “We can put this accomplishment in the record book and continue to work with our CROS and (contractor) team to improve the customer and staff usability for CROS, so this record does not need to be broken.” … [Read more...] about State workers get background checks or new jobs + The record CDTFA does not want to beat
If revised, the question would say: “During the last 7 years, have you: Been convicted of any crime (Include misdemeanors, felonies, firearms or explosives violations, domestic violence, alcohol, drugs, and all other crimes or offenses); Been subject to judge or court specified conditions requiring satisfactory completion before a criminal charge has been or will be dismissed; Served time in jail or prison as a result of being convicted of a crime; or Been on probation or parole? If “YES,” use item 16 to provide the date, explanation of the violation/charge, place of occurrence, and the name and address of the police and court involved.” … [Read more...] about Would expanded criminal background checks hurt federal job applicants?
Eliminating policies and practices that exclude individuals from employment based on the mere existence of a criminal record;Developing a narrowly tailored written policy and procedure for screening applicants and employees for criminal conduct;Training managers and decisionmakers on how to implement hiring policies and procedures; andLimiting inquiries regarding an individual’s criminal background to situations in which such information is job-related for the position in question and consistent with business necessity as defined by the EEOC.The Guidance provides detailed information concerning the agency's views about the implementation of background check policies and procedures for hiring and other employment decisions. … [Read more...] about EEOC Issues New Guidance On Criminal Background Checks By Employers
In addition to the guidance, the EEOC issued a Q&A, available here. (Note that certain states have further restrictions regarding how such information is gathered and used.) Please stay tuned for a more detailed discussion of the guidance and its implications for employers. … [Read more...] about EEOC Issues Guidance on Use of Criminal Background Checks in Employment Decisions