Yesterday, the EEOC continued its series of public
meetings examining hiring practices as alleged employment barriers, covering employers'
use of arrest and conviction records . According to the EEOC's
press release , it is trying to strike a balance between workplace fairness
Recent Developments Highlight Need to Conduct
Individualized Analysis of Criminal Background Checks
Larry S. Perlman
As pre-employment criminal background checks have become
the norm, employers must take care to ensure compliance with federal and state
laws regarding use of criminal conviction...
Yesterday afternoon, the EEOC announced its long awaited,
and, by employers, long dreaded, Enforcement
Guidance on the Consideration of Arrest and Conviction Records in Employment
Decisions under Title VII (along with a short and sweet Q&A ).
The Guidance is not nearly as bad for employers...
According to a recent survey conducted by background-screening company EmployeeScreenIQ , resume lies are more of a deal breaker for employers than past crimes. Of the 600 HR professionals surveyed 45 percent said that they routinely ding candidates with a criminal history on their resume, while a whopping...
Or, States That Don't Suck For Employees, Part VI
You may have heard the term “ban the box” but not know what it means. These laws generally prevent employers from asking about applicant arrests or convictions at the beginning of the application process, and only allow inquiries after...
Some states and cities have made it illegal to ask about criminal convictions on job applications. A new bill introduced last week in both the U.S. House and Senate called the Fair Chance Act may “ban the box” across the country for all federal agencies and federal contractors.