Maintaining proper vigilance with hiring legalities
With regard specifically to criminal records, the Equal Employment Opportunity Commission (EEOC) issued updated guidance explicitly relating to the use of arrest and conviction records in employment decisions.
In its Guidance, the EEOC indicates that employers should develop targeted screening when utilizing criminal records in employment decisions. This targeted screening must, at the very least, consider the following “Green” factors (Green v. Missouri Pacific Railroad, 523 F. 2d 1290 (8th Cir. 1975)):
The Guidance also indicates that targeted screening must be based on a written policy, which according to best practices outlined in the Guidance, must include the following:
If an adverse decision results from the evaluation of the targeted screening policy document, the consumer must be informed prior to making the adverse decision and the employer must offer an “individualized assessment” before the final adverse decision is made. This “individualized assessment”, according to the Guidance document, must be comprised of the following factors:
The EEOC offers the following best practices through the Guidance:
For more information, visit the EEOC's FAQ page.
Check out a re-posting of an article that quotes Todd Carpenter, President of IntelliCorp, as we talk about what to do and avoid when it comes to background screening.
IntelliCorp is announcing a game-changing Pre-Adverse and Adverse Action solution that will offer tanglible benefits to any background screening program.