Does your application or hiring process include criminal background checks? Have you heard about the EEOC’s new guidelines, but you don’t understand how they fit into your background check process?
After years of debate, the EEOC this year published controversial new guidance on employers' use of background-check policies and practices. Every employer needs to be in compliance.
Pepsi thought it was. The company believed it was using background checks in a nondiscriminatory way. But the EEOC saw things differently and sued the company.
The result: Pepsi just paid $3.2 million to settle an EEOC race-bias charge, and the company agreed to rewrite its background checking procedures.
Don't wait for a lawsuit to make sure you're in compliance. It's vital—for your company and your career—to get in line now with the EEOC's Enforcement Guidance on the Consideration of Arrests and Conviction Records.Join us for Background Checks: Best Practices & Legal Compliance. You'll discover:
- The legal risks of criminal checks
- When, if ever, you can consider arrest records in hiring
- When (and how) you should ask applicants about their criminal records on applications
- How to comply with the new EEOC guidance that you perform an "individualized assessment” on applicants screened out by background checks. (Understand the 7 key factors to consider!)
- The most important takeaways from the new EEOC guidance
- Practical "best practices” for background-check policies, confidentiality and supervisor training
Best of all, your trainers for this presentation will be a pair of dynamic experts on this topic, attorneys Scott Brutocao and Stephen Woods of Ogletree Deakins. You can also ask them your own questions about this issue during the Q&A portion of the webinar.
Bottom line: The EEOC says these new rules mean employers have no more excuses for mistakes on criminal background checks … and the risks can be huge. Get in compliance now! And, remember, this webinar has been approved for 1.25 hours of HRCI credit.