Background Checks: The New EEOC Guidance
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Does your application or hiring process include criminal background checks?
After years of debate, the EEOC just published controversial new guidance on employers' use of background-check policies and practices. Are you sure you're in compliance?
Pepsi thought it was. The company and its team of lawyers believed they were using background checks in a nondiscriminatory way. But the EEOC saw things differently and sued the company. The result: Pepsi just paid $3.1 million to settle an EEOC race-bias charge, and the company agreed to rewrite its background checking policy and 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 new Enforcement Guidance on the Consideration of Arrests and Conviction Records.
Join us to discover:
- The two big legal risks of criminal checks—disparate treatment and disparate impact—and which actions will trigger each
- When, if ever, you can consider arrest records in hiring;
- The 2 legally safe ways you can prove your criminal checks are a "business necessity" for your workplace
- 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!)
- When (and how) you should ask applicants about their criminal records on applications
- Situations in which you MUST run criminal records checks on applicants
- 5 practical "best practices" for background-check policies, confidentiality and supervisor training
- The most important takeaways from the new EEOC guidelines
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 question 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.
Cannot Attend The Live Presentation?
This presentation is also available in a recorded format, in CD version, as shown in the pricing options below.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
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