Employers are required to conduct background checks to help prevent workplace violence, but when they conduct them and refuse to hire an applicant with a past criminal conviction the EEOC claims they are engaging in discrimination in violation of the employment discrimination laws.

What are employers to do?

This training session covers the legal steps for not hiring an applicant with a past criminal conviction, as well as best practices to use to ensure that you will successfully avoid liability when doing so.

Learning Objectives:

• Overview of the laws that employers need to comply with when conducting background checks
  
• EEOC guidelines on refusing to hire an applicant based upon a past criminal conviction - and what they require
  
• The test the EEOC requires an employer to use when refusing to hire an applicant with a past criminal conviction
  
• Laws that prohibit use of credit history when refusing to hire applicants
  
• The requirements – as well as the forms and notices you are required to give an applicant – under the Fair Credit Reporting Act
  
• How to improve job descriptions to be better able to support your decision to refuse to hire an applicant with a past criminal conviction