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Background Checks Demystified: How To Screen Applicants And Employees In Compliance With Federal Law

Webinar: ID# 1023254
Recorded On-Demand
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About This Course:
When it comes to hiring new employees, it makes sense that many organizations conduct background checks as a matter of course. But there are legal limits to what employers can and cannot do when performing background checks on prospective employees.

For example, you must ensure that your practices don’t run afoul of the federal Fair Credit Reporting Act (FCRA) or the Equal Employment Opportunity Commission (EEOC). They both set guidelines on compliance that impact your background check policy.

Are you sure you’re hiring managers are not discriminating against protected characteristics or making a broad refusal to hire groups of people (including convicted criminals)? These missteps could put your company in legal hot water.

Staying in legal compliance while maintaining a background check policy that works for your business can be challenging and expert guidance is recommended.

Join us to learn how to legally conduct employee background checks under federal law. Attorney Spencer Waldron will cover the information you need to know about your next potential employee, how to go about the background check process, which investigations are necessary for the particular job slot, and the limitations imposed by federal law.

Learning Objectives:
  • How and when to conduct background checks
  • The importance of having simple and concise background check authorization/ disclosure forms
  • How background checks can help define the potential employee’s character and fit for the job
  • The types of information are available through different background checks
  • How to screen applicants who give conflicting or erroneous information on their applications
  • How to determine which background checks are needed for a particular job
  • Best practices for running credit checks in compliance with the Fair Credit Reporting Act
  • The EEOC position on background checks—so you’ll know the questionable practices to avoid and minimize the likelihood of attracting unwanted attention from the agency
  • What you must do if you decide not to hire based on a background check
  • Other legal regulations that affect background checks
About Your Presenter

Spencer Waldron, Esq.
Associate
Fisher Phillips, LLP

Spencer Waldron is an associate in the Irvine, California office of Fisher Phillips LLP. His practice includes counseling and defending employers in all areas of labor and employment law. Mr. Waldron’s practice focuses on defending employers in wage and hour class and collective actions, FCRA/ICRAA/CCRAA claims, as well as wrongful termination, discrimination, harassment, unfair competition, and trade secret lawsuits under federal and California labor and employment laws. He has represented clients and appeared before multiple governmental agencies, such as the Department of Fair Employment and Housing, the Department of Labor Standards Enforcement, the Equal Employment Opportunity Commission, and the Employment Development Department, as well as state and federal courts throughout California. He also counsels employers on various employment related issues such as hiring, background checks, termination, strategic restructuring and layoffs, disciplinary issues, medical leaves, and general employment policies and procedures.
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Background Checks Demystified: How To Screen Applicants And Employees In Compliance With Federal Law
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