About This Course:
What should you do if an applicant or employee has a criminal history?
It happens more and more often: a background check on an applicant comes back with problems, or you find out after the fact that a new employee has a criminal history. What are the legal requirements, and what should you do?What You'll Learn:
This audio conference focuses on some of the most-common background check challenges many hiring managers face, such as:
- Background comes back with an arrest, but not a conviction
- Does your state prohibit discrimination based on arrest records?
- A current employee tells you he's going to be "out for a while" because he has to do 90 days of jail time for his second DUI
- The employer's "double-edged sword": Keeping the workplace safe by screening out bad hires vs. potentially discriminating against applicants
- Company policies and job descriptions: The keys to applicant screening
- Preemployment background checks: What you need to know to protect yourself from negligent hiring claims
- The FCRA and taking adverse action: How to rescind an offer of employment when a background check comes back with an arrest or a conviction
- How to avoid claims of disparate treatment and disparate impact
- The EEOC's "three-factor test" when considering an applicant with a criminal history
- Understanding how the EEOC views arrests vs. convictions
- Avoiding negligent retention: How to handle a current employee who is now in trouble with the law