Q. We're going back and forth on this question: On an employment application, can we legally ask about an applicant's prior conviction record or arrest record? —T.F., Nevada
A. This is a common employer mistake. As a general rule, when making hiring decisions, you can consider a prospective employee's criminal history record only if it includes convictions. You should not take into account criminal charges and arrests that didn't result in convictions. So on applications and in interviews, you should ask only about convictions, not arrests.
Also, the EEOC suggests that employers look at the nature and gravity of the conviction, how long ago it happened and whether the offense relates to the job being applied for.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/1341/background-checks-weigh-convictions-not-arrests "
- Tighten your policy on work authorization
- Teach managers to support staff during crunch time
- In hiring, don't overvalue interview skills; courts question subjective decision-making
- Don't Let Pared-Down Résumés Derail Your Selection Process
- RIF or no RIF: 8 alternatives to consider before laying off staff