The EEOC issued an advisory letter last month that gives employers more clarity on their proper use of applicants’ arrest and conviction records during the hiring process. Employers should, the EEOC says, continue to treat arrests differently than convictions and suggests employers ask applicants to disclose convictions only from the past seven years.
Read an analysis of the EEOC advisory by the law firm Littler Mendelson at www.tinyurl.com/eeocarrest. Find the EEOC’s policy guides at:
- New from the EEOC: Tips on background checks
- It's time to review your criminal history screening practices
- Job background check must comply with Fair Credit Reporting Act
- Background check isn't enough; tight supervision keeps liability at bay
- Consent required to run background checks on internal applicants?