New, official EEOC guidance reinforces the commission’s view that using criminal histories to screen out job applicants can violate Title VII of the Civil Rights Act by having a disparate impact on minorities. EEOC Enforcement Guidance #915.002 makes clear that the commission recommends against asking about criminal convictions on job applications.
The takeaway: The EEOC is certain to go digging for bias when it scrutinizes employers’ criminal background-check procedures. If job applications—or hiring managers—ask about applicants’ criminal conviction histories, employers better be able to prove they have a good business reason for seeking the information. The guidance also makes clear that the EEOC never considers it appropriate to ask applicants if they have ever been arrested.
Learn more: www.theHRSpecialist.com/eeocbackground.
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/31471/eeoc-were-watching-how-you-run-criminal-checks "
- Go overboard to clarify details in age-discrimination waivers
- Clerk wins more than $350,000 in disability discrimination suit
- Required by law or not, make harassment training mandatory
- Employee using medical marijuana? Firing won't be a violation of the ADA
- To google or not: Legitimate screening method or privacy breach?