Transportation giant J.B. Hunt has agreed to revise its hiring policy that the EEOC claimed prohibited hiring anyone with a criminal record.
The case began with a single black applicant who was denied a truck driving position because he had been convicted of a crime.
The EEOC claimed the conviction was unrelated to the man’s potential job duties. Therefore, refusing to hire the applicant violated EEOC guidance on hiring those with a criminal record.
J.B. Hunt agreed to a five-year monitoring program and also settled with the applicant.
Before deciding whether to hire or turn down an applicant who has a criminal record, the EEOC recommends conducting an evaluation of the:
- Nature and gravity of the offense or conduct
- Time that has passed since conviction and completion of the sentence
- Nature of the job.
- Don't assume whether or not workers can pass job tests
- Make sure your policy is understood before rejecting applicants because of bankruptcy
- New limits on use of credit reports take effect in July
- Standard background checks not foolproof—Try Internet, too
- Tighten policy to foil new identity-theft risks