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.
- When making reference-check calls, take and retain good notes
- Beware legal traps of hiring online reference checkers
- Learn from the big dog's mistake; check applicants' crime records
- Applicant filed for bankruptcy: Can you refuse to hire him?
- Background Check Guidelines: How to comply with the Fair Credit Reporting Act and avoid lawsuits