Background Checks: Best Practices & Legal Compliance
Does your application or hiring process include criminal background checks? Have you heard about the EEOC’s new guidelines, but you don’t understand how they fit into your background check process?
After years of debate, the EEOC this year published controversial new guidance on employers' use of background-check policies and practices. Every employer needs to be in compliance.
Pepsi thought it was. The company believed it was using background checks in a nondiscriminatory way. But the EEOC saw things differently and sued the company.
The result: Pepsi just paid $3.2 million to settle an EEOC race-bias charge, and the company agreed to rewrite its background checking procedures.
Don't wait for a lawsuit to make sure you're in compliance. It's vital — for your company and your career — to get in line now with the EEOC's Enforcement Guidance on the Consideration of Arrests and Conviction Records.
With Background Checks: Best Practices & Legal Compliance, you'll discover:
The legal risks of criminal checks
When, if ever, you can consider arrest records in hiring
When (and how) you should ask applicants about their criminal records on applications
How to comply with the new EEOC guidance that you perform an "individualized assessment” on applicants screened out by background checks. (Understand the 7 key factors to consider!)
The most important takeaways from the new EEOC guidance
Practical "best practices” for background-check policies, confidentiality and supervisor training
Best of all, your trainers for this presentation will be a pair of dynamic experts on this topic, attorneys Scott Brutocao and Stephen Woods of Ogletree Deakins.
Bottom line: The EEOC says these new rules mean employers have no more excuses for mistakes on criminal background checks … and the risks can be huge. Get in compliance now! And remember, this training has been approved for 1.25 hours of HRCI credit.
Sincerely, Pat DiDomenico Editorial Director, Business Management Daily
P.S. Your satisfaction is unconditionally guaranteed. If Background Checks: Best Practices & Legal Compliance fails to meet your needs, we will refund every penny you paid — no hassles, no questions asked.
Hear a Free 90-Second Clip of Background Checks: Best Practices & Legal Compliance from Scott Brutocao & Stephen Woods:
About Your Speakers:
Scott Brutocao is a shareholder in the Austin, Texas, office of Ogletree Deakins. He represents employers in all aspects of labor and employment law and is a frequent speaker and writer on employment-law topics seminars.
Stephen Woods is a shareholder in the Greenville, S.C., office of Ogletree Deakins and also focuses his practice on employment-law litigation and counseling. He is the head of Ogletree's Background Check Advice team. Before becoming a lawyer, Stephen managed the HR function for a 500-employee newspaper publishing company.
Both Scott and Stephen recently spoke on this timely topic in a national presentation to their Ogletree Deakins clients.
Who Should Listen:
HR professionals
Supervisors and managers
Executives
Office managers
Business owners
Credit Hours:
This recording has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit."
This recording is sponsored by: Business Management Daily 7600A Leesburg Pike, West Building, Suite 300 • Falls Church, VA 22043-2004 (800) 543-2055 • Customer@BusinessManagementDaily.com
Scott Brutocao is a shareholder in the Austin, Texas, office of Ogletree Deakins. He represents employers in all aspects of labor and employment law and is a frequent speaker and writer on employment-law topics seminars.
Stephen Woods is a shareholder in the Greenville, S.C., office of Ogletree Deakins and also focuses his practice on employment-law litigation and counseling. He is the head of Ogletree's Background Check Advice team. Before becoming a lawyer, Stephen managed the HR function for a 500-employee newspaper publishing company.