Does your application or hiring process include 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 recently published controversial new guidance on employers' use of background-check policies and practices. Then, this summer it used those guidelines to file a pair of important lawsuits—against BMW and Dollar General—alleging violation of federal discrimination law.
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. The result: Pepsi paid $3.2 million to settle an EEOC race-bias charge. Swift Transportation also thought it was in compliance, but it was hit this year with a class-action lawsuit alleging violations of background check laws including the federal Fair Credit Reporting Act.
Don't wait for a lawsuit or EEOC charge 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.
Join us Nov. 14 for Background Checks: Best Practices & Legal Compliance. You'll discover:
- The legal risks of background checks (both criminal and credit).
- When, if ever, you can consider arrest records in hiring.
- The elements of a valid, legally-compliant background check consent form (the subject of almost all new FCRA class-action lawsuits).
- How to comply with the 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, practical takeaways from the EEOC Guidance and FCRA class-action lawsuits
Best of all, your trainer for this presentation will be an expert on this topic, attorney Stephen Woods. You can also ask him your own questions about this issue during the Q&A portion of the webinar.
Bottom line: The EEOC says its new rules mean employers have no more excuses for making mistakes on criminal background checks … and the risks can be huge. Add to that the class-action plaintiffs’ lawyers alleging violations of the FCRA, and you have quite a problem. Get in compliance now! And, remember, this webinar has been approved for 1.25 hours of HRCI credit.
Editorial Director, Business Management Daily
P.S. Registration Bonuses! The first 50 people who register for this webinar will receive our Special Report, Employment Background Check Guidelines, which provides additional advice on how to conduct other types of background checks, comply with the Fair Credit Reporting Act, select a third-party background-checking firm and more. Plus, you’ll receive a copy of the full EEOC guidance document on criminal background checks, which includes links back to the EEOC website.
P.P.S. Extra Added Bonus! You’ll also receive one month of Premium Plus Online—our comprehensive electronic information service. Premium Plus Online features more than 10,000 HR articles, online compliance self-audits, over 100 forms and checklists, plus Ask the Attorney (responses to your employment law questions). So that you continue to benefit from Premium Plus, we'll continue your access automatically for just $99 per quarter, unless you tell us "no, thanks"—your choice.
P.P.P.S. We promise you'll be satisfied. If Background Checks: Best Practices & Legal Compliance fails to meet your needs in any way, we will refund 100% of your tuition—no hassles, no questions asked. Your Registration Bonus Gifts are yours to keep.
Date: Thursday, Nov. 14
Time: 1 to 2:15 p.m. ET
Early Registration Bonuses:
The first 50 people who register for this webinar will receive three special bonuses:
First, you’ll receive our Special Report, Employment Background Check Guidelines. This concise, 16-page training tool provides advice on how employers can legally conduct other types of background checks, comply with the Fair Credit Reporting Act, select a third-party background-checking partner and much more.
Plus, you’ll receive a copy of the full EEOC guidance document on criminal background checks, which includes links back to the EEOC website for additional guidance.
Last but not least, you’ll receive one month of access to Premium Plus Online—our comprehensive electronic information service at www.theHRSpecialist.com. Premium Plus Online features online compliance self-audits, over 100 forms and checklists, plus Ask the Attorney (responses to your employment law questions). So that you continue to benefit from Premium Plus, we'll continue your access automatically for just $99 per quarter, unless you tell us "no, thanks"—your choice.
About Your Speaker:
Stephen Woods is a shareholder in the Greenville, S.C., office of Ogletree Deakins, where he focuses his practice on national employment-law litigation and counseling. He is the head of Ogletree's Background Check Advice and E-Signatures teams. Before becoming a lawyer, Stephen managed the HR function for a 500-employee newspaper publishing company. Stephen is a top-rated, asked-back speaker to groups and companies throughout the country on labor & employment topics. He can make even the driest legal topic (like the Fair Credit Reporting Act and the new EEOC Guidance) relatable and relevant to your current workplace and employment situations.
Who Should Attend:
- HR professionals
- Supervisors and managers
- Office managers
- Business owners
Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line.
Multimedia CD & Download: $197
Webinar, Multimedia CD & Download: $297
Unlimited number of participants at one site. Contact us for multi-site discounts.
Can't attend the webinar? We'll reserve a recording in your name.
How do webinars work?
We promise you'll be satisfied.
This event 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."