Whitepaper: EEOC Guidelines on the Employment Application and Evaluating a Criminal Check
CEO Mario Pecoraro’s white paper discusses the topic EEOC Guidelines on the employment application and evaluating a criminal check.
Does your organization face the common challenge of trying to decide whether or not to hire someone based upon a prior criminal conviction discovered after running a criminal check? Remaining compliant with the Equal Employment Opportunity Commission (EEOC) Guidelines on background investigations and employment applications yet protecting your organization’s risk remains a critical part of every HR professional.
The EEOC Guidelines enforce federal laws that shield job applicants from discrimination in many areas including minorities with arrest and conviction records whose civil rights are violated. These individuals can sue under Title VII and it is critical for employers and human resource professionals to follow best practices and comply with EEOC Guidelines when it comes to a criminal check and the employment application.
Download this whitepaper now which will provide helpful links to state policies with regard to the employment application and provides a greater understanding of the origin of EEOC Guidelines on handling the results of a criminal check by summarizing the landmark 1975 case of Green v. Missouri Pacific Railroad. In addition, the legitimate interest in protecting the property, safety and welfare of individuals and the public is examined through the written testimony of an employer advocate for balance when dealing with a criminal check and criminal history records.
- To see an overview of the laws of all fourteen states on the LAC website, click here. (http://www.lac.org/toolkits/standards/Fourteen_State_Laws.pdf)