Starting a background screening program can be overwhelming. Deciding what checks to do on each position is no small part of that, but it’s one of the two most important decisions you’ll make when setting up the program.
Alberto may prevent us from obtaining information in the Gulf Coast Region, as well as in the Midwest and Ohio Valley regions as the system moves northward.
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We're here to dispel some rumors.
Once you’re allowed to ask applicants/new employees about criminal history, what exactly do you say? If you ask whether the individual has ever been convicted of a “felony or misdemeanor,” you may be missing out on crimes committed in New Jersey.
Unless your company is already abiding by ban-the-box laws and best practices, there’s a high likelihood that your application asks whether the applicant has ever been convicted of a crime, and for a description or explanation of the crime.
If the FCRA is the granddaddy of all the laws and regulations regarding background checks, the EEOC’s 2012 background screening guidance is probably the great-uncle that you really need to get to know better.
When it comes to background checks, there’s a whole litany of laws, guidances and regulations you need to be aware of. But the granddaddy of them all is the Fair Credit Reporting Act, aka the FCRA.
A federal district court judge ruled on Monday that Philadelphia’s ban on salary history inquiries violates Freedom of Speech.
Effective October 13, 2018, employers in Massachusetts face new restrictions on how to inquire about prior criminal records.