Much like package determinations, scoring is an area that can be overwhelming for first-time clients. But our resources were designed to help you understand scoring and get you to your perfect scoring scenario.
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.
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.