Welcome to another edition of “What’s hot in employee background screening news”. If you want to become smarter about background screening, you’ve come to the right place. Here are some of the interesting items that caught our attention last month.
While the EEOC’s position on the use of criminal background checks adds to the time and cost of implementing a screening policy, there remain many benefits to screening potential candidates.
Joe Adler, director of the Montgomery County Office of Human Resources, told The Gazette that the office, which is responsible for the intake of job candidates for more than 30 county departments, determines on a “case by case basis” whether a person with a criminal background will continue in the application process.
Adler said there is some additional work when it comes to investigating the history of a person with a criminal background, “but not to the point we consider terribly burdensome.”
The inspector general found that the majority of disciplined nurse aides with prior records had been convicted of burglary, larceny or other crimes against property. Only a tiny fraction had convictions for crimes against people. However, the investigation also found that, before their respective nursing homes disciplined them, three nurse aides had registered as sex offenders.
Research suggests recruiters find employed job seekers with criminal records more employable than candidates with clean records but no job. Experts recommend HR professionals take a close look at individual circumstances when considering unemployed applicants.
Collateral Sanctions reform law will make it easier for job seekers with felony records to get hired.
Effective November 18, 2012, most employers that operate in Newark, New Jersey must comply with a new ordinance broadly restricting their discretion to rely on criminal background records for employment purposes.
As employers across the U.S. continue to grapple with the Equal Employment Opportunity Commission’s updated guidance on the use of arrest and conviction records in the hiring process, two city council bills from Washington State and Washington D.C. aimed at helping ex-offenders reenter the workforce are causing some employers concern at the local level.
The Amateur Athletic Union (AAU) is performing security reviews on more than 100,000 coaches, adult athletes, volunteers and support staff to help identify those who might be threats to child athletes, including pedophiles and people convicted of drug-related offenses.
Privacy Rights Clearinghouse, a nonprofit consumer education and advocacy project, recently updated the Small Business Owner Background Check Guide.
This is an excellent guide to help businesses of any size learn the basic information about employee background screening. Here are links to the guide:
Small Business Owner Background Check Guide
- Background Check Primer: Know the Terminology
- Employment Background Checks and Federal Law, the FCRA
- What Can an Employer Find Out? What Is Off Limits?
- Should I Hire an Outside Screening Company?
- Background Checks: Not Just for Applicants
- The Employer’s Obligations under the FCRA
- Proper Disposal of Employment Reports
- Workplace Investigations: New Rules for Employers
- Special Rules for California Employers
- Employer Checklist and Tips
In case you missed any of our employee screening articles for October and November, here’s a quick recap of our most popular:
- Florida Lawmakers Pledge Changes To Their Background Screening Program
- Sex Offender Safety Tips
- No Background Check? No Problem – Cracking Down On The Gun Show Loophole
- How A Woman Falsified Her Nursing Credentials For 18 Years
- University Removes New-Hire DNA Testing From It’s Background Check Policy
- Genes and Jobs: Can Employers Use Your DNA For A Background Check?
- 100% Of Companies Will Be Using Social Networks As Part Of Their Employee Screening Program By 2012
- How To Protect Your Company When Googling Job Applicants
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