Close to 90% of employers run background checks on some applicants or employees, to keep the workplace safe, hire well and avoid negligent hiring claims. But "ban the box" rules have spread widely, and checks must now fit fair hiring requirements. This 60-minute webinar shows how to implement criminal background checks without violating them.
Ban the box means removing the application question asking whether a candidate has ever been convicted of a crime. Hawaii adopted the concept first in 1998, and formerly incarcerated people and their families launched the campaign in 2004. The goal is to judge candidates on their ability to do the job.
With 70 million U.S. adults having arrest or conviction records, the economic stakes are high.
The EEOC's 2012 enforcement guidance on arrest and conviction records under Title VII encourages employers to judge candidates on qualifications, not records, partly to avoid excluding groups with higher incarceration rates. Employers must know which states' laws apply, or risk Title VII claims.
The session suits employers of all sizes, business owners, company leadership, managers and supervisors, and compliance and HR professionals.
The EEOC's 2012 enforcement guidance on arrest and conviction records under Title VII encourages employers to judge candidates on qualifications, not records, partly to avoid excluding groups with higher incarceration rates. Employers must know which states' laws apply, or risk Title VII claims.
The session suits employers of all sizes, business owners, company leadership, managers and supervisors, and compliance and HR professionals.
Margie Faulk
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, …
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