The EEOC has increased discrimination claims against employers whose screening policies disproportionately affect a protected group.
Takeaway Hiring policies that disproportionately screen out minorities, including people with criminal records, may automatically be considered in violation.
The ban-the-box legal landscape is quickly expanding and often contains provisions that differ from established FCRA procedures and may even turn EEOC guidance into law.
Takeaway What do you do when FCRA, EEOC and ban-the-box laws conflict? Download this simple decision tree to determine which laws you have to follow to stay compliant.
On July 1st, California law made 5 common screening practices illegal, and with the change came increased lawsuit risk for California employers.
Takeaway As more local lawmakers & advocacy groups address how employers use criminal histories in employment decisions, any new state or local rules becomes trickier – and the stakes get higher.
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The grassroots ban-the-box campaign aims to improve the odds of finding employment for people with criminal records by removing the question that asks about criminal convictions from employment applications.
But ban-the-box laws typically don't forbid employers from inquiring about an applicant’s criminal history or from running background checks. They can affect the timing of background checks and can make complying with the FCRA-mandated adverse action process trickier.
Whether you've been hiring for years or are new to background check regulations, here’s a fun way to test your FCRA compliance, EEOC, and ban-the-box expertise in just 60 seconds.Take The Compliance Quiz
Compliance is tricky. Find out how we make it simple.