Consideration-of-Arrest-and-Conviction-Records-in-Employment-Decisions

EEOC Enforcement Guidance

Update 05/2020

https://www.eeoc.gov/laws/guidance/arrest_conviction.cfm

Employers must use the “nature/time/nature” test as described by the  EEOC  2012 guidance  on using criminal records in employment decisions.

Described as a “targeted screen” or “Green factors, this provides for:

1. Weighing the nature of the offense.

2. How long ago it occurred.

3. The nature of the position.

Further, employers must either conduct an individualized assessment OR show that your screening policy makes the distinction between candidates who pose an

A. “acceptable risk” versus

B. “unacceptable risk”

You are required to  prove that the conviction has direct bearing on a candidate’s ability to do the job.

Our Automated Employment Screening provides an applicant controlled process that allows FCRA compliant background check  forms, and  releases to be completed online by the applicant.

We provide several short   videos to  easily acquaint you with the system.

This really does make the background check process easy

Please  Click Here  for more information on our AES service.

Call us now at 800-459-3034 and begin ordering instant driving records and background checks within minutes or:

A price list will be promptly e-mailed to you.

FOR MORE INFORMATION CALL ANYTIME

Disclaimer
None of the information contained in this web site should be construed as legal advice.
All forms, policies, information and procedures should be reviewed by your legal counsel before being used in any way.

Scroll to Top