Attorney and safe hiring expert Lester Rosen, Founder and CEO of San Francisco, CA-area background check firm Employment Screening Resources (ESR), will be one of three panelists participating in an encore presentation of a 90 minute CLE webinar/teleconference from Strafford titled ‘Pre-Employment Background Screening After EEOC’s New Guidance: Structuring Policies to Comply With Title VII, Fair Credit Reporting Act, and State Laws’ on Thursday, September 6, 2012 from 1:00 PM to 2:30 PM EDT (10:00 AM to 11:30 AM PDT). For more information, visit: http://www.straffordpub.com/products/pre-employment-background-screening-after-eeocs-new-guidance-2012-09-06. “The Equal Employment Opportunity Commission’s new enforcement guidance on criminal background checks issued in April 2012 will significantly impact how arrest and conviction records are used during the hiring process,” says Rosen, author of ‘The Safe Hiring Manual,’ the first comprehensive guide to pre-employment background screening. “The webinar will provide guidance on the legal pitfalls of pre-employment background checks and hiring policies and procedures that minimize liability exposure.” Joining Rosen in the Continuing Legal Education (CLE) webinar and teleconference will be Pamela Q. Devata of Seyfarth Shaw in Chicago, IL and Cindy D. Hanson of Kilpatrick Townsend & Stockton in Atlanta, GA. Together, the panel will review key questions concerning employment background checks:
- How are employers responding to the U.S. Equal Employment Opportunity Commission’s (EEOC) new guidance on criminal background checks?
- How can businesses balance their duty to conduct due diligence background checks on applicants against their duty not to discriminate in employment decisions?
- What are the best practices for employers when developing and implementing policies for the use of credit records, criminal histories and social networking sites in hiring decisions?
- I. Recent legal developments: A. New EEOC guidance on criminal background checks; B. Fair Credit Reporting Act compliance; and C. State law compliance.
- II. Best practices to minimize litigation risks: A. Weigh benefits of obtaining data versus potential legal liabilities; B. Develop written policies on what information can be collected and used; C. Enforce policies consistently and uniformly; D. Train managers, supervisors and employees on company policy; E. Considerations when using recruiters in hiring—joint employer liability; and F. Considerations when using social media in hiring.