Businesses should consider the following best practices for their employment screening program to help ensure compliance with laws and provide a fair and balanced review of an applicant’s background.
1. Have a screening policy and put it in writing
A well-written comprehensive background screening policy can help a business uniformly enforce hiring standards and procedures, and assist in mitigating legal and compliance risks. It is wise to seek legal guidance to create a written policy. Everyone involved in the hiring process should be trained on the policy and abide by the procedures.
2. Comply with legal guidelines
There are federal, state and local laws that impact the employment screening process. One significant piece of federal legislation employers must comply with is the Fair Credit Reporting Act (FCRA). It regulates background screening and outlines mandatory procedures employers must follow when obtaining and using consumer reports. Another is the Equal Employment Opportunity Commission (EEOC), which has published criminal guidelines for background screening. Other federal legislation includes with Americans with Disabilities Act (ADA), while state and local legislation consists of Ban the Box, Credit Reports, E-Verify and Social Media laws.
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Faculty
Todd Carpenter
Intellicorp
Todd Carpenter has more than 25 years of diverse business experience as an IT professional, senior IT executive, and business executive. His industry expertise includes tire manufacturing, oil and gas, banking and consumer finance, technology consulting and business services. Mr. Carpenter joined IntelliCorp in 2007 as Vice President of Information Technology and part of the Senior Management Team.
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