Today, hiring has never been more difficult. Traditional background checks such as pre-employment screening, criminal record searches have come under increasing analysis by federal and state legislators. Many states have recently created and added laws that limit the use and practice of criminal records to protect the applicants and their privacy and prevent future discrimination in the hiring process. The result will not only be a patchwork of different laws that can trap employers but also a loss of a very valuable tool that became a necessary part of the hiring process.
The Decision
The Equal Employment Opportunity Commission issued an updated version of enforcement guidance in considering arrests and conviction criminal records in employment which is also called Title VII: The Guidance, which took effect immediately. The guidance shows the employers’ and their reliance on conviction and arrest criminal records which have a great impact on people with different national origin or race and significant changes in sectors that are important to a lot of employers. The major voters agreed on securing employer-friendly concessions.
The Concerns in Title VII
The guidance will crack down on the misuse of conviction and arrest records which is a part of EEOC’s effort and it is due to the growing impact in incarceration and arrest rates for African-American and Hispanics to whites. The guidance will note that minorities arrested at least two or three times at the rate, which is a great proportion of the general population. The EEOC is concluding the national data which supports finding criminal records exclusions have a great impact when it is on the value of national origin and race, which is why the EEOC relies on these kinds of disparities.
Continue reading the original post at https://intelifiblog.wordpress.com/2016/09/26/potential-risks-for-employers-and-criminal-background-checks/
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