Companies are understandably concerned about the safety of their workers and customers as well as their own assets and public image. But today, many employers are finding that the best approach to hiring individuals with criminal backgrounds is not so different from the hiring approach they use for everyone else: to evaluate each candidate on his or her merits. However, many Employers are considering reducing or eliminating the criminal background screening process. This is a mistake and could result in negligent hiring. Before hiring a job candidate, screening the applicant’s background helps employers make safe and well-informed decisions about whether they will be trustworthy and competent employees.
Criminal background check guide
Criminal background checks are often part of this process and may even be required for new hires if your company is in certain regulated industries or serves vulnerable populations, such as children, the elderly, or the disabled. You might have missed it, but the prohibition against employers with federal contracts asking about a job applicant's criminal history-part of a defense funding bill signed in late 2019-took effect in the last days of 2021 Different searches might produce different records. For example, if an employer only searches a state’s criminal records repository, the employer will only receive information about any convictions and arrests that are contained in the state’s criminal justice system. Employers might instead elect to complete nationwide searches to find criminal record information from multiple states or perform searches in every county and state where an applicant has lived. But what happens when Employers use social media in their screening process?
Session Highlights:
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What new regulations about criminal background checks have been added to the Federal regulatory industry
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Learn how criminal background checks are a critical part of onboarding and avoiding negligent hiring.
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Learn what the negative implications are of using social media as a screening process
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Learn what types of criminal background searches can put an Employer at risk
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Learn what the impact is when Employers
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Learn why regulations are protecting formerly incarcerated individuals in the workplace.
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Learn what states have Ban the Box mandated protections.
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Learn what the process is when conducting a criminal background check.
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Learn what the requirements are when you rescind an offer of employment after learning about the results of a criminal background check.
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What are the proper requirements if you reject a candidate after the results of a criminal background check
Why You Should Attend:
Employers who use criminal records in their hiring decisions need to be aware of applicable federal and state laws. Additionally, the Fair Credit Reporting Act (FCRA) governs how employers obtain and handle consumer reports, which include standard background checks. Legal compliance with these laws is key when considering formerly incarcerated applicants for hire. Many Employers are considering reducing or eliminating criminal background checks due to labor shortages.
Who Should Attend:
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Margie Faulk
Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).