Sentences with phrase «criminal background screening practices»

If a claim is filed against you by the EEOC, anticipate a systemic investigation of your criminal background screening practices.

The lessons learned can help boost an organization's confidence in the compliance of their criminal background screening practices.

Not exact matches

As is standard practice, he consented to criminal background checks along with a vulnerable person sector screening.

Iain's presentation will explore the best practices for obtaining Criminal Record Checks in Canada and globally, gain a greater understanding of the nuances of screening in Canada and abroad and learn how to build or revise a background screening policy.

Learn more about the important background screening trends in Canada and the best practices of a comprehensive hiring solution from criminal record checks to educational and credential verification.

Find out the best practices to lessons learned from the EEOC revised guidelines in our white paper, 5 Lessons Employers Need to Know - The EEOC's Criminal Background Screening Guidance.

Tags: background screening practices, consumer reporting agency, CRA, criminal records database, national criminal records, offshoing PII, personally identifiable information

As we've pointed out numerous times in our blog, a «national criminal database search» (in quotes because it's actually a misnomer)-- one of the practices targeted by the FTC in its case against the penalized background screening company — should never be reported without proper quality assurance and without local - level court records verification.

Tags: background screening best practices, Concerned CRAs, employment screening, local criminal records check, national criminal background checks

By following a best practice background screening process, including the use of criminal background checks, employers can decrease their risks while creating a safer and more productive workforce.

While this latest guidance adds a bit more to the plates of HR and hiring managers in the way of individualized assessment, for the most part we see a lot of the same long - advocated and promoted criminal records screening best practices that reputable background screening companies and the EEOC itself have been promoting for decades.

While many background screening firms do follow best practices to ensure that the information received by employers is accurate, some big databrokers sell instant criminal searches to employers without regard to the accuracy of their data.

The infographic from Proforma Screening Solutions, titled, «Job Applicants with Criminal Records: The Employer's Dilemma» presents the challenge employers face and offers advice on how companies can establish background screening and hiring practices that serve both applicants and the workplace Screening Solutions, titled, «Job Applicants with Criminal Records: The Employer's Dilemma» presents the challenge employers face and offers advice on how companies can establish background screening and hiring practices that serve both applicants and the workplace screening and hiring practices that serve both applicants and the workplace at large.

The one - hour complimentary background screening training session offers tips on how to establish or review a screening policy, an overview of the EEOC Enforcement Guidance on employer's use of criminal records, discussion of state laws affecting background check practices, and more.

This session will review the top ten trends and best practices for 2011 when it comes to background checks and safe hiring, including the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy and off shoring of personal data, and tools to protect against workplace violence.

Given the increasingly complex legal environment, employers in 2014 will be faced with the challenges of ensuring that a background screening provider utilizes best practices to be in compliance with the Fair Credit Reporting Act (FCRA), the U.S. Equal Employment Opportunity Commission (EEOC) guidance for the use of criminal records, and applicable state laws as well as accuracy.

Third, pro-actively communicated background screening practices cause applicants to opt - out by discouraging prospective jobseekers with criminal or problematic backgrounds from applying.

This session will review the top ten trends and best practices for when it comes to background checks and safe hiring, including the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy, off - shoring of personal data, and tools to protect against workplace violence.

The question of whether criminal background checks for job applicants are a smart move or a discriminatory practice is answered by Attorney and safe hiring expert Lester Rosen, founder and CEO of background check firm Employment Screening Resources (ESR), in an exclusive interview with Tom Field, Editorial Director of Information Security Media Group.

Before entering the background screening industry, Mr. Rosen was a criminal trial attorney whose practice included criminal defense in the County of San Francisco at the Hall of Justice.

She has 10 years experience within the background screening industry and a vast understanding of background screening best practices, understanding of criminal record sources as well as state and federal compliance issues.

Our leadership team has decades of experience in law enforcement, criminal records, security & technology and are routinely invited to testify or advise policymakers on best practices in background screening

The employer needs to ensure that the staffing vendor utilizes a background screening agency that is experienced and qualified for the assignment and follows best practices, such as not offshoring data, not using home based operators, and not substituting cheap database checks instead of real criminal searches.

The article by Adams also recommends employers look at the best practices manual for criminal background checks put together by the Legal Action Center's National Hire Network, Lawyers» Committee for Civil Rights Under Law, and National Workrights Institute in collaboration with background screening companies Employment Screening Resources (ESR) and CARscreening companies Employment Screening Resources (ESR) and CARScreening Resources (ESR) and CARCO Group.