Sentences with phrase «discriminatory employment credit»
Tags: background credit check, credit checks, credit history, discriminatory employment credit checks, FCRA, fcra guidelines, FCRA requirements
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Provides that it shall be an unlawful discriminatory practice for an employer to require, as a condition of employment, an employee or prospective employee to consent to the creation of a credit report that contains information about the employee's or prospective employee's credit score, credit account balances, payment history, savings or checking account balances or savings or checking account numbers unless exceptions are met.
We have tended to defer to this agency on employment issues and the use of credit reports in discriminatory fashion.
The EEOC should issue written guidance barring or restricting the use of credit reports in employment as discriminatory.
The racially discriminatory potential of employment credit checks is the key reason that civil rights organizations such as the NAACP, the National Council of La Raza, the Leadership Conference on Civil and Human Rights, and the Lawyers Committee for Civil Rights under Law have publicly opposed the use of employment credit checks.13 In general, civil rights law mandates that employers justify the appropriateness of an employment practice if it creates a disparate impact on a group historically subject to workplace discrimination.
Amends Ohio's Civil Rights Law; It is considered a discriminatory practice to use a person's credit rating or score or consumer credit history as a factor in making decisions regarding that person's employment
It shall be an unlawful discriminatory practice for any employer to refuse to hire or employ or to bar or discharge from employment, or otherwise to discriminate against any individual in compensation, terms, conditions, or privileges of employment because of the individual's credit history or credit report
Posted September 18th, 2015 by Michael Gaul & filed under Credit Checks, Discriminatory Hiring, Employment Credit History, Employment Screening.
The City Council unanimously passed the Fair Credit in Employment Amendment Act to amend the Human Rights Act of 1977 to prevent employers from «taking discriminatory action against applicants, intern and employees based on the individual's credit history.&Credit in Employment Amendment Act to amend the Human Rights Act of 1977 to prevent employers from «taking discriminatory action against applicants, intern and employees based on the individual's credit history.&credit history.»
The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms
As a result, the EEOC held a public Commission meeting in October 2010 to hear testimony on the growing use of credit histories of job applicants as selection criteria during employment background screening to see if the practice is discriminatory.
The idea that credit reports can be used in a discriminatory manner in the eyes of the EEOC means employers will continue to face controversy with discrimination over using credit reports for employment screening.
Whether the use of credit checks for employment purposes is discriminatory to certain job applicants — which ESR also named Trend # 1 in its Third Annual Top Ten Trends in the Background Screening Industry for 2010 — is a question that will be asked as long as employers run credit checks on job applicants with money troubles.
To read an extended article — Is It Discriminatory For Employers To Use Credit Reports for Employment Screening?
The increased focus on whether credit reports and criminal records are discriminatory was Trend # 1 in the Employment Screening Resources (ESR) «Third Annual Top Ten Trends in the Pre-Employment Background Screening Industry» for 2010.
«For the second year in a row, the number one trend on the list is the increased focus on whether the use of credit reports by employers during employment screening is discriminatory.»
The controversy over whether employers using credit reports for employment screening is discriminatory is Trend # 1 in Employment Screening Resources (ESR) Fourth Annual «Top Ten Trends in Background Screening»employment screening is discriminatory is Trend # 1 in Employment Screening Resources (ESR) Fourth Annual «Top Ten Trends in Background Screening»Employment Screening Resources (ESR) Fourth Annual «Top Ten Trends in Background Screening» for 2011.
Number 1 ESR Background Check Trend for 2011: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases.
Critics of using credit histories for employment purposes said the practice can have a disparate and discriminatory impact on protected groups, including people of color, women, and the disabled.
«For example, the number one trend on the «Top Ten Trends» list for 2010 was the increased focus on whether the use of credit reports and criminal records during employment screening would be seen as discriminatory,» says Rosen.