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WOD: New EEOC Guidance: Use of Criminal Records in the Hiring Process 170060 07.17.2012
by Garen Dodge
Author / Presenter:Garen Dodge
Date published:Jul 17, 2012
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The Equal Employment Opportunity Commission approved, by a 4-1 vote, a revised Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of 1964. The Guidance was effective at the end of April. Before disqualifying an individual with a criminal record from employment, the Commission emphasizes, employers should engage in an individual assessment involving a dialogue with that individual. While the Guidance states that employers would not violate Title VII if they disqualify an applicant based on separate federal restrictions on the employment of persons with criminal records, an employer may not defend a decision to disqualify an individual solely on state restrictions on the hiring of persons with criminal records.

Learn about:
-How to comply with the new guidance;
-How to conduct an "individualized assessment" in conjunction with a targeted screen;
-What happens if federal or state law require a background check; and
-What "best practices" can be followed to minimize risk of EEOC scrutiny

Garen Dodge, Partner, Jackson Lewis, LLP

This is a downloadable product in the form of a zip file. The zip file contains the following: - File(s) to run Webinar on Demand
-1 Read Me file
-1 printable PDF file containing the Certificate of Completion and copy of the PowerPoint slides

Copyright (c) 2012 National Contract Management Association. All rights reserved. The listings and the contents of this work are proprietary and cannot be reproduced in any format without written permission from the copyright holder.

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