What should you do if an applicant or employee has a criminal history?

It happens more and more often: a background check on an applicant comes back with problems, or you find out after the fact that a new employee has a criminal history. What are the legal requirements, and what should you do?

What You'll Learn:

This audio conference focuses on some of the most-common background check challenges many hiring managers face, such as:

• Background comes back with an arrest, but not a conviction
• Does your state prohibit discrimination based on arrest records?
• A current employee tells you he's going to be "out for a while" because he has to do 90 days of jail time for his second DUI
• The employer's "double-edged sword": Keeping the workplace safe by screening out bad hires vs. potentially discriminating against applicants
• Company policies and job descriptions: The keys to applicant screening
• Pre-employment background checks: What you need to know to protect yourself from negligent hiring claims
• The FCRA and taking adverse action: How to rescind an offer of employment when a background check comes back with an arrest or a conviction
• How to avoid claims of disparate treatment and disparate impact
• The EEOC's "three-factor test" when considering an applicant with a criminal history
• Understanding how the EEOC views arrests vs. convictions
• Avoiding negligent retention: How to handle a current employee who is now in trouble with the law