background checks
DESCRIPTION
Background Checks. Background Screening. EEOC’s Strategic Enforcement Plan. FY 2013 to 2016 Eliminate barriers Using i nvestigations and litigation Target class b ased intentional and facially neutral Hiring and recruiting p ractices Adversely impact particular groups. - PowerPoint PPT PresentationTRANSCRIPT
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BACKGROUND CHECKS
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Background Screening
Title VII
Fair Credit Reporting Act
National Labor Relations Act
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EEOC’S STRATEGIC ENFORCEMENT PLAN
• FY 2013 to 2016
• Eliminate barriers
• Using investigations and litigation
• Target class based intentional and facially neutral
• Hiring and recruiting practices• Adversely impact particular groups
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EEOC’S STRATEGIC ENFORCEMENT PLAN
• Exclusionary policies and practices
• Channeling into specific jobs
• Restrictive application processes
• The use of screening tools:
• Pre-employment testing
• Background checks
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EEOC’S STRATEGIC ENFORCEMENT PLAN
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NATIONAL LABOR RELATIONS BOARD
National Labor Relations Act
Employees shall have the right to self-organization . . . and to engage in other concerted activities for the purpose of . . . other mutual aid or protection
It shall be an unfair labor practice for an employer to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7
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CONSUMER FINANCIAL PROTECTION BUREAU
• Fair Credit Reporting Act
• Took over enforcement from the Federal Trade Commission in January 2013
• Semiannual reporting – no sign of enforcement activity
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CONSUMER FINANCIAL PROTECTION BUREAU: Consumer Report
Any communication . . . any information by a consumer reporting agency bearing on a person’s:
• Credit
• Character
• General reputation
• Personal characteristics
• Mode of living
For employment purposes!
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CONSUMER FINANCIAL PROTECTION BUREAU: Not A Consumer Report
• Polygraph report
• Drug test
• Breathalyzer test
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Communications for the purpose of employee recruiting
Communications involving the investigation of employee misconduct
CONSUMER FINANCIAL PROTECTION BUREAU: Not A Consumer Report
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Anyone who receives money
&
“Regularly” assembles or evaluates consumer reports
&
Furnishes those reports to third parties
CONSUMER FINANCIAL PROTECTION BUREAU: Consumer Reporting Agency
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Mad Men Season 6, Episode 11
1. Pete Campbell is concerned about an up and comer Bob Benson
2. Pete Campbell hires Duck Phillips to look in Bob Benson
3. Duck worked with Pete, Duck is now a recruiter
Does the FRCA Apply?
CONSUMER FINANCIAL PROTECTION BUREAU: Putting It Together
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CONSUMER FINANCIAL PROTECTION BUREAU: Putting It Together (video)
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CONSUMER FINANCIAL PROTECTION BUREAU: Compliance
Prior to asking for a report, employer must:
1. Disclosure
2. Authorization
Certification to Consumer Reporting Agency:
3. The above has been complied with, and
4. The information is for employment purposes
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CONSUMER FINANCIAL PROTECTION BUREAU: Compliance
Pre-Adverse Action
1. Notice of what action will be
2. Give consumer report and Notice of Rights
Post-Adverse Action
3. Notice of action taken
4. Contact info for the Consumer Reporting Agency
5. Consumer Reporting Agency had not voice in the decision
6. How to get a free copy
7. Right to dispute
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EEOC: StatsEnforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions
Incarcerated0%
5%
10%
15%
20%
25%
30%
35%
WhiteHispanicBlack
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EEOC: Concerns
Disparate Treatment -- Intentional
Disparate Impact -- Unintentional
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EEOC: Disparate Impact
Griggs v. Duke Power
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EEOC: Disparate Impact
Business Necessity – how hard to prove
Excerpts for appellate court opinions:
1. Related to job performance
2. Not business convenience test
3. Irresistible demand, and no other alternative
4. Employer has no choice
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EEOC: Disparate Impact
Business Necessity – from the EEOC perspective
Three factors:
1. Nature and gravity of crime
2. Elapsed time
3. Nature of the job v. crime committed
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EEOC: Recommendations
1. Eliminate policies or practice that exclude convicts
2. Train
3. Develop narrowly tailored policies
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SOCIAL MEDIA
2008 2011 20130
102030405060708090
100
SHRM 2013 Study
Emprs Using Social Media
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SOCIAL MEDIA: Hiring
• Texas Labor Code §21.001
• Title VII
• ADA
• ADEA
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NLRB GENERAL COUNSEL: Social Media
Acting General Counsel reports on employer social media policies
• August 2011 • January 2012• May 2012
Aggressively litigating
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MICHAEL MELDER6301 GASTON AVE, SUITE 730
DALLAS, TEXAS 75214214.281.8770
WWW.MELDERLAW.COM