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Employee Screening Rights: 3 Must Know Rules to Avoid the Wrath of the EEOC
Kevin Connell, CEO & FounderAccuScreen.comAugust 25, 2010 2-3 PM est
Wednesday, September 8, 2010
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Legal Disclaimer
I am NOT an attorney, nothing in this Webinar should be construed as a legal opinion.
This Webinar is not intended as and should not be interpreted as legal advice or a legal opinion. Do not act or rely upon the information in this communication without seeking the advice of an attorney.
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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Agenda
Wednesday, September 8, 2010
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Agenda
8/11/2010 AP “Some job-screening tactics challenged as illegal.”
Wednesday, September 8, 2010
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Agenda
8/11/2010 AP “Some job-screening tactics challenged as illegal.”
SHRM 2010 Survey
Wednesday, September 8, 2010
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Agenda
8/11/2010 AP “Some job-screening tactics challenged as illegal.”
SHRM 2010 Survey Credit Reports
Wednesday, September 8, 2010
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Agenda
8/11/2010 AP “Some job-screening tactics challenged as illegal.”
SHRM 2010 Survey Credit Reports Criminal Records
Wednesday, September 8, 2010
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Agenda
8/11/2010 AP “Some job-screening tactics challenged as illegal.”
SHRM 2010 Survey Credit Reports Criminal Records EEOC & Recent Cases
Wednesday, September 8, 2010
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Agenda
8/11/2010 AP “Some job-screening tactics challenged as illegal.”
SHRM 2010 Survey Credit Reports Criminal Records EEOC & Recent Cases Solutions: 3 Must Know Rules
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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Review of AP Article
Wednesday, September 8, 2010
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Review of AP Article
8/11 Article filled with Hyperbole
Wednesday, September 8, 2010
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Review of AP Article
8/11 Article filled with Hyperbole Misleading #’s – SHRM Survey
Wednesday, September 8, 2010
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Review of AP Article
8/11 Article filled with Hyperbole Misleading #’s – SHRM Survey Attempts to scare employers about
taking necessary steps to protect: 1.)their companies 2.) their employees 3.) their customers
Wednesday, September 8, 2010
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The Truth in #’s
“Three things cannot be long hidden: the sun, the moon, and the truth.”
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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SHRM Survey: 2010
Wednesday, September 8, 2010
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SHRM Survey: 2010
Survey Snapshot
Wednesday, September 8, 2010
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SHRM Survey: 2010
Survey Snapshot
Wednesday, September 8, 2010
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SHRM Survey: 2010
Survey Snapshot
Why do employers conduct background checks, what type of job candidates do employers investigate, what information in a job candidate’s consumer report could have adverse effect on the decision to hire?
Wednesday, September 8, 2010
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SHRM Survey: 2010
Survey Snapshot
Why do employers conduct background checks, what type of job candidates do employers investigate, what information in a job candidate’s consumer report could have adverse effect on the decision to hire?
Wednesday, September 8, 2010
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SHRM Survey: 2010
Survey Snapshot
Why do employers conduct background checks, what type of job candidates do employers investigate, what information in a job candidate’s consumer report could have adverse effect on the decision to hire?
In November 2009, SHRM conducted a comprehensive survey that looked at background checking on job candidates. The survey explored the primary reasons organizations conduct background checks, the categories of job candidates organizations conduct background checks on and other related topics.
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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SHRM Survey
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Providing References
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Providing References Conducting Credit Background Checks
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Providing References Conducting Credit Background Checks Conducting Criminal Background Checks
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Providing References Conducting Credit Background Checks Conducting Criminal Background Checks General Background Checks
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Providing References Conducting Credit Background Checks Conducting Criminal Background Checks General Background Checks Post-Hire Background Checks
Wednesday, September 8, 2010
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SHRM Survey
The research was divided into the following sections:
Providing References Conducting Credit Background Checks Conducting Criminal Background Checks General Background Checks Post-Hire Background Checks Drug Testing
Wednesday, September 8, 2010
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SHRM Survey: Credit
Wednesday, September 8, 2010
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Does your organization, or an agency hired by your organization, conduct credit background checks for any job candidates by reviewing the candidates’ consumer reports?
13%
47%
40%
All job candidatesSelected job candidatesNo, my organization does not conduct this type of background check for any of its job candidates
9
Note: n = 343
Wednesday, September 8, 2010
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SHRM Survey: Criminal
Wednesday, September 8, 2010
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Does your organization, or an agency hired by your organization, conduct criminal background checks for any job candidates?
74%
19%
7%
All job candidatesSelected job candidatesNo, my organization does not conduct this type of background check for any of its job candidates
11
Note: n = 347. Not sure” responses were excluded from this analysis.
Wednesday, September 8, 2010
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SHRM Survey-Credit
The survey was conducted with 433 Randomly selected HR Professionals
H.R. 3149 would amend the Fair Credit Reporting Act to prohibit the use of consumer credit checks against prospective and current employees for the purposes of making adverse employment decisions.
Wednesday, September 8, 2010
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HR 3149: House Bill
13
Note: n = 343
A BILLTo amend the Fair Credit Reporting Act to prohibit the use of consumer credit checks against prospective and current employees for the purposes of making adverse employment decisions.
Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled,
SECTION 1. SHORT TITLE.This Act may be cited as the `Equal Employment for All Act'.
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HR 3149
SEC. 2. USE OF CREDIT CHECKS PROHIBITED FOR EMPLOYMENT PURPOSES.
(a) Prohibition for Employment and Adverse Action- Section 604 of the Fair Credit Reporting Act (15 U.S.C. 1681b) is amended--
`(1) GENERAL PROHIBITION- Except as provided in paragraph (3), a person, including a prospective employer or current employer, may not use a consumer report or investigative consumer report, or cause a consumer report or investigative consumer report to be procured, with respect to any consumer where any information contained in the report bears on the consumer's creditworthiness, credit standing, or credit capacity--
`(3) EXCEPTIONS- Notwithstanding the prohibitions set forth in this subsection, and consistent with the other sections of this Act, an employer may use a consumer report with respect to a consumer in the following situations:
`(A) When the consumer applies for, or currently holds, employment that requires national security or FDIC clearance.
`(B) When the consumer applies for, or currently holds, employment with a State or local government agency which otherwise requires use of a consumer report.
`(C) When the consumer applies for, or currently holds, a supervisory, managerial, professional, or executive position at a financial institution.
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Wednesday, September 8, 2010
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El vs SEPTA
Wednesday, September 8, 2010
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El vs SEPTA
Douglas El vs. SEPTA
Wednesday, September 8, 2010
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El vs SEPTA
Douglas El vs. SEPTA Third Circuit Rules that Employer's Blanket Exclusion of Applicants
with Prior Conviction for Violent Crime is Consistent with Business Necessity.
Wednesday, September 8, 2010
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El vs SEPTA
Douglas El vs. SEPTA Third Circuit Rules that Employer's Blanket Exclusion of Applicants
with Prior Conviction for Violent Crime is Consistent with Business Necessity.
Plaintiff, Douglas El, filed suit under Title VII of the Civil Rights Act of 1964 claiming that SEPTA unnecessarily disqualifies applicants because of prior criminal convictions - a policy he argues has a “disparate impact” on minorities. On March 19, 2007, the 3rd U.S. Circuit Court of Appeals in El v. SEPTA affirmed the District Court’s entry of summary judgment in favor of SEPTA. The court found that an employer’s blanket exclusion from job consideration of candidates with a prior conviction for a violent crime was consistent with business necessity.
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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Progress Against Goals
Wednesday, September 8, 2010
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Progress Against Goals
Summary of key financial results– Revenue– Profit– Key spending areas– Headcount
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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Revenue and Profit
Wednesday, September 8, 2010
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Revenue and Profit
Forecast vs actual
Wednesday, September 8, 2010
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Revenue and Profit
Forecast vs actual Gross margin
Wednesday, September 8, 2010
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Revenue and Profit
Forecast vs actual Gross margin Important trends
Wednesday, September 8, 2010
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Revenue and Profit
Forecast vs actual Gross margin Important trends Compare company to rest of market
Wednesday, September 8, 2010
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Revenue and Profit
Forecast vs actual Gross margin Important trends Compare company to rest of market Use multiple slides to break out
meaningful detail
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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EEOC
Wednesday, September 8, 2010
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EEOC
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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E-Race
Wednesday, September 8, 2010
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E-Race
E-RACE= Eradicating Racism & Colorism from Employment
Wednesday, September 8, 2010
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E-Race
E-RACE= Eradicating Racism & Colorism from Employment
EEOC through its eRACE initiative was reviewing its options for increasing legal enforcement of the provisions of Title VII regarding an employers’ use of applicants’ criminal and credit records.
Wednesday, September 8, 2010
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E-Race
E-RACE= Eradicating Racism & Colorism from Employment
EEOC through its eRACE initiative was reviewing its options for increasing legal enforcement of the provisions of Title VII regarding an employers’ use of applicants’ criminal and credit records.
The EEOC’s concern was the disparate impact of negative credit and criminal background checks against members of the class in question without an employer having sufficient valid business necessity or there being any
Wednesday, September 8, 2010
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E-Race
E-RACE= Eradicating Racism & Colorism from Employment
EEOC through its eRACE initiative was reviewing its options for increasing legal enforcement of the provisions of Title VII regarding an employers’ use of applicants’ criminal and credit records.
The EEOC’s concern was the disparate impact of negative credit and criminal background checks against members of the class in question without an employer having sufficient valid business necessity or there being any
sufficient relationship of the adverse information to the job requirements to justify denying employment, especially if those records are more than a few years “old”.
Wednesday, September 8, 2010
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Wednesday, September 8, 2010
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EEOC Files Lawsuit vs Freeman Companies
Wednesday, September 8, 2010
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EEOC Files Lawsuit vs Freeman Companies
Wednesday, September 8, 2010
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EEOC vs Freeman (9/09)
EEOC v. Freeman d/b/a TFC Holdings Co., Case No. 09-CV-2573 (D. Md.) (complaint filed on September 30, 2009): Nationwide pattern and practice lawsuit alleging that a Dallas-based convention and corporate events planning company unlawfully discriminates against Black, Hispanic, and male job applicants on a nationwide basis by using credit histories and certain types of criminal arrests or convictions as selection criteria. The EEOC alleges that the company's use of credit histories and criminal backgrounds as selection criteria has a "significant disparate impact in Black applicants and that [the company's] use of criminal history information has an adverse impact onHispanic and male applicants."
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EEOC vs Peoplemark (9/08)
EEOC v. Peoplemark, Case No. 08-CV-0907 (W.D. Mich.) (complaint filed Sept. 29, 2008): Nationwide lawsuit under Title VII on behalf of plaintiff and similarly situated African American applicants for employment at Peoplemark. The complaint alleges that the company maintains a policy which denies hiring or employment to any person with a criminal record and that such policy has a disparate impact on African American applicants.
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EEOC: Carol Miaskoff
Disparate Impact: Neutral Employment Policy or Procedure
disproportionately screens out people on a prohibited basis AND
The employment policy or procedure is NOT job-related and consistent with business necessity for the position in question.
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The “BIG THING” with D.I.
Two Points to Disparate Impact: 1.) Even if it disproportionately
impacts a certain group 2.) It would be legal if it is validated
for the job in question and is consistent with business necessity
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EEOC & Criminal Record Checks “It is okay to do a criminal background
check, there is no prohibition, categorically, it is neutral.”
“The selection criteria has to really relate to the job in question.”
“If you have a policy that rejects all applicants with a Felony conviction; the EEOC might say, OK, well show me the validity stidy, show me the proof.”
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EEOC & Criminal Record Checks “Felonies ranging from the smallest
drug offense to the most horrendous crime.”
“There are obvious examples of crimes that disqualify e.g. violent history & working with children, crimes of graft (bribery) or corruption and working in a bank.”
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EEOC & Criminal Record Checks EEOC refers to sister agency,
Transportation, Port Workers “The only crimes that categorically
exclude you from ever working at a U.S. Port are Treason & Espionage.”
EEOC likes this agency model because they have a “graduated tier of crimes.”
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EEOC -Race-Based ChargesFY 1997 - FY 2009
The following chart represents the total number of charge receipts filed and resolved under Title VII alleging race-based discrimination.
The data are compiled by the Office of Research, Information and Planning from data compiled from EEOC's Charge Data System and, from FY 2004 forward, EEOC's Integrated Mission System.
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EEOC - Title VII of the Civil Rights Act of 1964 Charges FY 1997 - FY 2009(includes concurrent charges with ADEA, ADA and EPA)
•The following chart represents the total number of charge receipts filed and resolved under Title VII.
•Receipts include all charges filed under Title VII as well as those filed concurrently under the ADA, ADEA, and/or EPA. Therefore, the sum of receipts for all statutes will exceed total charges received.
•The data are compiled by the Office of Research, Information and Planning from data reported via the quarterly reconciled Data Summary Reports and compiled from EEOC's Charge Data System and, from FY 2004 forward, EEOC's Integrated Mission System.
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3 Must Know Rules:
1.) Don’t have an absolute exclusion of hiring anyone who has a criminal conviction. Make sure selection procedure is job-related and consistent with business necessity.
2.) Make sure that you look at the conviction as it relates to the job. Is it necessary for the safe & efficient performance of the job?
3.) How long ago was the crime? How much time has elapsed? 5 years, 10 years, 20 years - Is it in your hiring guidelines and policy?
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Summary
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Summary
Summarize key successes/challenges
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Summary
Summarize key successes/challenges Reiterate key goals
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Summary
Summarize key successes/challenges Reiterate key goals Thanks
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AccuScreen.com Annual Top 7 Resume Lies Report
1.) Job Title (Rank) 2.) Education (Bogus Degrees – Diploma Mills)
3.) Criminal Records 4.) Salary 5.) Dates of Employment 6.) Professional Licenses 7.) Ghost “Shell” Companies
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Next Webinar
September 9, 2010 @ 11:00 AM est Outrageous Resume Lies & Every
Fraudulent Websites that Enables Fraud to Occur
Extended Q & A
Wednesday, September 8, 2010
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Contact Information
AccuScreen.com
Kevin Connell
813-837-1920
Carol Miaskoff, EEOC, Assistant Legal Counsel
email: [email protected]
202-663-4645
Wednesday, September 8, 2010