Bed bath and beyond background check

Bed bath and beyond background check

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Under New York State law, employers must conduct an individualized evaluation of applicants’ criminal records, by considering a number of factors, including the nature and gravity of an applicant’s criminal conviction and its bearing, if any, on any specific responsibilities of the job sought, the time that elapsed since the conviction, the age of the applicant at the time when the offense was committed; and evidence of rehabilitation.

hr-professionals-need-to-comply-with-regulations-on-background-checks_792_632429_0_14090060_300 Most know that the U.S. Equal Employment Opportunity Commission prohibits employers from discriminating against candidates based on their criminal histories, even though employers have not necessarily been barred from examining job applicants’ past crimes. However, it is important that HR professionals understand new regulations for background checks.

While criminal background checks are a common part of the hiring process for many companies, there has been legal pushback lately, with federal and state authorities both launching cases against employers they say are using the checks unfairly.

After a human resources manager from Bed Bath and Beyond represented the company at a job fair and distributed materials that stated that the company does not employ those with felony convictions, the New York state attorney general’s office launched an investigation to ensure that the retailer complies with anti-discrimination laws regarding employee criminal history.

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