Criminal background check template
Criminal background check template
Background Research delivers a wide variety of information services ideal to satisfy a number of needs. From checking on the neighbors to researching yourself to find out if there is something to be concerned about. Our background check databases are known market leaders for public information, criminal investigations, cell phone and address reports, social media data, and a lot more. The mission is to empower the public with the important information they require to make fast & wise choices.
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Anecdotes about recruiters hiring ex-offenders often conclude with straightforward notes of inspiration and mutual value: The bank official who rehired a promising employee after he completed a sentence for drunk driving gains a loyal, diligent manager. The single-parent nurse—whose criminal background turned out to be caused by an ex-husband with a penchant for check fraud—gets hired, performs well and establishes financial security for her family.
https://www.shrm.org/hr-today/news/hr-magazine/pages/0212krell.aspx
As with many aspects of how you run a business or manage an organization, you don’t want to approach background checks in an arbitrary manner or pick and choose who you screen. To ensure consistency in their hiring practices, organizations should do two things:
Make it standard practice to screen all potential employees.
Develop a standardized employment background check policy to use with all potential hires.
Because every organization is different, there is no one-size-fits-all policy appropriate for all. Instead, use the following template and answer the following questions to get started.
ALFA submitted comments on a brief examining the effects of guidance issued by the U.S. Equal Employment Opportunity Commission. The guidance, which preempts state laws, may require senior living providers to reevaluate their use of criminal background checks in assessing job applicants. Earlier this year, arguing that the use of criminal background checks may in some cases be considered employment discrimination under Title VII of the Civil Rights Act of 1964, the Equal Employment Opportunity Commission (EEOC) updated its guidance on the use of arrest and conviction records in employment decisions. The new guidance requires that businesses consider a variety of factors including the nature of the conviction, time since the conviction, and other conditions when evaluating a job applicant with a criminal history. In response to this guidance, the U.S. Commission on Civil Rights conducted a briefing to look into the effects of criminal background checks and the EEOC’s guidance on the employment of minority workers. The commission accepted comments from business and advocacy groups, government and scholars, as well as trade associations.
https://www.argentum.org/news/alfa-comments-on-criminal-background-check-guidance/
In order to stay compliant with the 2012 EEOC Enforcement Guidance, employers' use of an applicant's criminal record history must not violate Title VII of the Civil Rights Act of 1964. Many employers find that the most challenging part of complying with the Enforcement Guidance is the so called, "Individualized Assessment". As part of the assessment, a job-specific matrix is created to offer HR professionals consistent, non-discriminatory clarity on which criminal convictions disqualify certain candidates from particular positions. Due to the nature of EEOC compliance and in order to avoid litigation, VeriFirst's EEOC Background Check Decision Matrix template has become the most downloaded content on the VeriFirst website.
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