search
search

The Do's & Don'ts Of Handling Applicants And Employees Who Have Had A Brush With The Law

Date: Recorded
The Do's & Don'ts Of Handling Applicants And Employees Who Have Had A Brush With The LawWhat 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

You Also Will Learn About:

  • 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
  • Preemployment 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
Order:
The Do's & Don'ts Of Handling Applicants And Employees Who Have Had A Brush With The Law
Available on CD or On-Demand formats
Qty:
HumanResourceWebinars.com 5755 North Point Parkway, Suite 228 Alpharetta, GA 30022 678-366-3959