Equal Employment Opportunity Commission

Apologies, I’m a little behind the curve on this so you will see two Compliance News Flashes this week.

This particular Compliance News Flash we drafted covers the following topics:

  • Employers getting into hot water over the types of documents they request from employees when completing the Form I-9, leading to claims of discrimination.
  • The

Here’s a free webinar that will snap you out of your deep despair over the fact that it is now dark at 5:02 pm.

I will join Hire Image CEO, Christine Cunneen, to present a 1 hour webinar packed with actionable information and best practices to help you:
  • Minimize the risk associated with background screening

Today’s Wall Street Journal has an interesting article about “online sleuthing” and privacy concerns.  Employers use social media when screening candidates for employment and it’s no surprise that police and prosecutors use it as well to tell them something about someone, locate an individual or otherwise track them. Sometimes, law enforcement use social media by

On September 30th, the Equal Employment Opportunity Commission (EEOC) announced that it entered into a “cooperative agreement” with a background screening company regarding its implementation of revised policies and practices to ensure that its pre-employment screening complies with the Americans with Disabilities Act (ADA), the Genetic Nondiscrimination Act (GINA), and civil rights laws’

On July 29th, U.S. District Judge Andrea Wood ruled that Dollar General must give the Equal Employment Opportunity Commission (EEOC) hiring records from 2004-2008, and explain to the EEOC the “purported business necessity” for performing criminal background checks on job applicants.  Dollar General had challenged the EEOC’s requests, arguing that the post-2008 data

For those of you tracking anything and everything about the EEOC’s criminal records guidance, this is for you.   

The U.S. Commission on Civil Rights (USCCR) has posted the transcript of the December 2012 briefing on assessing the impact of criminal background checks and the EEOC’s guidance on the consideration of arrest and conviction records in