This article was originally distributed via PRWeb. PRWeb, WorldNow and this Site make no warranties or representations in connection therewith.
EmployeeScreenIQ president will review the current background screening legal environment and educate the HR community on how to achieve compliance.
(PRWEB) January 11, 2013
EmployeeScreenIQ (http://www.employeescreen.com) president and chief operating officer, Jason B. Morris will present, "An Expert's Guide to Navigating the Minefield of Recruiting and Employment Screening Laws," at the 2013 Colorado Human Resource Association Conference in Denver, Colorado on January 18, 2013.
The HR community will learn how these laws affect their use of background checks, how to understand and anticipate government scrutiny of criminal checks and credit reports, the risks and benefits of using social networking for recruiting and screening, and the effects of "Ban the Box" legislation. Morris' presentation is slated for 9:30 a.m. MST at Sports Authority Field at Mile High.
Employment background screening plays a critical role in helping reduce costly hiring mistakes. However, 2012 was a year highlighted by litigation and legislation that continues to threaten employers with a rising tide of legal dangers. The Equal Employment Opportunity Commission (EEOC) has intensified its scrutiny of hiring practices, exposing employers to a greater risk of discrimination lawsuits and it recently released new guidance on the use of criminal background checks. And since 2010, it has filed more discrimination charges than in the agency's 47 year history.
The EEOC has set its sights on companies who use credit reports and those that rely on arrest records and/or convictions which the agency believes are irrelevant to employment. Further, many states have introduced laws that interfere with the background check process. Maryland, Connecticut, California, Illinois, Washington, Oregon, Vermont and Hawaii severely restrict the use of credit reports and many other states are considering similar laws. Several states and municipalities have also enacted "Ban the Box" legislation that precludes employers from asking about convictions on an employment application.
Controversy also surrounds social networking. While employers use Twitter and Facebook to influence hiring decisions, many sites have no verification process and companies risk violating Fair Credit Reporting Act regulations and EEOC guidelines. While these laws shouldn't dissuade companies from using background checks, they underscore the need for employers to be constantly vigilant in their compliance measures.
For more information, please visit Colorado Human Resource Association website.
EmployeeScreenIQ helps employers make smart hiring decisions. We do this through a comprehensive suite of employment background screening services including the industry's most thorough and accurate criminal background checks, resume verification services and substance abuse screening. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by less than two percent of all employment screening companies. For more information, visit http://www.EmployeeScreen.com
For the original version on PRWeb visit: http://www.prweb.com/releases/prweb2013/1/prweb10293349.htm