Background checks and dating may seem like an odd couple...
Read MoreBackground checks and dating may seem like an odd couple...
Read MoreWhile these stories make HR personnel or hiring managers leery about making a mistake, there are steps to take to make sure that your company is doing everything right. Attorneys are filing cases all the time, but they are only going after those companies that are violating the FCRA or state law in their hiring process.
The best thing your company can do is to review your hiring process with legal counsel and ensure every aspect of it has been updated to comply with all of the new laws. PeopleG2 will always make sure our clients have the most up to date release forms; however, it is always good to double check just before the end of the year about any upcoming changes that might occur in the New Year. Also, as a part of your legal review, ensure that all adverse action procedures are up to date and set according to the new employment laws. Simply put…review your hiring process as often as possible.
Last year, there were a number of significant class action settlements against both employers and consumer reporting agencies (CRA’s) for alleged violations of the FCRA and the use of criminal background checks.
The cases listed above are some of more notable recent lawsuits. The trend of litigation by attorneys is nothing new and it is only going to continue. At the same time, companies need to continue to hire. Background checks are a part of this hiring process and should be a part of any hiring decision. As long as a company is up to date with their policies and procedures, reviews these policies with an attorney regularly, and ensures they have all of the most updated forms and documents necessary for conducting a background check, then they can rest assured that they have done everything possible to create a clear and concise hiring process that complies with all FCRA and EEOC rules and regulations.
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