criminal background check 2017 - Criminal Background Checks in the Hiring Process -By AtoZ Compliance

Key Take Away:
You can do your due diligence and conduct legally compliant criminal background checks, and if you attend this webinar, you will learn how to do both.
Overview:
This webinar will help you understand and appreciate the legal issues you must be aware of and discuss some Best Practices so that you can increase your protection – on all fronts!
Why Should You Attend:
Most of your employees are likely to be honest, reliable employees. At the same time, hiring employees always involves at least some risk. Are they honest? Are they reliable? Are you, your employees and the public safe if you hire them? Hopefully your worst hire was simply someone who underperformed or wasn’t a match for your company. What if it’s worse, though? What if an employee unfortunately becomes violent with co-workers or unsuspecting members of the public, or steals from you or others? You can then be liable for negligent hiring or retention of those employees if a criminal background check would have revealed this information. On the other hand, the federal Equal Employment Opportunity Commission and Consumer Financial Protection Bureau and many of their state and local counterparts are scrutinizing if, how and when you may conduct and use information you obtain from criminal background checks in the hiring process.
Government agencies concerned about equal employment opportunity for ex-offenders and for minorities have moved to restrict how and when employers may conduct and use information obtained background checks from a criminal background check when they are looking to hire employees. The federal Consumer Financial Protection Bureau and some of their state counterparts also have something to say about how and when you can conduct criminal background checks as part of your hiring process. Used properly, a criminal background check can be an invaluable tool in your decision-making process. If you do not make sure your background checks are legally compliant, however, you could find yourself facing a lawsuit or an investigation from a federal or state government agency. If you do not conduct a background check at all, you could be exposing yourself to liability for negligent hiring/retention. These do not have to be your choices! You can conduct a background check that protects you from negligent hiring liability and keeps you under government radar
Areas Covered In This Webinar:
Why You Should Conduct Criminal Background Checks.
What is Negligent Hiring/Retention, Cases of Negligent Hiring/Retention
What is the Fair Credit Reporting Act (FCRA)?
How do you comply with the FCRA?
Cases involving the FCRA
Fair and Accurate Credit Transactions Act (FACTA)
Equal Employment Opportunity Commission’s (EEOC) position on criminal background checks
EEOC’s pre-2012 guidelines
EEOC’s 2012 Enforcement Guidance
EEOC Cases
“Ban the Box” Laws
Other considerations (workplace safety/violence issues, workers’ comp).
Learning Objectives:
You will learn how to conduct criminal background checks that comply with the Fair Credit Reporting Act and EEOC guidelines. You will also learn, generally, how to be compliant with “Ban the Box” laws.
Who Will Benefit:
CEO’s, Hiring Managers, Recruiters, H.R. Directors, H.R. Managers, Senior Management, people in the background screening industry.
For more information, please visit :http://bit.ly/2p65E5n
Email: support-AT-atozcompliance.com
Toll Free: +1- 844-414-1400
Tel: +1-516-900-5509
Speakers Profile:
Janette Levey Frisch
Janette Levey Frisch, Founder of The EmpLAWyerologist Firm, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.
Janette and The EmpLAWyerologist Firm operate under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits.
Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.
Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review,-AT-Law, and Chief Legal Officer.
Janette is a member of the Workplace Violence Prevention Institute.
Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others.