During this information-packed webinar you will get the answers to your pressing questions surrounding this complicated issue. Plus, our expert faculty will guide you through:
- Dos and don’ts for conducting background checks in California
- What California employers must do and steps you must take before ordering a background check
- “Off limits” criminal information that employers may not consider in their hiring decisions
- Best practices for considering other criminal information, including any job-related requirements
- Steps employers must follow when taking adverse action against a candidate because of their background check
- Best practices that will help minimize the risk of a costly lawsuit against your organization
Product ID: 15690
You also get Background Checks: What’s Legal, What’s Not – a $249 value – absolutely FREE!
Jam-packed with best practice procedures and compliance guidelines, this e-report explores:
- Why Should Employers Do Background Checks?
- Outsourcing Vs. In-house Checks
- The Benefits Of Outsourcing Your Background Checks
- The Advantages Of In-House Background Checks
- FCRA Compliance
- What You Should Expect Regarding The FCRA When Hiring A Third-Party Vendor
- Be Held To A “Good Faith” Standard
- How Far In A Candidate’s Past Should You Check
This convenient desk-top reference also covers:
- The Use Of Social Media In Background Checks
- Advantages To Using Social Media In Background Checks
- Disadvantages To Using Social Media In Background Checks
- Setting Up A Filter
- Prohibited Data
- Privacy Issues And Social Media
- Criminal Record Use In Background Checks
So, don’t delay! Get on the road to compliance TODAY with your FREE copy of Background Checks: What’s Legal, What’s Not!
Discover How to Navigate the “Dos” and “Don’ts” of Background Checks in California!Get it on demand now
Jennifer L. Mora
Senior Counsel, Seyfarth Shaw LLP
Jennifer Mora is senior counsel in the Labor & Employment Department of Seyfarth Shaw LLP’s Los Angeles office. Ms. Mora’s labor and employment practice is unique in that she not only has broad subject matter experience, but she has developed a special expertise in background check laws. She regularly advises and defends employers and consumer reporting agencies on the intersection of federal and state background check laws, including Title VII of the Civil Rights Act, the Fair Credit Reporting Act and state law equivalents, state and local ban the box laws and other laws impacting employment-purposed background checks.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”