During this information-packed webinar, our expert faculty will discuss the EEOC’s Enforcement Guidance, the FCRA, and best practices for considering credit and criminal history at the state and local level. You’ll also learn about:
- EEOC’s stance on the use of social networking (Facebook, Twitter, LinkedIn, etc.) in hiring decisions
- Best practices for conducting background checks and considering any criminal records discovered in the checks
- Top five mistakes employers make when using background checks for hiring decision
- How federal laws impact background checks, and a brief overview of the most stringent state and local ban-the-box and credit check laws
- Steps to take if you discover that an applicant has lied during the application process
Product ID: 19254
Plus, you get the top-selling guide, Background Checks: What’s Legal, What’s Not – a $249 value – absolutely FREE!
Jam-packed with compliance guidelines, this comprehensive guide explores:
- Outsourcing Vs. In-house Checks
- The Benefits of Outsourcing Your Background Checks
- The Advantages of In-House Background Checks
- FCRA Compliance
- How Far In A Candidate’s Past Should You Check
- The Use of Social Media In Background Checks
- Advantages / Disadvantages to Using Social Media In Background Checks
- Prohibited Data
- Privacy Issues and Social Media
- Criminal Record Use In Background Checks
Plus, this indispensable guide includes quick reference materials and finger-tip access to:
- When and How to Ask About a Candidate’s Criminal Record
- Summary of the Reformed Application Process Under Recent EEOC Rules
- Using Arrests In The Decision Making Process
- FCRA Compliance Checklist
- FCRA Forms
So, don’t delay! Get your FREE copy of Background Checks: What’s Legal, What’s Not – TODAY! You save $249!
Learn What You Can & Cannot Do When Conducting Employee Background Checks!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.”