Conducting Legal and Compliant Employee Background Checks

webinar Conducting Legal and Compliant Employee Background Checks

You Will Learn:

  • EEOC’s stance on the use of social networking (Facebook, Twitter, LinkedIn, etc.)
  • How the Fair Credit Reporting Act figures in and steps to help you comply
  • The latest EEOC guidance on background checks, and a checklist to help your company get it right
  • When to conduct background checks, and on whom
Watch the pre-recorded web conference
$269.00
 

Are your background check policies and procedures in compliance with federal and state law? How does the EEOC's guidance fit into your background-check process?

The EEOC has filed suit against companies like BMW and Dollar General for inappropriate use of criminal background checks. The agency found that both organizations’ screening policies resulted in employees being fired and others being unfairly screened out during the hiring process.

When you dig for dirt, it’s not just the EEOC you have to worry about.  In fact, it’s essential that you also follow the rules put forth by the Fair Credit Reporting Act (FCRA), anti-discrimination laws, federal and state privacy laws, as well as local and municipal ordinances.

But you're off the hook, right? You've outsourced your background checks. Not so fast... if your outsourcing company digs too deep, or taps information that goes against EEOC or FCRA guidelines, your company is liable (not the outsourcing company).

Learning Objectives

During this information-packed webinar our expert faculty will take you through the EEOC’s procedures and compliance standards, how the FCRA figures in, and how to properly use criminal history.

  • EEOC’s stance on the use of social networking (Facebook, Twitter, LinkedIn, etc.)
  • How the Fair Credit Reporting Act figures in and steps to help you comply
  • The latest EEOC guidance on background checks, and a checklist to help your company get it right
  • When to conduct background checks, and on whom
  • New rules and best practices for handling criminal records in background checks
  • Background check no-no’s to avoid at all cost
  • How federal laws impact background checks, and a brief overview of the most stringent state laws
  • Steps to take if you find other information from a background check that reveals an applicant has lied

Product ID: 12417

Bonus Material

Plus, you get the top-selling guide, Background Checks: What’s Legal, What’s Not – a $349 value – absolutely FREE!

Background Checks Whats Legal Whats NotJam-packed with compliance guidelines, this comprehensive, 48 page guide 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
  • 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

Plus, this indispensable guide includes quick reference materials and finger-tip access to:

  • When To Ask About A Candidate’s Criminal Record
  • Criminal Record Checks For Promotions And Transfers
  • How To Ask About A 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! Order this information-packed webinar and get Background Checks: What’s Legal, What’s Not – absolutely FREE! You save $349!

Learn What You Can & Cannot Do When Conducting Employee Background Checks!

Get it on demand now

Faculty

John W. Drury
John W. Drury
Senior Counsel, Labor & Employment Practice Group, Seyfarth Shaw

John W. Drury is Senior Counsel in the Labor & Employment Practice Group in Seyfarth Shaw LLP's Chicago office.

Mr. Drury specializes in all aspects of employment defense including litigation and counseling.  Mr. Drury’s employment litigation practice includes single-plaintiff and class action employment discrimination and harassment cases in state and federal courts across the country.  Mr. Drury frequently defends employers in state and federal court cases involving allegations of sex, race and national origin discrimination, retaliation and harassment under Title VII of the Civil Rights Act of 1964 and state laws, allegations of discrimination, retaliation and reasonable accommodation issues under the Americans with Disabilities Act (ADA), allegations of age discrimination under the Age Discrimination in Employment Act (ADEA) and claims under the Family Medical Leave Act (FMLA).  Mr. Drury also has significant experience defending employers against claims of defamation and other tort-based common law claims.

Esther Slater McDonald
Esther Slater McDonald
Counsel, Commercial Litigation Practice Group, Seyfarth Shaw LLP

Ms. McDonald is counsel in the Commercial Litigation Practice Group of Seyfarth Shaw LLP. She represents clients in class actions and complex commercial litigation.  Ms. McDonald has extensive experience helping clients resolve business and commercial disputes, particularly in class or collective actions.  Ms. McDonald’s practice includes litigation on consumer protection, contract disputes, and employment matters.  She also has experience litigating financial services claims, products liability, and insurance disputes, including coverage and bad faith.

Ms. McDonald’s practice includes a special emphasis on the Fair Credit Reporting Act and related state laws.  She regularly defends clients in single-plaintiff and class-action litigation involving background screening.  Ms. McDonald is a member of the National Association of Professional Background Screeners and serves on the Best Practices and Litigation Avoidance Committees.

Robert T. Szyba
Robert T. Szyba
Associate, Employment Department, Seyfarth Shaw LLP

Robert T. Szyba is an associate in Seyfarth Shaw’s Labor & Employment Department. He defends and counsels employers on a wide range of employment-related issues, including background check and Fair Credit Reporting Act violations, “ban the box” issues, prevailing wage requirements, wage and hour compliance, whistleblower retaliation, family and medical leave compliance and interference/retaliation claims, paid sick leave, and discrimination/harassment. His clients operate in a variety of industries, including retail, background check services, for-profit education, foodservice and hospitality management, transportation, electrical, tolling, public works contractors, accounting, and insurance. Mr. Szyba also advises on preventive employment counseling, pre-litigation strategy and litigation avoidance, alternate dispute resolution and mandatory arbitration programs, and employment policies and procedures.

Continuing Education Units

  • hrci

    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.”

Learn What You Can & Cannot Do When Conducting Employee Background Checks!

Get it on demand now

Scroll To Top