In April 2012, the U.S. Equal Employment Opportunity Commission (EEOC) approved an updated Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964. This ruling provided new compliance guidelines for employers regarding criminal records. As a result of this Guidance, employers were advised to consider adjusting their use of criminal history in the hiring process.
Recently, a nationwide retailer has been reported to the EEOC for alleged discrimination against job applicants with criminal records. Ten formal complaints have been filed by the NAACP and the group TakeAction Minnesota, alleging that the retailer discriminated against job applicants with criminal records. It is alleged that these applicants were denied interviews, even in instances where the criminal records were outdated, expunged or not relevant to the position being applied for. For more information, click here.
Upon the 2012 EEOC ruling, PeopleG2 ensured all of its clients were made aware of this new Guidance, and encouraged clients to consult with their legal counsel to ensure their hiring processes were up to date. The use of criminal records has come under much scrutiny in the last several years, and the purpose of the EEOC Guidance was to ensure a fair opportunity for applicants with a criminal past. Employers must now evaluate an applicant’s criminal history as it compares to the job in question.
PeopleG2 knows how difficult the hiring process can be. As a leader in the background check industry, PeopleG2 wants its clients to feel comfortable and confident that they are up to date on the latest trends and information with regards to background checks and fair hiring practices.