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    HR TRAINING 2020 - Legally Obtaining and using Criminal Records, and the Impact of the EEOC and Ban the Box

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    Website,-and-the-impact | Edit Freely

    Category HR TRAINING 2020

    Deadline: December 17, 2020 | Date: December 17, 2020

    Venue/Country: Online event, U.S.A

    Updated: 2020-10-26 20:47:25 (GMT+9)

    Call For Papers - CFP


    Conducting background checks on new hires is a critical part of an employer's due diligence obligations.

    Those checks typically include looking at past criminal matters. However, use of criminal records and hiring has become a complex and highly regulated area for employers. Employers must understand the legal limitations on the use of a criminal record, including state and local Ban the Box and Fair Chance hiring laws as well as the EEOC Guidance on the use of criminal records issued in 2012.

    Employers need to understand that the automatic rejection of an applicant with a criminal record may not only be unlawful, but potentially eliminates qualified applicants. The Second Chance movement is aimed at helping ex-offenders re-enter society.

    If an ex-offender cannot find employment, there is a substantial chance of recidivism, meaning that as a society we are spending money on prisons and police that could be used for schools and hospitals. This webinar is aimed at helping employers navigate the maze of laws and processes involved in obtaining and using criminal records in hiring.

    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.