Avoiding the Legal Pitfalls from Screening Applicants

Your day is demanding enough, and training usually takes a back seat.
It is bad enough that when you check into an applicant’s background that previous employers will only let you know that the applicant worked for them and their position. Now, EEOC has changed its position regarding EEOC compliance on how to analyse an individual’s criminal background checks, making it more difficult to exclude those with a criminal background.
This session will walk you through the laws you should consider in your employment screening services like Title VII, the Americans with Disabilities Act, the Fair Credit Reporting Act, and more!Hiring the wrong individual can be costly in so many ways. Obviously, if you hire the wrong person, you eventually will be looking at terminating him/her, and terminations always run the risk of a lawsuit. Hiring someone with a violent or criminal background can lead to a negligent hiring claim should the individual inflict harm on others while working for your organization.
If you want to be guided through the legal pitfalls that comes from employment background checks and how to avoid them,then join us for this interactive session.
Avoiding the Legal Pitfalls from Screening Applicants
Date: June 14, 2016
Time: 1:00pm – 2:00pm EDT US
Duration: 60 Minutes
REGISTER NOW
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Course Description:
This course will make you understand the disparate impact theory and how it affects your hiring decisions.Also, know about the latest position of the EEOC regarding criminal background checks and how the courts are responding.

• Case examples of negligent hiring and what went wrong and why
• Legal pitfalls in using (or not using) the Internet and social media during the hiring process
• Complying with the Fair Credit Reporting Act
• The pros and cons of using fingerprints for background checking

REGISTER NOW at http://info.complianceglobal.us/cgi-bin28/DM/t/hcye0DO2xK0F6s0pppo0Eo