Employer Responsibilities During the Background Check Process
There are several rules companies must understand before administering a pre-employment background check agen judi slot. First and foremost, a company may not execute a background check of any kind solely based on a candidate’s race, national origin, color, sex, religion, disability, genetic information or age.
The Equal Employment Opportunity Commission (EEOC), a federal agency that administers and enforces civil rights laws against workplace discrimination, also has a say in this process. The EEOC explicitly prohibits employers from excluding potential hires based purely on past arrests or criminal convictions. However, certain state and federal regulations may prohibit an individual with a criminal record from holding a particular job.
Common errors that result in FCRA violations
Oversights in the background check process can result in FCRA violations. Here are some common mistakes businesses make:
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Inadequate or incomplete disclosure from the employer to the candidate that a background check will be conducted
Failure to report that the reason for not hiring a candidate was due, in full or in part, to data discovered during the background check
Improper adverse action taken after the background check was completed
Failure to acquire written consent prior to processing the background check
Inadequate disclosure of, or complete failure to share, the results with the candidate or employee
Failure to share the Summary of Rights under the FCRA