Background Screening: How to Avoid Litigation Throughout the Entire Pre-Employment Process | Sessions

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Concurrent Session
Background Screening: How to Avoid Litigation Throughout the Entire Pre-Employment Process
Tuesday 06/25/2024 11:00 AM - 12:00 PM   Add to calendar

Competencies: Business (Behavioral), Organization (Technical) | Intended Audience: Mid-Level
Workplace Application:
Attendees will learn how to protect their organization from litigation by learning each of the potential traps in the entire background screening process, ranging from job postings and applications all the way through to the Adverse Action process. 

So, you think you're doing the right thing to protect your organization by ordering background checks on your applicants (and you are!) but did you know there are MANY litigation 'traps' where you could be violating FCRA law (and state laws) and you don't even know it? In this new installment of Deb's national background screening educational series, she walks you step by step through ALL phases of using criminal records in the hiring process. This includes job postings, job applications (yes, these can put you at risk!), the interview process (hello, Ban the Box laws), job offers, the EEOC Guidance on the consideration of criminal records, individualized assessments and business necessity, internal job matrixes and Adverse Action. A must attend for all HR Professionals responsible for recruiting, hiring, compliance & talent management.

Learning Objectives:

  • Learn how to make compliant hiring decisions based on the background check itself & the criminal records it contains - this includes state restrictions on criminal reporting, individualized assessments, the EEOC Guidance and Adverse Action, all of which are strong areas of litigation against employers.
  • Learn how to compliantly list qualifications in your job postings and how your job application may be causing you great risk of litigation.
  • Learn when to compliantly run the background check and how to be compliant with Ban the Box laws during the interview process.
  • Learn how to create internal job matrixes which allow you to make consistent, compliant hiring decisions based on business necessity and criminal records based on job duties and how that can vary by position.
Debra Keller Photo
Debra Keller, President & Chief Compliance Officer ,
Victig Background Checks