My  Candidate  has  a  Criminal  Record.  

Now  What?

Presenter • Jason  Morris • President   &  Chief  Operating   Officer Nick  Fishman Executive  Vice  President   &  CMO

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“You  can't  drive  down  the   street  in  suburban   American   without  noting   the  businesses   in  your   shopping   plaza  that  have   been  hit:  Home  Depot,   Aaron’s  Furniture,  Whole   Foods,  CVS,  Panera,  Nine   West,  A.M.C.,  and  so  on.” -­ Scott  Paler

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4  Steps  to  Compliance How  to  determine  whether  you  should   hire  a   candidate  with  a  criminal   record How  to  comply   with  the  EEOC   guidance   on  Green  Factors  &  Individualized   Assessment Best  way  to  execute  the  Adverse  Action   process

Handling   candidate  disputes

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Legal  Considerations

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EMPLOYERS  WANT   TO  KNOW  UP   FRONT

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Self-­Disclosure   Persists   on  Applications Does  your  company  ask  candidates  to  divulge  criminal  history?   (Select  one.)

20%

5%

Yes,  on  the   application

53%

7%

Yes,  after  an  offer  is  m ade Yes,  during  the   interview

15%

No,  w e  do   not  ask  candidates   about   criminal  history Other

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BAN  THE  BOX  IN  ILLINOIS @employeescreen #screeningtrends2015

BAN  THE  BOX: What  you  need   to  know  to  protect  your  business.

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How  Do   You  Make   Your  Hiring   Decisions?

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Hiring  Matrix:  Yes  or  No?

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EMPLOYERS  LOOK  BEYOND   CRIMINAL  RECORDS @employeescreen  #hiring

EEOC Sues Dollar General In the Dollar General complaint, the commission focuses on a hiring matrix designed by the Defendant with its background screening provider that identifies specific felonies and misdemeanors that will disqualify a candidate. The EEOC claims that Dollar General’s matrix violates the guidance because it is not job-related and consistent with business necessity. @employeescreen  #hiring

EEOC  Guidance   Overview

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Individualized   Assessment  in  the  Real  World

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72% APPLICANTS   GET  A   CHANCE  TO   EXPLAIN

28%

Y E N S O

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EEOC Targets BMW for Criminal Background Checks In the BMW case, the company re-screened existing employees who were reassigned to work in a different plant based on a change in contractors. Of the 645 workers who were rescreened, 55% were black and 45% were non-black. The complaint alleges that after screening the workers, BMW denied plant access to a total of 88 employees – around 14% of all employees screened. Of those 88 employees, 70 (80%) were black and 18 (20%) were non-black. The complaint says “BMW also excludes from employment individuals with criminal convictions, involving “theft, dishonesty, and moral turpitude” and “makes no distinction between felony and misdemeanor convictions.” @employeescreen  #hiring

Adverse  Action In  cases  where  you  decide  not  to  hire  someone  based  on   information   in  their  background   check,  what  follow-­up   action   does  your  company  take?  (Select  one.) We  send   both   the  pre-­‐adverse   action  and   adverse  action  notice

35%

42% 18%

5%

We  send   only  a  pre-­‐adverse   action   notice We  send   only  an  adverse   action   notice We  don't   send  either   of  these   notices

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PRE-ADVERSE ACTION NOTIFICATION • Copy  of   the  Report

STEP 2

STEP 1

Adverse  Action

ADVERSE ACTION • Summary   of  Rights

• Summary   of  Rights

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Is Mickey Mouse in Trouble? Disney Defends Its Background Screening Policies The company known for their signature character, Mickey Mouse, is defending a class action claim based on questions about its background screening policies. The suit against Disney was filed in the Superior Court of California on November 1, 2013, and the complaint alleges that Disney’s policy for notifying applicants about background checks has violated the Fair Credit Reporting Act (FCRA). @employeescreen  #hiring

Adverse  Action  in  the  Real  World

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Dispute  Process:   It  Wasn’t  Me What  is  it

?

Why  do  you  do  it

?

How  do  you  it

? @employeescreen  #hiring

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Disputes   in  the  Real  World What  do  you  do  when  an  applicant   tells  you  the  report  is wrong? How  long  do  you  need  to  wait  for   the  applicant  to  clear  the report? Can  you  fill  the  position?

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Questions?

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Takeaways/Checklist   Summary Be  aware   of  the  legal  considerations   when  establishing   company   policies  for  deciding   whether   to  hire  a  candidate   with  a  criminal   record.   Consult  with  legal   counsel  as  needed. Decide   whether   criminal   records   would  disqualify  a  candidate   for  each   specific   position,  and  create   hiring  guidelines   or  a  decision   matrix  to   help  hiring  managers   make  fair  and  consistent   decisions. Your  company  should  have  an  individualized   assessment   process  in   place   whether   it’s  in  person,  via  email,   or  phone. Understand   the  two-­step  adverse   action  process  and  make  sure  it’s  in   place   within  your  company. Understand   the  steps  to  take  when  a  candidate   has  a  dispute  with   information  found  in  a  criminal   background   check. Talk  to  your  screening   provider   about  options  for  outsourcing   individualized   assessment,   adverse   action,   and  adjudication   services.

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Legal  Disclaimer: The  information  provided  should  not  be  construed  as   legal  advice  and  participants  are  encouraged  to  seek  the  services  of  their   attorney  for  assistance  with  specific  legal  issues.

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