The rise of remote workers in response to the coronavirus pandemic has also renewed employer’s interests in drug testing. Namely – should you, and can you – drug screen your work from home (WFH) employees? And if so, what are the most reliable methods in this age of virtual work? These questions will likely steer […]
Topics like medical marijuana, Ban the Box, and Artificial Intelligence (AI) are sure to grab a lot of headlines in 2020, but are they really the HR trends to which you need to pay attention? Not according to the data. We surveyed hundreds of HR professionals, recruiters, and generalists who use screening following the SHRM Annual Conference about what trends you’re watching in 2020. Here’s what’s on your radars.
Laws and technology meant to improve the screening process are facing scrutiny after questionable results. And an opioid-heiress faces Fashion Week backlash (of all things!). This week’s EBI Screening News Network presented by Jennifer Gladstone has a little bit of everything.
Los Angeles is the latest major city to pass a Ban the Box measure (Ordinance 184652) applicable to private employers. It will become effective January 22, 2017 and will be enforced beginning in July 2017.
Ban the Box legislation has taken the nation by storm. In just a few years, laws to prohibit employers from asking questions about criminal history early in the application process have multiplied. There are now 24 states, more than 100 cities and even the federal government that have adopted some kind of Ban the Box statute. No one can say that these efforts are anything short of well-meaning. What could be better for society than to help those who have paid their debt get back on their feet and back into the workforce?
EBI's Screening News Update – February 5, 2016 • New Federal Agency to Handle Background Checks• Pennsylvania Teachers Fight Background Checks• National Retailers Hit With Ban The Box Fines
Most of us are familiar with “Ban the Box.” In its original form, ban the box laws and ordinances were created to remove the criminal history question, and its attendant Yes/No box, from employment applications. Although criminal history inquiry is permitted later in the selection process, the intent of ban the box is to ensure that applicants for employment are considered based on their knowledge, skills, and abilities rather than being automatically disqualified based on criminal history. Sometimes referred to as “Fair Chance Policies,” ban the box is designed to give applicants for employment exactly that – a fair chance for employment.
Earlier this week President Barack Obama announced an Executive Order to ‘Ban the Box’ for all federal employers. More than 600,000 people are released from state and federal prisons each year. Under this Executive Order, the box asking if you have a criminal record must be removed from all federal job applications. Employers WILL be able to do background checks and ask questions regarding criminal history once the applicant has reached the interview stage of the process. See the president’s comments about Ban the Box here.
Screening News Update – August 28, 2015 Topics Include: OPM Hit With Class Action Law Suit Credit Check Ban When Hiring? E-Verify Set To Expire Nabbed For Ignoring Ban The Box
Chuck E. Cheese will pay nearly $2 million to settle the California based suit that alleges job applicants were not provided the required disclosures about background checks performed during the hiring process.
No Reporting Limits in Nevada Consumer reporting agencies are now allowed to report criminal convictions from the state of Nevada that are more than 7 years old. Governor Brian Sandoval signed Senate Bill 409 which basically removes any time limitations on reporting criminal records. The bill also allows gaming operators and employers to do more thorough background checks on job applicants by allowing CRAs to reports bankruptcy information that is more than 10 years old.
The level of legislative activity, regulatory guidance, and litigation surrounding background checks for employment screening has never been higher. And, as onerous litigation and multi-million dollar settlements become increasingly common, the stakes have never been higher for employers as they seek to balance external requirements with their legitimate business needs. Three recent actions follow, along with ripple effects.
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