COLUMBIA, MD—July 3, 2012, the Equal Employment Opportunity Commission (EEOC) recently issued guidance on the use of criminal background checks in employment decisions. EEOC’s purpose for issuing this guidance is to make it clear the use of an individual’s criminal history in making employment decisions may violate the prohibition against employment discrimination under Title VII.
Berkshire Associates’ latest white paper, `Understanding When and How to Use Conviction Records in Employment Decisions’ discusses in detail what EEOC’s latest guidance means to employers, and when and how criminal records should be used and applied in employment decisions.
According to author and compliance expert, Nicole Butts, SPHR, “The guidance EEOC provides focuses on two kinds of discrimination—disparate treatment and disparate impact. This white paper will help employers understand the proper usages of criminal records. It will also help companies protect themselves from violating Title VII disparate treatment.
Click here to access this FREE white paper.
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About Berkshire Associates:
Berkshire Associates is a human resource consulting and technology firm, specializing in helping companies build the ideal, balanced workforce. As an industry leader, Berkshire provides the latest tools and services for affirmative action, applicant management, compensation management, workforce planning, diversity, and professional training. For over 25 years, Berkshire has serviced the nation’s most recognizable companies; and as a result has mastered providing clients with cost-effective solutions to everyday human resource challenges.
Tags: Berkshire Associates IncThis entry was posted on Tuesday, July 3rd, 2012 at 1:00 am and is filed under Compliance, Diversity, General HR, HR Consulting, HR Technology, Recruitment / Staffing, Talent Mgmt/Employee Relations. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
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