This guidance document ended up being released upon approval for the seat of this U.S. Equal Employment Opportunity Commission.
|OLC Control #||EEOC-NVTA-0000-38|
|Title||Background Checks: What Employers need to find out|
|General Topics||Applications, Qualification guidelines, Race, colors, Intercourse, nationwide Origin, Religion, Age, Disability, Genetic Information|
|Summary||This document, drafted in collaboration using the Federal Trade Commission, provides information about how criminal background checks are employed in work so when use that is such implicate guidelines enforced by the EEOC or FTC.|
|Statutes/Authorities Involved||Title VII, EPA, ADEA, Rehabilitation Act, ADA, GINA, 29 CFR role 1601, 29 CFR role 1620, 29 CFR role 1621, 29 CFR role 1625, 29 CFR role 1626, 29 CFR role 1630, 29 CFR role 1635|
|Audience||Employers, HR Practitioners|
The articles of the document would not have the potent force and effectation of legislation and are also maybe perhaps not supposed to bind the general public at all. This document is supposed simply to provide quality towards the public regarding requirements that are existing what the law states or agency policies.
A publication that is joint of Equal Employment chance Commission plus the Federal Trade Commission
When coming up with workers choices – including hiring, retention, advertising, and reassignment – companies often wish to think about the backgrounds of candidates and workers. As an example, some companies might you will need to know about the individual’s work history, training, criminal background, credit history, health background, or usage of social media marketing. With the exception of specific limitations associated with medical and hereditary information (see below), it is not unlawful for an manager to inquire about questions regarding a job candidate’s or worker’s back ground, or even to demand a background check. Continue reading