Close

Share:

EEOC Issues New Guidance on Criminal Background Checks

Author: Beth Milito Date: May 01, 2012

New Guidelines on Criminal Background ChecksOn April 25, 2012, the U.S. Equal Employment Opportunity Commission issued new guidelines for using criminal records in employment decisions.

These rules do not entirely prohibit employers from conducting criminal background checks, but they do limit the degree to which those considerations may be weighed against a prospective employee.

Generally employers may reject an applicant if there is reason to believe that a past conviction may affect performance on the job, or that the individual poses a threat to workplace safety. This “targeted screening” process should take into account the following three factors:
 

1.      The nature and gravity of the offense or conduct;
2.      The time that has passed since the offense, conduct, and/or completion of the sentence; and
3.      The nature of the job held or sought.
 
For any individuals “screened out” by this targeted screening process, the EEOC encourages employers to give the individual the opportunity to explain why their past offenses will not affect their work.

Download the Factsheet

 
While the guidance stops short of actually requiring an “individualized assessment,” the EEOC does stress that a screening process that does not include individualized assessments are more likely to violate federal law.
 

You can download the EEOC's:
Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964

The agency also developed a Q&A document to provide employers with additional compliance information.

 
For more information, see the NFIB Small Business Legal Center’s Fact Sheet on the New EEOC Criminal Background Guidelines below or download a copy
Updated May 3, 2012

 

 

New EEOC Guidelines on Criminal Background Checks

What your business should know about performing criminal background checks

Can employers disqualify a prospective employee on the ground that he or she has a criminal record?

Federal civil rights laws prevent employers from denying employment on the basis of a past conviction, unless the offense is viewed as job-related. This rule allows employers to consider convictions to the extent that they are relevant to the work the employee would undertake, and allows employers to ensure safety on the job. But, the U.S. Equal Employment Opportunity Commission (EEOC) prohibits employers from adopting policies which categorically reject prospective employees with past convictions.

Can employers ask employees about past convictions?

Employers may conduct background checks, and may ask prospective employees about their criminal history; however, the EEOC requires employers to consider all of the facts. The new guidelines require that a prospective employee must be given a chance to explain a past arrest or conviction before the employer may reject an applicant.

To what extent can employers consider past arrests?

The EEOC discourages employers from denying employment on the ground than a prospective employee has been arrested because an arrest does not indicate that criminal conduct has occurred. That said, employers may nonetheless ask about, and consider, the conduct underlying the arrest to the extent it has bearing on the individual’s capacity to perform a job.

Can employers screen applicants on the basis of convictions?

To the extent an employer wishes to develop a policy to screen out applicants with criminal backgrounds, the EEOC requires that the policy must be carefully tailored. Employers are cautioned to take a holistic view when considering past infractions. EEOC requires employers to consider all available facts shedding light on the nature of the conviction or arrest, the specific job duties, and the time passed since the conviction. EEOC further recommends that employers should give prospective employees, who will otherwise be denied a position on the basis of their past criminal conduct, the opportunity to submit information explaining why they should not be rejected.

What else should employers keep in mind?

Employers should ensure that all information about applicants' and employees' criminal records is kept confidential. It is also prudent to consult an attorney before establishing a policy or procedure for screening out prospective employees with criminal backgrounds.

Additional Questions?

You can download the EEOC’s "Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964." The agency also developed a Q&A document to provide employers with additional compliance information.

NFIB members can also call the NFIB Employment Hotline at (866) 678-NFIB (6342).

This NFIB alert does not constitute legal advice, and you should consider consulting an attorney about any laws and regulations that are applicable in your state, locality or particular type of business.

Updated May 2, 2012

blog comments powered by Disqus

Subscribe For Free News And Tips

Enter your email to get FREE small business insights. Learn more

NFIB.com Poll: Sponsored by Insightly

Do you use a CRM to manage customer information?





POLL RESULTS

Do you use a CRM to manage customer information?

Yes, I use a CRM. - ( 206 votes )

CRM? I use Excel. - ( 106 votes )

Excel? I use paper and pencil! - ( 35 votes )

No, I don't use any CRM system. - ( 127 votes )