The newly released guidance by both the EEOC and FTC wanted to make it clear to employers what they are serious about and what they will enforce. The joint guidance has four separate parts: 1.) What employers need to know, 2.) Before you get background information, 3.) Using background information and 4.) Disposing of background information. The most important part is when and how background checks like criminal background checks can be used in the hiring and post-hire process as well as the rights of an individual during this process. The joint guidance wants to make sure that the underlying commitment of employers is both equality and to prevent discrimination. They want employers to eliminate the potential for disparate impact a situation that can occur even if the employment screening process is non-discriminatory but the outcome of the candidates accepted is disproportionally slanted towards one grouping of people or protected class. To learn more about recent EEOC and FTC Joint Guidance read recent press release found at: http://www.criminalbackgroundrecords.com/news/2014-6-9-Highlights-of-the-Joint-Guidance-from-the-EEOC-FTC.html