The EEOC just recently filed suit against two big firms because of their use of criminal history checks in their employment screening program. Criminal background checks are used by 69% of US Employers within their pre-employment and employment screening process. The EEOC guidelines are causing a lot of ripples in the employment screening arena. Some employers are clearly not discriminating candidates based on any of the protected classes listed under federal law; however, even non-purposely disproportionate results can lead to a law suit as the EEOC just made clear. It is a good time for employers to work with third party background screening companies to review their current employment screening policies and make any necessary updates to it to protect themselves from employment related law suits. It is especially important to review the use of criminal background checks in the hiring process. To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2013-8-8-Employers-Review-Background-Screening-Policies.html

Background screening is a low cost tool that can help with non for profit risk management policies and in the case of youth sports can help protect children. Although background checks are widely used for employment screening purposes it has not been used as extensively for screening volunteers, coaches and caregivers of at-risk populations. However recent news articles show that these types of background checks are increasingly gaining traction as an accepted and expected process. This is most apparent with youth sport leagues looking to perform background checks on sports coaches and assistants. To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/CBR-Highly-Recommends-Background-Screening-for-Youth-League-Coaches.html

It seems background screening and the proper use of criminal records in pre-employment screening continues to stay in the news. Congress answers back to the new EEOC guidelines by making sure the EEOC cannot fund any enforcement of its new guidelines. Congress also denied the EEOC of any authoritative power over the governance of its new document. The Senate Appropriations Committee criticized the guidance stating that it, “may limit the ability of conscientious employers to hire with confidence and create conflict with Federal and State laws.” To read more about the controversy surrounding the EEOC document and its potential effects on the background screening industry please read recent press release found at: http://www.criminalbackgroundrecords.com/news/2012-07-18-Background-Screening-Always-In-The-News.html