HR & Payroll

New Criminal Background Checks Regulations! What is the Impact for Employers and Employees?

On-Demand
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    Speaker
    Margie Faulk - PHR, SHRM-CP
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    Date
    Oct 07, 2022
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    Time
    13:00 PM EST
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    Duration
    90 Min
$199.00
Book Now

Overview:

 

Companies are understandably concerned about the safety of their workers and customers as well as their own assets and public image. But today, many employers are finding that the best approach to hiring individuals with criminal backgrounds is not so different from the hiring approach they use for everyone else: to evaluate each candidate on his or her merits.

 

Before hiring a job candidate, screening the applicant’s background helps employers make safe and well-informed decisions about whether they will be a trustworthy and competent employee.

 

Criminal background check guide

 

Criminal background checks are often part of this process and may even be required for new hires if your company is in certain regulated industries or serves vulnerable populations, such as children, the elderly, or the disabled.

 

Given that properly accessing and reviewing all of the important sources for an applicant’s criminal history requires extensive time, resources, and familiarity with complex laws and regulations.

 

What is a Criminal Background Check?

 

When CRAs conduct criminal background checks for employment, they gather and analyze background information from municipal, state, county, and federal criminal records databases for job applicants.

 

The types of information that might be reported include misdemeanor and felony convictions and pending criminal matters.

 

Different searches might produce different records. For example, if an employer only searches a state’s criminal records repository, the employer will only receive information about any convictions and arrests that are contained in the state’s criminal justice system.

 

Employers might instead elect to complete nationwide searches to find criminal record information from multiple states or perform searches in every county and state where an applicant has lived.

 

Session Highlight:


·       Learn how criminal background checks are a critical part of onboarding and avoiding negligent hiring

·       Learn why regulations are protecting formerly incarcerated individuals in the workplace

·       Learn what states have Ban the Box mandated protections

·       Learn what the process is when conducting a criminal background check

·       Learn what the requirements are when you rescind an offer of employment after learning about the results of a criminal background check

 

Why Should You Attend:

 

Employers who use criminal records in their hiring decisions need to be aware of applicable federal and state laws. Additionally, the Fair Credit Reporting Act (FCRA) governs how employers obtain and handle consumer reports, which include standard background checks. Legal compliance with these laws is key when considering formerly incarcerated applicants for hire.

 

BAN-THE-BOX LAWS

 

Several state laws and local ordinances limit the use of arrest and conviction records by prospective employers. Commonly referred to as "ban-the-box" laws, these restrictions prohibit the employer from asking an applicant any questions about criminal records on the employment application or early in the screening process. Other state laws restrict the employer's use of arrest or conviction data in making an employment decision, except in limited circumstances, or the laws may require that criminal history questions be asked only after an offer of employment has been made. Employers should investigate any state or local laws prior to asking about an applicant's criminal history.

 

Benefits For Attending:

 

This training will provide you overall information regarding new criminal background check regulations. In addition, each training I offer free customized compliance tools for all attendees. Also get:


·       SHRM Recertification & HRCI PDU Credits

·       Free customized compliance tools in the form of guides, templates, policies, toolkits

·       Additional Supplemental Slides

·       Free answer to all questions even after the training ends


Who Should Attend:


·       All Employers

·       Attorneys

·       Business Owners

·       Company Leadership

·       Compliance Professionals

·       HR Professionals

·       Office Managers

·       Legal Counsel

·       Managers/Supervisors

·       Employers in all industries

 

Ask your question directly from our expert during the Q&A session following the live event.

 

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and international compliance.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).


1.5 SHRM-CP & 1.5 HRCI Credits

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