虽然犯罪背景调查仍然是就业筛选过程的重要组成部分，但平等就业机会委员会 (EEOC) 已更新其关于雇主应如何在就业决策中使用犯罪记录的指南。
因此，雇主应审查其当前的背景筛查计划，以确保与新指南保持一致。未能更新其背景筛查计划的雇主可能会因滥用犯罪历史报告而面临潜在的歧视索赔。
以下是在您的背景筛查计划中需要审查的九个关键领域，以帮助降低您公司与更新后的 EEOC 指南相关的风险。
1. 确认您的背景筛查政策使用“目标筛查”。
根据 EEOC 指南，招聘政策不能取消每个有犯罪历史的个人在公司担任职位的资格。作为最佳实践，雇主应制定特定于职位要求的招聘标准。EEOC 建议雇主在评估背景筛选标准时考虑以下因素：
罪行的严重性（造成的伤害、犯罪要素和分类）
自犯罪或行为和/或完成刑期以来经过的时间
相关工作的性质
2. 制定个性化评估。
个性化评估允许因犯罪历史而没有资格担任职位的个人有机会解释定罪周围的情况和任何减轻处罚的信息。 评估可以检查个性化证据，例如：
围绕犯罪或行为的详细信息
被定罪的罪行数量
定罪或出狱时年龄较大
定罪后无犯罪行为的工作经验证据
犯罪或行为前后的工作经历
因逮捕或定罪而康复
关于个人的就业或性格的参考，因为它们与他或她的职位适合性有关
根据州、联邦或地方担保计划进行担保
3. 确保战略背景筛选计划到位。
结构化的背景筛查计划有助于降低歧视索赔的风险。在决定因定罪取消某人在公司担任职位的资格之前，雇主应首先核实该人是否符合教育、执照、保险或经验要求。
验证工作申请上的所有信息都是真实的。有一些聪明的方法可以进行背景筛选过程，因此雇主不会严格根据犯罪记录取消人们的资格。
4. 验证完善的背景筛选程序材料的创建。
此类材料展示了公司的价值观、对尊重所有个人第七章权利的承诺，并表现出深思熟虑。
5. 确保相关的培训和教育计划到位。
公司内的招聘官员、经理和决策者应该熟悉第七章和禁止歧视的规定。
6. 检查您的记录保存工作。
通过保留关于所考虑的研究、咨询以及与当前或潜在员工的互动的良好记录，您可以更好地证明您遵守 EEOC 指南的合理性。良好的记录保存还有助于表明您的公司没有全面禁止雇用有犯罪记录的申请人。
7. 制定有关犯罪记录保密的政策。
当雇主将犯罪记录用于其预期目的时，它有助于促进个人的隐私权。背景筛选记录应保存在机密位置，仅限雇主内部需要了解信息的人员访问。
8. 确保您的招聘计划公平且符合适用法律。
公平且合规的背景筛选计划包括遵守 Title VII 和其他可能适用的法规，例如《公平信用报告法》。我们建议您让您的法律顾问审查您的背景筛查计划，以确定是否符合适用法律。
9. 考虑贵公司的评估是否应受特权保护。
在查看贵公司的需求后，您可能会发现使用法律顾问有利于确保对话和评估的保密性。
criminal background checks remain an important part of the employment screening process, the Equal Employment Opportunity Commission (EEOC) has updated its guidance on how employers should use criminal records in employment decisions.
As a result, employers should review their current background screening programs to ensure alignment with the new guidelines. Employers that fail to update their background screening programs could face potential discrimination claims for the misuse of criminal history reports.
Here are nine key areas to review in your background screening program to help reduce your company’s risks as they relate to the updated EEOC guidance.
1. Verify that your background screening policy uses a “targeted screen.”
According to the EEOC guidance, a hiring policy cannot disqualify every individual with a criminal history from holding a position within a company. As a best practice, employers should develop hiring criteria specific to the requirements of the position. The EEOC has recommended that employers consider the following when assessing background screening criteria:
The gravity of the offense (harm caused, elements of the crime, and classification)
The amount of time that has passed since the offense or conduct and/or completion of the sentence
The nature of the job in question
2. Develop an individualized assessment.
An individualized assessment allows an individual who may be ineligible for a position because of his or her criminal history to have the opportunity to explain the circumstances surrounding the conviction and any mitigating information.. An assessment may examine individualized evidence such as:
The details surrounding the offense or conduct
The number of offenses that received a conviction
An older age at the time of a conviction or release from prison
Evidence of work experience that is free of criminal conduct after a conviction
Employment history before and after the offense or conduct
Rehabilitation in light of an arrest or conviction
References regarding an individual’s employment or character as they pertain to his or her fitness for a position
Bonding under a state, federal or local bonding program
3. Make sure a strategic background screening program is in place.
A structured background screening program helps reduce risks of discrimination claims. Before deciding that a conviction disqualifies someone from holding a position in the company, the employer should first verify if the individual meets the educational, licensing, insurance or experience requirement.
Verify that all the information on the job application is true. There are intelligent ways to approach the background screening process so an employer does not disqualify people strictly on criminal history.
4. Verify the creation of well-developed background screening program materials.
Such materials demonstrate a company’s values, commitment to honoring the Title VII rights of all individuals and shows thoughtfulness.
5. Make sure related training and educational programs are in place.
Hiring officials, manager and decision-makers within a company should be familiar with Title VII and the prohibition against discrimination.
6. Examine your record keeping efforts.
By keeping good records about research considered, consultations and interactions with current or potential employees, you are better able to justify your compliance with the EEOC guidance. Good record keeping can also help show that your company does not apply a blanket prohibition against hiring an applicant with a criminal record.
7. Establish a policy regarding the confidentiality of criminal records.
When an employer uses criminal records for their intended purposes, it helps promote an individual’s right to privacy. Background screening records should be maintained in a confidential location with access limited to those within the employer that need to know the information.
8. Make sure your hiring program is fair and in compliance with applicable laws.
A fair and compliant background screening program includes compliance with Title VII and other regulations that may be applicable such as the Fair Credit Reporting Act. We recommend that you have your background screening program reviewed by your legal counsel to determine compliance with applicable laws.
9. Consider if your company’s assessments should be protected by privilege.
After reviewing the needs of your company, you may find that the use of legal counsel is advantageous in regards to ensuring the confidentiality of conversations and assessments.
