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Court Affirms EEOC Responsible for $750,000 in Employment Background Check Case

You might recall that back in 2011 a federal judge ordered the Equal Employment Opportunity Commission (EEOC) to reimburse the staffing company, PeopleMark, for over $750,000 worth of legal fees and expert witness costs it incurred as a result of  overzealous prosecution tactics concerning their employment background check practices.

The premise of the case was the EEOC’s contention that PeopleMark automatically rejected candidates that had criminal records.  Even worse was that they ignored evidence that would have torpedoed their case. The EEOC put together a list of 286 applicants they said were denied employment based on PeopleMark’s blanket policy.  Evidently, they wouldn’t release the names of these applicants until they were compelled to do so by the court. When PeopleMark received the list, they discovered that 22% of these applicants with criminal records were actually hired.  They even notified the EEOC of this fact, yet the EEOC continued to pursue the case.

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Employment Background Screening Is An Essential Tool for the Airline Industry

Background Checks for Airlines

At a cruising altitude of 30,000 feet, airline passengers want to rest easy knowing that they are in good hands and will safely make it to their destination. They trust the airline they have chosen is taking all precautions to make sure that happens from the way they maintain their aircraft to the training of their employees.

As any human resource professional in the airline industry knows, employment background checks are an essential piece of this puzzle. And we all know that it’s not just the employees that are up in the air with passengers. There are mechanics (who should have an up-to-date license), the baggage handlers (do they have sticky fingers), the customer service personnel (have they exhibited violent and threatening behavior in the past) and just as importantly, the contractors, including food service vendors (they should be subjected to the same screening criteria as direct employees.)

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Judge Dismisses EEOC’s Employment Background Check Case As ‘Laughable’

EEOC Employment Background Checks

Make sure to read the words in this word cloud carefully. “Laughable”. “Unreliable”. “Mind Boggling”.

Those are the words Judge Roger Titus of the U.S. District Court in Maryland used when he dismissed the Equal Employment Opportunity Commission’s (EEOC) case against Freeman Companies for what the commission alleged as discriminatory hiring practices related to Freeman’s use of criminal background checks and credit reports.  I’ve included a copy of Freeman’s press release for their take on the case because the EEOC didn’t see fit to allow them to respond when they announced “this egregious” case.

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EmployeeScreenIQ’s List of Top 10 Employment Background Screening Advocates

Top 10 Employment Background Screening Advocates

It’s no secret that the employment background screening industry has been under intense scrutiny over the past few years from revised EEOC guidance on employers’ use of criminal records, to fines for Fair Credit Reporting Act violations, to myriad states creation of “Ban the Box” laws.  And while we support actions that hold our industry and employers accountable for complying with these laws and maintaining the highest ethical standards, we also think that the employer’s we represent should be praised for the work they do to keep our nation’s workplaces safe.

We think that we do a decent job of advocating on behalf of our industry and the need for employee background checks and celebrating the incredible work done both by background screening companies and employers.  However, every industry needs a group of committed, unbiased advocates to champion its causes.  Therefore, I’m happy to present to you our list of the top employment background check advocates that promote responsible background screening practices and tirelessly defend employers’ use of employment background check. (more…)

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$10 Million Employment Screening Lesson for Cab Company

Employment Background Screening Negligent Hiring

Here’s a real head-scratcher. Imagine that you are an employer (lol, if you’re reading this blog, you probably are), and you get the following criminal rap sheet on a prospective employee.

• Failure to obey a traffic signal, 2007
• Speeding, 2009
• Failure to pay attention, 2012
• Failure to obey a highway sign, 2012
• Tampering with a vehicle, 2011
• Speeding, 2007
• Failure to wear seat belt, 2007
• Failure to pay full time and attention, 2010
• Speeding, 2011
• Failure to obey a traffic signal, 2013
• Violation of good behavior on a misdemeanor offense
• Illegal sale of unapproved equipment
• Misdemeanor assault, 2011 (more…)

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