Because HR is constantly evolving, you want expert insight and advice from the brightest minds in the business. And that’s exactly what we’ve got here.
Navigating this terrain is crucial to the quality of patient care and the protection of organizational reputation.
Hiring executives confronting the checkerboard of state and local regulations on background screening can follow practitioner-tested conventions to dodge problems and improve outcomes.
As mentioned in our previous posts, an employer must navigate candidate and employee background screening with extreme caution.
Section 19 of the Federal Deposit Insurance Act has been in existence since 1950, but the Federal Deposit Insurance Corporation provided codifications for the section in 2020.
“Ban the Box” is a fast-growing nationwide movement that seeks to protect job applicants who have criminal records by eliminating any inquiry into such histories on initial job applications. As of 2019, 35 states and more than 150 cities and counties had adopted ban-the-box laws, according to the National Employment Law Project.
As mentioned in our previous blog post, adverse actions that affect candidates for employment or promotion can expose employers to potential legal action. Most common are claims of “disparate impact” on protected classes.
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