Best Practices & Legal Compliance
Does your application or hiring process include background checks? Have you heard about the EEOC's guidance on the use of criminal background checks, but you don't understand how they fit into your background-check process?
After years of debate, the EEOC published controversial new guidance on employers' use of background-check policies and practices. Then, it used those guidelines to file a series of important lawsuits alleging violation of federal discrimination law.
Every employer needs to be in compliance.
Pepsi thought it was. The company believed it was using background checks in a nondiscriminatory way. But the EEOC saw things differently. The
result: Pepsi paid $3.2 million to settle an EEOC race-bias charge. Kmart also thought it was in compliance, but it was hit with a class-action lawsuit alleging violations of background-check laws including the federal Fair Credit Reporting Act. The result: Kmart paid a $3 million settlement.
The list of well-reported companies continues to grow… will you be next?
Don't wait for a lawsuit or EEOC charge to make sure you're in compliance. It's vital — for your company and your career — to get in line now with the EEOC's Enforcement Guidance on the Consideration of Arrests and Conviction Records.
Join us Wednesday, February 10, for Background Checks: Best Practices & Legal Compliance. You'll discover:
- The legal risks of background checks (both criminal and credit).
- When, if ever, you can consider arrest records in hiring.
- The elements of a valid, legally-compliant background check consent form (the subject of almost all new FCRA class-action lawsuits).
- How to comply with the EEOC Guidance that you perform an "individualized assessment” on applicants screened out by background checks. (Understand the 9 key factors to consider!)
- The most important, practical takeaways from the EEOC Guidance and FCRA class-action lawsuits.
Best of all, your trainer for this presentation will be a true expert on this topic, attorney Scott Brutocao. You can also ask him your own questions about this issue during the Q&A portion of the webinar.
Bottom line: The EEOC says its new rules mean employers have no more excuses for making mistakes on criminal background checks … and the risks can be huge. Add to that the class-action plaintiffs' lawyers alleging violations of the FCRA, and you have quite a problem. Get in compliance now! And, remember, this webinar has been approved for 1.25 hours of HRCI credit.
Pat DiDomenico, Editorial Director
P.S. Early Registration Bonuses! The first 50 people who register for this webinar will receive our Special Report, Employment Background Check Guidelines, which provides additional advice on how to conduct other types of background checks, comply with the Fair Credit Reporting Act, select a third-party background-checking firm and more. Plus, you'll receive a copy of the full EEOC guidance document on criminal background checks, which includes links back to the EEOC website.
P.P.S. Extra Added Bonus. You'll also receive 5 issues of the HR LAW WEEKLY newsletter. Every Wednesday, our team of attorneys and HR pros reviews the latest case law and regulations that may impact you. We'll also show you how to "lawsuit-proof” your HR practices – from avoiding handbook mistakes to training managers on hiring and firing the right way, and much more. To make sure you continue to benefit from this advice, we'll keep HR LAW WEEKLY coming for just $79/quarter until you tell us "no, thanks.”
P.P.P.S. We promise you'll be satisfied. If Background Checks: Best Practices & Legal Compliance fails to meet your needs in any way, we will refund 100%
of your tuition — no hassles, no questions asked. Your course materials, Early Registration Bonuses and website access are yours to keep.
CD Recording & Download: $197
Webinar, CD Recording & Download: $297
Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line or computer. Contact us for multi-site discounts.
About Your Speaker:
Scott Brutocao is a partner in the Austin, Texas law firm of Cornell, Smith, Mierl, & Brutocao LLP, which represents employers in all aspects of labor and employment law. Mr. Brutocao is board certified in labor and employment law by the Texas Board of Legal Specialization and is also licensed in both Texas and California. Mr. Brutocao regularly speaks to audiences on the full variety of employment law topics. Prior to Cornell Smith, Mr. Brutocao was a shareholder for 10 years in the Austin office of Ogletree, Deakins, Nash, Smoak, & Stewart, a national labor and employment law firm representing employers. Mr. Brutocao has been representing employers in Texas and California for 20
Early Registration Bonuses:
The first 50 people who register for this webinar will receive three special bonuses:
First, you'll receive our Special Report, Employment Background Check Guidelines. This concise, 16-page training tool provides advice on how employers can legally conduct other types of background checks, comply with the Fair Credit Reporting Act, select a third-party background-checking partner and much more.
Plus, you'll receive a copy of the full EEOC guidance document on criminal background checks, which includes links back to the EEOC website for additional guidance.
You'll also receive 5 issues of the HR LAW WEEKLY newsletter. Every Wednesday, our team of attorneys and HR pros reviews the latest case law and regulations that may impact you. We'll also show you how to "lawsuit-proof” your HR practices – from avoiding handbook mistakes to training managers on hiring and firing the right way, and much more. To make sure you continue to benefit from this advice, we'll keep HR LAW WEEKLY coming for just $79/quarter until you tell us "no, thanks.”
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CPSM or SHRM-SCPSM. This event has been approved for 1.25 PDCs.
This event has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). "The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved
for recertification credit."