This guidance document had been given upon approval associated with seat for the U.S. Equal Employment Opportunity Commission.
|OLC Control #||EEOC-NVTA-0000-38|
|Title||Background Checks: What companies have to know|
|General Topics||Applications, Qualification guidelines, Race, colors, Intercourse, nationwide Origin, Religion, Age, impairment, Genetic Information|
|Overview||This document, drafted in collaboration utilizing the Federal Trade Commission, provides information about how criminal record checks are utilized in work so when such usage may implicate rules enforced because of the EEOC or FTC.|
|Statutes/Authorities Involved||Title VII, EPA, ADEA, Rehabilitation Act, ADA, GINA, 29 CFR role 1601, 29 CFR role 1620, 29 CFR role 1621, 29 CFR role 1625, 29 CFR role 1626, 29 CFR role 1630, 29 CFR Part 1635|
|Audience||Employers, HR Practitioners|
The articles of the document don’t have the force and aftereffect of legislation and generally are perhaps maybe maybe not designed to bind the general public at all. This document is supposed simply to provide quality towards the public regarding current demands under regulations or agency policies.
A joint book for the Equal Employment chance Commission while the Federal Trade Commission
When coming up with workers choices – including hiring, retention, advertising, and reassignment – companies sometimes wish to look at the backgrounds of candidates and workers. For instance, some companies might you will need to learn about the individual’s work history, training, criminal history, credit history, medical background, or use of social media marketing. With the exception of specific limitations pertaining to medical and hereditary information (see below), it is not unlawful for an boss to inquire of questions regarding a job candidate’s or worker’s back ground, or even require a background check. Read more