In what may be a preview of things to come for all California employers, the Los Angeles City Council has voted (13-1) to pass a ‘Fair Chance Initiative’ (effective Jan 1, 2017) that will “Ban the Box” from job applications. The initiative will forbid public and private employers with more than 10 employees from asking applicants about criminal records while also requiring the delay of background checks until conditional job offers are made, according to a blog on the website of Councilman Curren D. Price (District 9).
Do-it-yourself (DIY) background checks can appear to be faster and less expensive, but the quick and-easy approach may not serve even a small company’s best interests and could actually put your company at significant risk.
According to an article in Business News Daily, “The vast majority of these DIY websites specifically say they are not to be used as part of the employment screening process because the websites are not compliant with the Fair Credit Reporting Act (FCRA).” Non-compliance with FCRA guidelines when doing a background check for employment have resulted in multi-million dollar lawsuits against employers.
Healthcare providers need to meet several federal and state compliance requirements in order to reduce legal risks, fraud and the protect their patients and their information.
Recruiting and hiring the right healthcare employee can add different levels of risk to your company. Performing a comprehensive background check and verifying licenses on all candidates, employees, volunteers, and contractors can be an effective way to reveal potential risks or concerns that ultimately affect your company.
A rash of class action lawsuits is forcing employers to defend their background check disclosure and authorization forms. The current focus is on disclosure forms that include extraneous information. Here’s what you need to know to lessen your risk of a potential multi- million dollar class action lawsuit.
Class actions against employers requesting background checks on applicants or employees are mushrooming. In 2015, BMW, Calvin Klein, Chuck E. Cheese, Food Lion, Home Depot and Whole Foods paid settlements ranging from $716,400 to $3 million in Fair Credit Report Act (FCRA) lawsuits.
Surprisingly, this is just one of the many employment screening trends as reported by the Society of Human Resources (SHRM).