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Crimcheck | Pre-Employment & Background Check Information
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not hiring them, or firing them) may be made because of information unearthed during background checks. Inadvertent Discrimination During Hiring Anti-discrimination laws are among the easiest to violate especially during the hiring process. The court found the company guilty of religious discrimination.
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Morgan Reynolds, VP of Risk and Legal Council, DISA Global Solutions, presented a webinar to discuss the new compliance update. On one hand, employers must tread carefully to avoid potential legal issues and accusations of discrimination based on criminal history.
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About CrimcheckCrimcheck, a DISA company , is an award-winning background check provider for more than 6,000 companies across diverse sectors. Crimcheck stands out from the competition with its cutting-edge and efficiency-maximizing technology, internal expertise, and enthusiastic customer service.
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In June 2022, the City of Atlanta adopted a new ordinance to amend its existing anti-discrimination laws (Chapter 94 of the Atlanta Municipal Code). As HR professionals, it is important to stay informed of these new restrictions and to review and update your company’s hiring policies and procedures accordingly.
Crimcheck | Pre-Employment & Background Check Information
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AB 2188 and Drug Testing While AB 2188 does not make drug testing for marijuana illegal, it does stipulate that it’s unlawful for an employer to discriminate against any person in hiring, termination, or any term or condition of employment based on a positive drug test that has found cannabis metabolites.
Crimcheck | Pre-Employment & Background Check Information
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An employer may not: Refuse to hire an applicant because they engage in the use of lawful consumable products (including cannabis flower, cannabis products, lower-potency hemp edibles, and hemp-derived consumer products) as long as said use/enjoyment occurs off the premises of the employer and during nonworking hours.
Crimcheck | Pre-Employment & Background Check Information
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The Expunging of Records Decriminalization also provides for the expunging of hundreds of thousands of records of low-level marijuana convictions, those that correspond to the new violation quantity limits, undoing decades of discrimination and injustice. Let Crimcheck stay on top of this ever-evolving legal arena for you.
Crimcheck | Pre-Employment & Background Check Information
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A candidate most likely has their personal, social and even professional lives stashed away on one or more social media platforms. People – often unthinkingly – post the minutest details of their lives on Facebook , Instagram, Twitter, Tumblr, and the dozens of other social media platforms. This is just the reality of modern life.
Crimcheck | Pre-Employment & Background Check Information
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If these employers are part of the hiring team, a candidate may claim it was the employer’s unauthorized viewing of their profile that caused them to lose the job. Popular Social Media Sites The three predominate social media platforms for recruiting are Facebook, Twitter and LinkedIn.
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Notably, this includes Austin’s Fair Chance Hiring Ordinance , popularly known as Austin’s “ ban the box ” law. A Spotlight on Austin Austin has been notably affected by this legislative change, especially in the hiring sector. This enhanced freedom provides a broader spectrum for evaluating candidates.
Crimcheck | Pre-Employment & Background Check Information
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Specifically, employers cannot discriminate in hiring based on a drug test that detects the presence of “nonpsychoactive cannabis metabolites.” Employers can: Base initial hiring decisions on “scientifically valid drug screening conducted through methods that do not screen for nonpsychoactive cannabis metabolites.”
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What does this mean for the hiring process? There are two ways that social media is being used in support of the hiring process. The second way social media is being using in the hiring process is in the vetting of potential candidates who have submitted resumes or applications for open positions.
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