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However, any time you use an applicant's or employee's background information to make an employment decision, regardless of how you got the information, you must comply with federal laws that protect applicants and employees from discrimination. Except for certain restrictions related to medical and genetic information, it is not illegal for an employer to ask questions about an applicants or employees background, or to require a background check. It’s illegal to check the background of applicants and employees when that decision is based on a person’s race, national origin, color, sex, religion, disability, genetic information (including family medical history), or age (40 or older).
Below, we’ll cover what hr professionals should know about the eeoc and its impact on background checks and hiring decisions Learn the key rules to stay compliant. Additionally, this comprehensive checklist addresses critical compliance areas including recruitment, background screening integration, and ongoing workplace monitoring to help employers meet federal equal employment opportunity requirements.
Regular eeo training equips employees with critical information about their rights and provides managers and supervisors with the knowledge necessary to prevent and appropriately address discrimination and to promote a respectful workplace.
Fcra and eeoc regulations are critical to background checks and hiring compliance These laws ensure fair treatment of job applicants while helping employers stay legally protected In this article, we break down what the fcra and eeoc cover and how to stay compliant in your hiring process. The eeoc guidelines provide a framework for fair hiring practices and help prevent discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.
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