BEGIN:VCALENDAR VERSION:2.0 PRODID:-//jEvents 2.0 for Joomla//EN CALSCALE:GREGORIAN METHOD:PUBLISH BEGIN:VTIMEZONE TZID:America/New_York X-LIC-LOCATION:America/New_York BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:19700308T020000 RRULE:FREQ=YEARLY;BYMONTH=3;BYDAY=2SU END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:19701101T020000 RRULE:FREQ=YEARLY;BYMONTH=11;BYDAY=1SU END:STANDARD END:VTIMEZONE BEGIN:VEVENT UID:bfa617533374c8d35e3ea5317b6ca45c880 CATEGORIES:Webinars SUMMARY:The Background Investigation Process and Bias DESCRIPTION:
Description:
Delta Air Lines paid $2.3 million an d Frito-Lay paid slightly more to settle a class-action lawsuit that allege d it failed to provide applicants with proper background check disclosure, violating the Fair Credit Reporting Act (FCRA). Approximately 5 million peo ple who once applied to Walmart filed a class action lawsuit relating to FC RA violations.
A new class action alleges that Macy's rejects job app licants, revokes job offers and terminates the employment of people with cr iminal histories, even when the convictions are old, minor and/or unrelated to the job in violation of EEOC guidelines.
Background vendors face
class action lawsuits due to improper criminal checks and their failure to
follow FCRA reporting guidelines.
The list of corporations tha
t have run afoul of the FCRA for decades is overwhelming. When employers vi
olate the FCRA and EEOC guidelines, candidates are affected, job opportunit
ies are lost and employers fail to provide an equal opportunity for individ
uals to succeed. This webinar will discuss the employer’s responsibilities
and how candidates can proactively mitigate their risk.
Our web
inar will review FCRA and EEOC guidelines to help employers confirm their r
ecruiting processes are compliant and not only how to avoid litigation but,
improve your candidate experience and your brand. For career centers, the
review will also include the candidate’s rights under the FCRA, and how can
didates can proactively approach the background investigation and improve t
heir outcomes.
Due to the adverse impact a criminal record may
have on a student to obtain an internship, employment, or an opportunity t
o obtain practical experience at a healthcare facility for students in the
healthcare field, this webinar will review the proactive steps that student
s can take to expunge their record.
The webinar will review “Th
e Box” on the application that requests self-reporting of prior offenses th
at is in effect in one form or another in many states, counties and cities.
In most cases, The Box doesn’t actually ban self-reporting a criminal hist
ory in most cases. It merely moves it to another part of the recruiting pro
cess. The confusion over what is often onerous legislation or the outright
failure of employers to comply, often results in disparate actions. We will
discuss a movement that is long overdue. Employers should voluntarily ban
the box altogether regardless of state or local legislation.
Is techn ology improving outcomes? Employers are increasingly relying on Artificial Intelligence and Applicant Tracking Systems to assist with the recruiting p rocess and narrowing down the field of potential candidates. The webinar wi ll discuss how technology has resulted in class action lawsuits against Fac ebook, Amazon and others relating to algorithms that resulted in bias and d iscriminatory practices.