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What Should You Do If An Applicant Has A Criminal History? (HRM261M)

Presented by: Natalie Ivey, MBA, SPHR, SHRM-SCP
(*) Single User Price. For multiple users please call 1-844-384-4744
Pre Recorded Webinar
90 minutes
Event Description
1.5 PDC - AudioSolutionz is recognized by SHRM to offer Professional Development Credit (PDCs) for the SHRM-CPSM or SHRM-SCPSM
1.5 Credits

Conducting Pre-Employment Background Checks Without Running Afoul of Anti-Discrimination Laws

Employers have the right to determine who should-and shouldn't get hired, don't they? Well, yes-and no. Currently, the EEOC has been heavily scrutinizing employer's background check processes. In recent legal cases, some employers were sued for discrimination in their hiring practices-simply due to the way they were conducting pre-employment background checks.

It happens more frequently today: a background check on an applicant comes back with "scary stuff", like a felony conviction for assault and battery, or it may list an arrest-but then there are no further enlisted information. Questions such as - what are the legal requirements, what should you do, or what if you find out that a current employee got arrested and has a pending court date - will inevitably crop up.

In this informative webinar by expert speaker Natalie Ivey, you will gain the knowledge of important laws regarding hiring employees with a criminal history, how to properly assess a candidate to avoid running afoul of anti-discrimination laws, learn best practices in applicant screening to avoid violating the FCRA--and how to handle situations in which current employees have had a brush with the law.

Session Highlights:

  • Understanding the current "double-edged sword": Discrimination claims or Negligence claims?
  • Learning the keys to good applicant screening and risk management:  Sound company policies and well-written job descriptions
  • How to properly conduct pre-employment background checks: What you need to know to protect yourself from negligent hiring claims
  • What to do when a background check comes back with "scary stuff" that may prevent you from hiring a candidate-how to properly rescind an offer of employment
  • How to avoid claims of disparate treatment and disparate impact
  • Learning the EEOC's "three-factor test" when considering an applicant with a criminal history
  • What to do when a background check comes back with an arrest, but not a conviction
  • Understanding how the EEOC views arrests vs. convictions
  • Understanding the importance of knowing state laws regarding the use of arrest records and conviction records
  • Avoiding negligent retention: How to handle a current employee who is now in trouble with the law
  • Know how to handle situations, such as when a current employee informs he wants to go 'out for a while' because of serving jail time for 90 days for his second DUI

Who Should Attend

  • HR professionals
  • Managers
  • Leaders
  • Business Owners
About Our Speaker(s)

Natalie Ivey | Professional Development Training SpeakerNatalie Ivey MBA, SPHR, SHRM-SCP
Natalie Ivey, MBA, SPHR, SHRM-SCP is an HR consultant, professional speaker, author, and educator within the HR profession. She has more than two decades of leadership and HR management experience with Fortune 500 organizations and in working as a trusted advisor and consultant to business leaders both in the United St... More info

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    Event Title: What Should You Do If An Applicant Has A Criminal History?
    Presenter(s): Natalie Ivey, MBA, SPHR, SHRM-SCP

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