|Small Business & the EEOC|
Most litigation between the EEOC (Equal Employment Opportunity Commission) and Employers focuses on bigger businesses. But Small Business owners would be wise to take heed!
Small businesses can’t make the mistake of thinking they are immune to EEOC notice! "Tweet This"
Now is the time to make sure that your hiring practices are not violating EEOC guidelines, especially those concerning background check releases and disclosure forms.
The first step would be to make sure you are not making these
4 Most Common Background Check Release Violations:
- The Employer doesn't Disclose that a Background Check will be Obtained
- The Employer doesn't Request Written Authorization from Applicants
- The Company Authorization Form is Not a Stand-Alone Document
- The Company Authorization Form includes a Release from Liability
Take this case filed against Chuck E. Cheese in March, 2014. The suit claims that the restaurant violates EEOC and FCRA (Fair Credit Reporting Agency) guidelines on their authorization forms.
First, the suit alleges that the restaurant’s background check authorization is part of a “multi-page” employment application and not a separate document. And Second, that it also contains a release of the company from any liability concerning the information found during the background screening. Both are in direct contrast to current EEOC guidelines. (case Update - 8/2015, Chuck E. Cheese settles for $1.75 million).
And this is not the only case of this type. Suits are currently pending against many others for FCRA violations.
Now is the time to be proactive and take a fresh look at your release forms...and I can help you make any changes you need!
Read my complete list of background check release tips in the original article I posted on LinkedIn.
While you may never be completely immune, following these tips will help your small business stay under the EEOC radar. And that is a very good thing!
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For Help on keeping your Small Business Hiring Practices compliant,