Update: Dollar General and Equal Employment Opportunity Commission (EEOC) Resolve 6-Year Long Suit Involving Background Check Process! A Good Reminder to Evaluate Your Screening Process!
We alerted you in early November to the motion filed to settle this suit. On November 18, 2019, the EEOC announced that the litigation is settled. While Dollar General is steadfast that their process is legal, and admits no wrongdoing, the settlement includes strict criteria to follow going forward concerning their screening process. This lawsuit is a good reminder to review your screening process to ensure compliance with Federal, State and local laws. We’ve compiled some great resources to assist you here.
The EEOC published a website in conjunction with the Federal Trade Commission (FTC) that outlines steps employers should take when making personnel decisions and screening prospective and current employees. It is a helpful resource in understanding employer obligations and compliance with the EEOC and the Fair Credit Reporting Act (FCRA).
The Federal Trade Commission also provides resource for employers. They produce guidance on background checks for prospective employers.
We came across this article in March of 2019 posted by JD Supra and Perkins Coie. It remains a relevant resource. The article outlines FCRA requirements, steps employers should take when screening new hires, highlights of two Ninth Circuit decisions, perils of violating the FCRA, and takeaways for employers!
Seyfarth recapped the suit mentioned here and the article provides straight-forward employer considerations when evaluating their screening process.
Specific standards and processes are paramount to a quality, compliant employment screening program. That’s why OPENonline is with you every step of the way. To learn more about our capabilities and how our unparalleled suite of background screening services can save money with cost-effective solutions; as well as increasing productivity and mitigating risks, contact us at 800-935-6736.
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This information is not legal advice, for legal advice please seek legal counsel.
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