An employer’s violation of US Equal Employment Opportunity Commission’s (EEOC) regulations can lead to lengthy investigations, hefty fines, a damaged corporate reputation, customer angst and a host of other negative outcomes. Playing by the rules is sometimes easier said than done, but relax, we’re to help you out.

Download our white paper, "The EEOC’s Criminal Background Screening Guidance: 5 Lessons Employers Need to Know" to learn why: 

  • You should not practice blanket exclusions of candidates with criminal records.
  • There are no “safe harbors” for state law conflicts.
  • Individualized assessments are de facto requirements.
  • Banning the box is recommended for avoiding EEOC scrutiny.
  • If a claim is filed against you by the EEOC, anticipate a systemic investigation of your criminal background screening practices.