In new Enforcement Guidance from the Equal Employment Opportunity Commission (EEOC), the EEOC "warns employers that using an individual’s criminal history when making employment decisions might be discrimination under Title VII of the Civil Rights Act of 1964," explains Legal Editor Susan Prince in a new video from HR.BLR.com.
In the video, Prince explains the Guidance, in which the EEOC addresses:
- the differences between arrest and conviction records
- disparate treatment and disparate impact analysis under Title VII
- what employer policies and practices qualify as “job related and consistent with business necessity”
In the video—which is free to watch-- Prince also explains six best practices identified by EEOC for employers who are considering criminal record information when making employment decisions.
The video is available at HR.BLR.com.