Ban the Box 

  • By Brittany Guyton
  • 18 Aug, 2015

Ban the Box creates fair hiring practices

It’s common place on many job applications — the check box that asks “Have you ever been convicted…” Basically, do you have a criminal record?’
This question is leading and sets a dividing line between applicants that have had any criminal offense and those that do not.
Even though it is legal for employers to ask job applicants about criminal history, federal law does prohibit employers from discriminating based on their knowledge of criminal history.
Let that sink in… they can ask, but they can’t use that knowledge in the pre-employment screening process.
Ban the Box is a worldwide campaign that aims to remove questions about criminal convictions in the pre-employment screening process.
Realizing the potential for some subconscious decision-making based on this check box, more than 100 cities have adopted fair-hiring practices and chosen to ban the box on pre-employment screening. There are 18 states with legislation to ‘ban the box,’ although Arkansas is not among them.
Led by grassroots civil and human rights groups, the campaign “Ban the Box” pledges to give applicants a fair opportunity to present their strengths and qualifications before being subject to the stigma of having a criminal record.
“These initiatives provide applicants a fair chance by removing the conviction history question on the job application and delaying the [criminal] background check inquiry until later in the hiring,” criminal records expert attorney Michelle Natividad Rodriguez said.
There is a great volume of precedence set by the federal courts which demonstrates pre-employment screening for criminal records is a violation of Title VII of the Civil Rights Act of 1964.
One of the several cases cited concluded “that it was discriminatory under Title VII for an employer to “follow the policy of disqualifying for employment any applicant with a conviction for any crime.”
In summary, the report recommended to “eliminate policies or practices which exclude people from employment based on any criminal record.”Find out more information at .

The CHC Blog

By Mark Ridgeway 19 Jul, 2017
As a business owner or HR professional you've been there: you’re at the tail end of a particularly difficult hiring process and you’ve finally found the right candidate for the job. It’s easy to say, “Phew! Glad that’s over,” and move forward with finalizing the details.

But before you do, you should really consider ordering a background check on your candidate of choice. Integrating a background check policy can really benefit and protect your company. Here are 5 reasons you should always run a background check:

1. Stronger hires = Saving Money

Don’t just rely on your “gut feeling.” The more you know about the candidate, the better you will be able to assess if he/she is a fit for the position and for your company. Talent acquisition is a struggle in nearly every industry, so make sure that you’re not cheating yourself out of any of the available information before extending an offer.

It’s important to point out that better hires often means less turnover. We know that turnover is typically the number one cost to employers. Save yourself from investing in the wrong employee for the job.

Aside from turnover costs, as was stated in a previous blog post Who Is Stealing From You , we know that upwards of $50 billion annually in cash and inventory is stolen by employees. Does your job candidate have a history of taking extra "perks" from previous employers?

2. Safer Work Evironment
Running a background check on potential employees before officially hiring them can aide in reducing workplace violence. As an employer, you’ve made a commitment to your current employees to operate a safe work environment. Don’t skip this important step in ensuring that safety.

According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of the 4,679 fatal workplace injuries that occurred in the United States in 2014, 403 were workplace homicides. However it manifests itself, workplace violence is a major concern for employers and employees nationwide.

3.  Better Compliance in State & Federal Regulatory Requirements
A third-party background screening provider with in-house compliance expertise, can help your company properly create a screening solution. This not only satisfies your industry standards, but also state and federal regulatory requirements, which vary from state-to-state and by type of position you are staffing. Utilizing a partner that is a true expert in this field is important for the success of your company.

4.  Decrease the risk of being sued
Making a bad hiring decision can leave you and your company vulnerable to liability. Ordering a background check can help you find patterns in a person’s history. For example, if a potential employee has had multiple discrimination suits against them, you as an employer may be liable should the employee discriminate within your workplace. Being able to sort out candidates with these issues will help decrease the chances of a lawsuit.

5. Verifying Resumes
Does your candidate have the experience they claim? Do they really have the education and the professional licenses that are listed on their resume? A survey from CareerBuilder  of more than 2,500 hiring managers found that 56% have caught job candidates lying on their resumes.

Background checks can help you weed out the people that do not have the skills for the job. It also can help you verify that the candidate’s resume is valid.  Don’t leave yourself vulnerable to these discrepancies.

Requesting a background check for a prospective employee is perfectly within your rights as an employer. These background check reports can hold vital information that is relevant to your hiring decision. You wouldn’t choose to not gather all of the relevant information when making a different business decision, so don’t skimp here either. Take the time to do your homework and you’ll see the results!

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