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Everything You Didn’t Know About the Latest Employment Screening Trends — But Were Too Afraid to Ask 

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Laura Randazzo & Mary Poquette show us the challenges facing employment screening today and how to solve them.

Published in: Recruiting & HR
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Everything You Didn’t Know About the Latest Employment Screening Trends — But Were Too Afraid to Ask 

  1. 1. 9/7/2017 © 2017 CareerBuilder Laura Randazzo, Vice President of Compliance CareerBuilder Employment Screening Mary Poquette, CEO, Poquette Screening Solutions, LLC Everything You Didn’t Know About the Latest Employment Screening Trends — But Were Too Afraid to Ask
  2. 2. Laura Randazzo 2 Name Company Name Laura Randazzo Vice President of Compliance CareerBuilder Employment Screening  25 Years of Screening Experience  Compliance Subject Matter Expert © 2017 CareerBuilder
  3. 3. Mary Poquette 3  22 Years of Screening Experience  Compliance Subject Matter Expert  Compliant Client Solutions Designer Mary Poquette CEO, Poquette Screening Solutions © 2017 CareerBuilder
  4. 4. 4 The information in this presentation is provided for general educational purposes only and should not be construed as legal advice. Consultation with qualified legal counsel is recommended. © 2017 CareerBuilder
  5. 5. 5 89% Safety Protect Company Reputation 52% 45% Improve Quality of Hire 44% Law and Regulation © 2017 CareerBuilder Background Screening 96% HR.COM and NAPBS Survey Data
  6. 6. 6 Employment Screening Discussion Challenges Objectives • Litigation • Ban the Box • Individualized Assessment • Criminal Record Use • Restricted Inquiries • New OSHA Requirements • Legalized Marijuana • Talent Competition © 2017 CareerBuilder
  7. 7. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Litigation Objective: Litigation Avoidance
  8. 8. FCRA Litigation 8 • Disclosure • Authorization • Adverse Action Targets Results • $4.75 Million • $12 Million • $6.7 Million • $22.5 Million • $4.4 Million • $6.8 Million • Class Action • Hyper Technical • Willful Noncompliance o $100 - $1,000 o Punitive Damages and Legal Fees • State Courts Strategies 7 © 2017 CareerBuilder
  9. 9. FCRA Litigation Avoidance 9 • Standalone Disclosure or Disclosure/Authorization o Clear and Conspicuous o CAUTION: Waiver of Liability • Adverse Action o Copy of Report and Summary of Rights o Supplemental Notices • Document Process; Train Team Members Mitigation 8 © 2017 CareerBuilder
  10. 10. EEOC Litigation 10 • Theory of “Disparate Impact” • Settlements • BMW of South Carolina • Pepsi Bottling • Dollar General 9 © 2017 CareerBuilder
  11. 11. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Ban the Box Objective: Minimize Disruption
  12. 12. Ban the Box © 2017 CareerBuilder12 28 / 150 ?? ?  Specific Report Elements Time Period Individualized Assessment Assessment Forms and Notices
  13. 13. Ban the Box - Streamline © 2017 CareerBuilder13 28 / 150 ?? ?  Specific Report Elements Time Period Individualized Assessment Assessment Forms and Notices
  14. 14. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Individualized Assessment Objective: Streamline
  15. 15. Individualized Assessment Recommends Requires or Recommends Source: NELP Adds Forms, Notices and/or Timelines • Buffalo, NY • Los Angeles, CA • New York City, NY • Rochester, NY • San Francisco, CA © 2017 CareerBuilder15
  16. 16. Individualized Assessment Targeted Screens + Individualized Assessment © 2017 CareerBuilder16
  17. 17. Individualized Assessment – Streamline “Have y o u been co nvicted …” Criminal History Inquiry Post Offer: Disclosure, Authorization, Candidate Data Collection Do es negative info rmatio n warrant pre -adverse action? No Inquiry; Wait for Background Check Results “Po tentially Disqualif y ing …” Pre-Adverse Action Candidate Options: Complete Assessment Form and/or Contact Us © 2017 CareerBuilder17
  18. 18. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Criminal Records Use Objective: Protection
  19. 19. Criminal Records Use • All Applicable Law • Pardons, Expungements, Sealed Records; Juvenile Records CRA Reporting • Non-Convictions • Look-Back Period Client Driven Reporting 19 © 2017 CareerBuilder
  20. 20. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Restricted Inquiries Objective: Proper Application
  21. 21. 21 Restricted Inquiries Credit Compensation 21 © 2017 CareerBuilder
  22. 22. 22 Credit Restricted Inquiries States • California • Colorado • Connecticut • Delaware • District of Columbia • Hawaii • Illinois • Maryland • Nevada • North Dakota • Oregon • Vermont • Washington Cities • Los Angeles • New York City • San Francisco 22 © 2017 CareerBuilder States • Massachusetts, Delaware, Oregon Cities • Los Angeles, New York City, Philadelphia, San Francisco Compensation
  23. 23. 23 Credit Compensation Restricted Inquiries – Proper Application • Observe State and Local Limitations • Consider Position Responsibilities 23 © 2017 CareerBuilder
  24. 24. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge: New OSHA Requirements Objective: Compliance Best Practices
  25. 25. New Requirements 25 © 2017 CareerBuilder
  26. 26. 26 Post Accident Drug Testing Testing Not Prohibited Termination or Retaliation Prohibited Testing To Determine Cause © 2017 CareerBuilder
  27. 27.  Improve Work Place Safety  Improve Tracking of Workplace Injuries & Illnesses  Prevent Employer Retaliation OSHA’S Motivation 27 © 2017 CareerBuilder
  28. 28. 28 What’s at Stake Litigation • Employee Rights • Unfair Practices • Class Action Fines (Per Day) Willful $70,000 - $124,000 Serious $7,000 - $12,471 © 2017 CareerBuilder
  29. 29. • Review Policy; Update Per New OSHA Requirements • Train Staff • Post Workers’ Rights: OSHA “It’s The Law” • Consider Scope of Post Accident Testing Best Practices 29 © 2017 CareerBuilder
  30. 30. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Legalized Marijuana Objective: Workplace Safety
  31. 31. © 2017 CareerBuilder31 22 Million Reasons Legal Requirements Long Term Impact Short Term Impact 31 © 2017 CareerBuilder
  32. 32. © 2017 CareerBuilder32 Christina Barbuto vs. Advantage Sales “Use of medical marijuana by a qualifying patient is lawful as the use and possession of any other prescribed medication” Massachusetts Supreme Judicial Court © 2017 CareerBuilder
  33. 33. © 2017 CareerBuilder33 dk Legalized Marijuana - Medical 33 © 2017 CareerBuilder Medical • Alaska • Arizona • Arkansas • California • Colorado • Connecticut • Delaware • District of Columbia • Florida • Guam • Hawaii • Illinois • Maine + Recreational • Alaska • California • Colorado • DC • Maine • Massachusetts • Nevada • Oregon • Washington Medical • Maryland • Massachusetts • Michigan • Minnesota • Montana • Nevada • New Hampshire • New Jersey • New Mexico • New York • North Dakota • Ohio • Oregon Medical • Pennsylvania • Puerto Rico • Rhode Island • Vermont • Washington • West Virginia
  34. 34. © 2017 CareerBuilder34 Best Practices Legitimacy of Use Employer Policy Candidate Position Undue Hardship Contractual & Statutory Obligations Alternative Medications & Accommodations 34 © 2017 CareerBuilder
  35. 35. © 2017 CareerBuilder35 Proactive Measures State Law • All States of Operation Policy • Workplace Safety • Substance Use • Testing Marijuana • Status • Permissible • Accommodation • Alternatives 35 © 2017 CareerBuilder
  36. 36. 9/7/2017 © 2017 CareerBuilder #CBEmpower Challenge:Competition for Talent Objective: Win!
  37. 37. 37 31% Say turnaround time is too long Are concerned with outsourced vendors processing overseas 72% 54% Are frustrated by not understanding what takes so long 59% Rated the experience as “easy” © 2017 CareerBuilder Candidates and Background Screening CareerBuilder Research
  38. 38. 38 © 2017 CareerBuilder Candidates and Background Screening of candidates said the background check experience impacts how favorably they view an employer Candidates 48% Millennials of millennial candidates said the background check experience impacts how favorably they view an employer 63% CareerBuilder Research
  39. 39. 39 No Surprises © 2017 CareerBuilder Competition for Talent – Win! 38
  40. 40. 40 © 2017 CareerBuilder Competition for Talent – Win! Knowledge Communication Transparency • Legal and Regulatory • Internal Processes • Information Sources • Before • During • After • Status • Invitation for Information • Resource for Questions 40 © 2017 CareerBuilder
  41. 41. 41 Top Takeaways Litigate Proof Disclosure Authorization Adverse Action 1 Consider Standardization Criminal History Inquiry Individualized Assessment Adverse Action Processing Compensation Inquiry 2 Substance Abuse Policy Adopt Marijuana Provisions Comply With OSHA Changes 4 Make Screening a Positive Candidate Experience Knowledge, Communication, Transparency 5 Re-Evaluate Use of Credit History Criminal Record Scope 3 © 2017 CareerBuilder
  42. 42. 9/7/2017 © 2017 CareerBuilder Q & A
  43. 43. 43 © 2017 CareerBuilder Don’t forget to rate this session!
  44. 44. 9/7/2017 © 2017 CareerBuilder Thank you How did we do? You can tell us now by visiting the app to provide your review. Laura Randazzo lrandazzo@careerbuilder screening.com 847.890.4034 / 847.917.6778 Mary Poquette mpoquette@poquettesolutions.com 612.867.9474 / 952.456.8311

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