如果 2019 年和 2020 年作为未来发展的任何指标，我们预计雇主应该预计在2021 年立法季通过更多的就业背景法。

在过去两年中，限制雇主调查申请人信用和犯罪背景的时间和范围的州数量显着增加。

大多数决策者在做出聘用决定之前都希望了解有关候选人的犯罪历史和信用价值的信息。

这些信息不仅有助于评估工作场所的风险和责任，而且还可以帮助雇主识别具有良好决策历史或可能成为未来工作场所危险的申请人。

尽管监管限制有所增加，但雇主不应该在彻底的筛选过程和法律合规性之间做出选择。

相反，根据我们的经验，雇主应该从“一刀切”的背景调查程序转变为利用健全的程序来评估最适合工作职位的程序类型。

验证您组织的筛选实践是否经过适当调整应考虑以下最佳实践：

1. 确定支持背景调查的合法商业原因。
   雇主应评估职位的职责、执行工作的环境以及敏感信息的暴露程度。某些职位要求员工与弱势群体互动，或者可以不受限制地访问组织的非公开信息或有关客户的个人信息。

   
   

   此外，州和联邦法律可能禁止某些雇主雇用有犯罪历史的个人。

   
   

2. 根据合法的商业原因建立您的背景调查标准。
   在确定合法的商业原因后，雇主应制定书面政策，作为贵组织中参与招聘流程的个人的指南。

   
   

   至少，它应该确定对确定的工作职位进行的检查类型，说明背景检查的范围，并解决组织的负面裁决过程。如果您的组织在限制信用检查的 10 个州之一或 13 个禁止框州之一中招聘，则招聘政策还应解决这些职前调查的时间和范围。

   例如，明尼苏达州和伊利诺伊州等州禁止雇主查询申请人的犯罪记录，直到该人被选中参加面试。

   
   

3. 保持一致。
   一个组织的背景调查程序一致性的重要性怎么强调都不为过。为职位确定的背景调查类型必须统一应用于所有申请人。

   
   

   制定政策和程序以确保每个职位申请者接受相同的背景调查，并为每个职位的相关性和信息需求提供可辩护的与工作相关的理由，这对于防止未来的歧视索赔至关重要。

4. Within the last two years, there has been a notable increase in the number of states limiting the timing and scope of an employer’s inquiry into an applicant’s credit and criminal background.

5. Most decision-makers want information about a candidate’s criminal history and credit worthiness before making a hiring decision.

6. Not only is this information helpful in assessing workplace risks and liability, but it may also assist employers in identifying applicants who have a history of good decision-making or may be a future workplace hazard.

7. Despite the increase in regulatory restrictions, employers should not have to choose between a thorough screening process and legal compliance.

8. Instead, based on our experience employers should shift from “one-size-fits-all” background check procedures, to utilizing sound procedures that evaluate the type of procedures best suited for the job position.

9. Validating that your organization’s screening practices are appropriately tailored should consider the following best practices:

10. Identifying Legitimate Business Reasons Supporting the Background Check.
    Employers should assess the duties of a position, the environment where the work is performed, and the exposure to sensitive information. Certain positions require employees to interact with vulnerable populations, or have unfettered access to non-public information of the organization or personal information regarding customers.

    
    

    Moreover, state and federal laws may prohibit certain employers from hiring individuals with criminal histories.

    
    

11. Building Your Background Check Criteria Based on the Legitimate Business Reasons.
    After identifying the legitimate business reasons, employers should develop a written policy to serve as a guide for the individuals in your organization who are involved in the hiring process.

    
    

    At a minimum, it should identify the type of checks conducted for the identified job positions, state the scope of the background check, and address the organization’s negative adjudication process. If your organization is hiring in one of the 10 states that restrict credit checks, or in one of the 13 ban-the-box states, the hiring policy should also address the timing and scope of these pre-employment inquiries.

    For example, states like Minnesota and Illinois prevent employers from inquiring into the criminal record of an applicant until after the person is selected for an interview.

    
    

12. Staying Consistent.
    The importance of consistency in an organization’s background check procedures cannot be overstated. The type of background check identified for a job position must be applied uniformly to all applicants.

    
    

    Establishing a policy and procedure to make sure each applicant for a position receives the same background check and having a defensible job-related justification for the relevancy and need for the information for each job position is critical to defending against future discrimination claims.

13.