Do you know your rights under the FCRA? If not, the CFPB has the document for you.

The Consumer Financial Protection Bureau (CFPB) has posted “A Summary of Your Rights Under the Fair Credit Reporting Act” on their website. The summary document is available in both English and Spanish  and highlights “major rights under the FCRA” and provides contact information for job applicants in specified types of businesses who seek to discuss their FCRA rights with the corresponding federal regulator.

 

Click here to access the document:  http://www.consumerfinance.gov/learnmore/

St. Louis Bans the Box

The city of St. Louis is ‘banning the box’ on its city job application. However, criminal background checks will still be used for certain jobs.

St. Louis Ban the BoxMayor Francis Slay with State Senator Jamilah Nasheed announced that the city will no longer require job candidates to check a box on their application if they have a felony conviction.

The Mayor says while the city does not automatically disqualify candidates, who have felony convictions, some may think that is the case if they see the box on the application.

Slay believes banning the box removes an employment barrier for people convicted of crimes.

‘We`re really not changing our approach to who we hire, it`s just how we do it. We`re banning the box and we`re going to make sure we get the best possible employees for the positions we have,’ said Mayor Slay.

Nasheed says she will introduce ‘ban the box’ legislation on the state level.

St. Petersburg, Florida Will “Ban the Box” on City Employment Applications

bantheboxAs of January 1, 2015, St. Petersburg, Florida will “Ban the Box” on city employment applications, which removes the “box” from their employment application asking about an applicant’s criminal history.  St. Petersburg Mayor, Rick Kriseman, stated “By removing that obstacle we give greater opportunities and I don’t think we do anything that’s harmful to the city, to the community.”  Background checks are permitted later in the hiring the process once finalists for the position are identified.

 

St. Petersburg joins a nation-wide movement to ban the box, including other Florida cities such as Tampa and Jacksonville, as well as 17 states that have similar laws.

 

 

STAY AHEAD OF THE GAME – JOIN US FOR A FREE WEBINAR ON 2015 HR TECHNOLOGY TRENDS

 Free-webinarJoin CARCO Group and JWT INSIDE For a  FREE Webinar:
HR Technology Trends to Watch in 2015

Wednesday, October 29th, 2014
11am PST / 2pm EST

 Click here to register:  http://u.jwtinside.com/hr-tech-trends-2015-webinar/

 

Want to know what the latest and greatest technology trends are for your HR teams? Weren’t able to make HR Tech this year?  We’ve got you covered. 

 

Learn about leading trends in technology for Human Resources, and get a recap of the 2014 HR Technology Conference from CARCO Group, Inc. and JWT INSIDE’s Presenters:

 

Alan Gordon, Chief Technology Officer, CARCO Group, Inc.

Samantha Lockwood, Director of Product Development, CARCO Group, Inc.

 

Kai Yen, Chief Technology Officer, JWT INSIDE

Doug Shonrock, Director of Technology Products, JWT INSIDE

 

For those who are unable to attend the live webinar, presentation materials and a link to a recording of the webinar will be sent to all who register.

 

About CARCO Group

CARCO is a HR technology and paperless workflow solutions company. Started in 1977 as a background screening company, CARCO has evolved to become a full-service HR partner, helping clients manage their new hire process in standalone solutions or integrated with their ATS. CARCO’s Onboarding Solution eliminates paper processes and ensures efficient and compliant hiring. Full-service offerings include background screening, electronic I-9/E-Verify, vendor screening, and drug testing.

 

About JWT INSIDE 

JWT INSIDE is a full-service employee relationship marketing agency, offering a range of recruitment advertising, employer branding, strategy and internal communications services. At JWT INSIDE, we believe People Join Cultures, Not Companies.

 

 

 

City of Roanoke to Ban the Box

bantheboxRoanoke joins 10 other Virginia localities in banning the box on city employment applications.   The change on all city applications will take effect in January 2015.  The change only affects the hiring of city government employees and does not apply to private companies in Roanoke.

 

The city will continue to perform background checks but will do so when finalists are chosen for the position.

 

Last year, the city of Roanoke added a statement to its application informing applicants that a criminal history did not automatically disqualify them from a job with the city.  According to Roanoke Assistant City Manager Sherman Stovall, last year 44 percent of applicants with criminal histories were hired.

 

Ban the box continues the city’s efforts to hire ex-offenders, when appropriate, and its focus on hiring the most qualified applicants.

 

Party City Ordered to “Ban the Box” by Attorney General’s Office

Party CityParty City was investigated by the New York State Attorney General’s Office because a human resources manager said at a job fair that the company did not hire people with felony convictions. Also, a store manager in New York City was caught saying people with felony convictions would not be hired full-time. This policy is contrary to two NYS Corrections Laws.

 

NYS Corrections Law Sections 752 and 753 state that people convicted of crimes cannot be discriminated against during the hiring process unless there is a direct relationship between one or more of the previous criminal offenses and the employment sought, or if the employment involves an unreasonable risk to others.  Other factors that must be considered are the age of the person at the time of the offense and proof of rehabilitation efforts.

 

As part of a settlement with the Attorney General’s Office, Party City must “Ban the Box” in their hiring process and not ask an applicant upfront on the job application whether the person has been convicted of a crime.  The company can only inquire about a criminal background and conduct a background check AFTER making a tentative offer of employment.

 

Party City must also:

 

  • Conduct education for workers to make certain fair consideration of all job applicants.
  • Conduct outreach and recruiting efforts with non-profits that specialize in job coaching and rehabilitation of men and women with criminal records.
  • Reconsider applications from hundreds of former applicants who may well have been denied employment possibilities unlawfully.
  • Submit periodic reports to confirm its continued compliance with the law for a period of three years.
  • Pay a $95,000 penalty.

This is, once again, an example of why employers should ensure that their hiring processes are compliant and that employees are trained and aware of all of the laws involved in hiring in the states that the company conducts business.