EEOC Begins Enforcing 2012 Criminal Background Check Guidance


EEOC Sues Two Employers for Race Discrimination for Using Criminal Background Checks to Exclude Applicants Without Also Making “Individualized Assessment” of Other Factors -

In April 2012, the Equal Employment Opportunity Commission (EEOC or Commission) published a new guidance document updating its earlier position on the use by employers of arrest records and criminal background checks as part of the pre-employment screening process.

As we observed then, unlike the EEOC’s view on the use of arrest records, its 2012 guidance document does not posit that employers may never use criminal background checks without violating Title VII — a position that would be unsustainable. The guidance instead cautioned employers against a black and white rule broadly excluding for all positions all applicants who were convicted of a felony in the past, regardless of how long ago and irrespective of how job-related the felony conviction was. Instead, the Commission advocated a nuanced, multi-factor approach that balanced the legitimate needs of employers to protect their workers and their assets against the EEOC’s mission to eradicate practices that have a discriminatory impact against protected groups.

Please see full alert below for more information.

LOADING PDF: If there are any problems, click here to download the file.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Schnader Harrison Segal & Lewis LLP | Attorney Advertising

Written by:


Schnader Harrison Segal & Lewis LLP on:

Popular Topics
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:

Sign up to create your digest using LinkedIn*

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.

Already signed up? Log in here

*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.