ComplianceOnline, Los Angeles, CA
2016-06-20
Hiring employees has always involved risk, has always presented challenges to employers. Yet today, many employers feel that it's more challenging than ever to find and hire the right people. Not only do you need to ensure the right fit, but there are also about federal and state laws and regulations, concerns about discrimination and privacy. Without exercising due diligence in hiring, you risk mistakes that can result in legal and financial nightmares including workplace violence, unqualified employees, and theft and litigation for negligent hiring. Many employers use attempt to minimize their risks through their pre-employment screening, which often includes criminal background checks. At the same time though, failure to follow legally complaint hiring practices can result in regulatory actions and class action lawsuits. So, what's an employer to do?
In this live, interactive two-day seminar we will explore key issues and concerns for employers regarding their pre-employment screening processes in general, and criminal background checks in particular. You will learn about the latest developments and you will gain some insight as to how you might stay ahead of the curve in dealing with changing legal developments that impact how you screen your applicants and employees.
Who will Benefit: Business Owners Managers HR Representatives HR Generalists HR Coordinators Recruiters Company Officers and other Senior Managers
Topic Background: Pre-employment screening in general, and use of criminal background checks in particular have become "hot button" issues and promises to remain so in the future.
While Congress keeps working to pass a federal "Ban the Box" law, some states have passed legislation limiting when and how employers may conduct pre-employment screening, including inquiries into an applicant's criminal history, and when and how employers may use such information to make hiring decisions. County and municipal governments have also hopped on the bandwagon in those states that do not have "ban the box" legislation and passed their own local ordinances.
Note: Use coupon code NB5SQH8N and get 10% off on registration.
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Invited Speakers:
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Janette Levey Frisch, Esq,
Employment/HR Attorney| Founder, The EmpLAWyerologist FirmJanette is an attorney with more than 20 years’ legal experience. Janette and The EmpLAWyerologist Firm operate under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others. Janette is licensed in New Jersey and New York. In addition, Janette serves as a Legal Wellness Professional to employers outside New Jersey and New York on almost all federal employment law issues, to enable employees to address workplace challenges before they escalate to litigation or costly audits. Janette is also a contributor to the recently released book, “Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition“,published by John Wiley and Sons, and authored by David E. Perry and Mark J. Haluska. You can buy the book at Amazon or Barnes & Noble, and you can download Janette’s piece,” Could Your Tried-and-True Hiring Practices Expose You to Employment Litigation?”, one of many invaluable tools offered as an adjunct to the book.
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