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Here's what you'll gain from this White Paper:

    • Choose a Reasonable 'Look-Back' Period

      Several states have regulated the length and/or the beginning date for this look-back period by state statute.
    • Avoid Asking About Convictions in the Application

      While there are exceptions, job postings or announcements generally should not refer to criminal background checks.
    • Confirm All Conviction Data From the Original Source

      Any reliable report must search the records available from the courts in the county and/or state where the candidate resided.
    • Consider All Evidence Relevant to Rehabilitation 

      The EEOC identifies several factors that are appropriate to consider when assessing an applicant's fitness for the position.