Written by Tenant Screening Services, LLC
It is important for employers to know the background of employees they are hiring in order to make an informed decision. In most cases, employers will conduct a criminal background check for employment of new hires and other checks that include confirmation of a candidates’ work history, education, criminal record, financial history, medical history and use of social media.
However, it is important that companies comply with federal laws that protect applicants and employees from discrimination. This includes discrimination based on race, color, national origin, sex, or religion; disability; genetic information and age. It is also a good practice to understand the laws that apply in the company’s state and municipality regarding background reports.
It is important company practice that all applicants are treated equally and that information is not checked in order to clarify information relating to a person’s race, national origin, color, sex, religion, disability, genetic or age.
When gathering information, it is advisable not to ask an applicant generic information like family medical history. If employers have this information on hand, it should not be used to guide the decision to accept or reject a candidate. Questions relating to a person’s medical condition can only be asked if the person being hired/ hired cannot physically undertake the job.
When background information is used for decision-making, then the company should inform the candidate that their credit or criminal background report would affect the hiring decision.
For companies that outsource their background checks to an instant background check online services, it is best to check if the company offering the service complies with regulations relating to gathering background information.
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Tenant Screening Services, LLC provides a variety of employment screening services for landlords and employers.