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询问申请人犯罪记录的技巧

你能做到吗?询问申请人犯罪记录的技巧

“你曾因重罪而被判刑过吗?”

如果你有任何招聘职责,那么 提到 这样的一个问题会让你毛骨悚然。新法律和高度警惕的平等就业机会委员会使得保护组织的过程(同时确保招聘到优秀员工)变得复杂、危险且令人紧张。

如何、何时、何地可以合法询问申请人的犯罪历史?

如果有简单明了的答案就好了。然而不幸的是,法律因您的企业所在地而异。以下是您应该了解的一些事实:

  • 目前,美国尚无完全禁止犯罪历史调查的“禁令”。
  • 越来越多的州(包括夏威夷、伊利诺伊州、马萨诸塞州、明尼苏达州、新泽西州、俄勒冈州和罗德岛州)的地方政府、城市和县确实制定了影响私营雇主的“禁用”法律。

以下是您应该采取的措施来保护您的公司:

  • 确定您是否在“禁止使用”的管辖区内开展业务(新法律随时都会通过!)。
  • 如果您确实在以下某个司法管辖区内开展业务:
    • 了解法律的细节——包括是否完全禁止询问犯罪历史。
    • 仔细审查您所在组织的求职申请,确保有关犯罪历史的任何问题均符合适用法律。
    • 调整您的招聘流程,以便将犯罪历史调查推迟到法律允许的程度。
    • 如果您的公司是全国性雇主,那么您必须在制定招聘惯例以符合每个适用司法管辖区和制定符合所有适用“禁令”法律的统一政策之间做出选择。
  • 制定并执行背景调查政策。好的政策是书面的,使用客观标准,并以同样的方式适用于每一位候选人。
  • 对参与招聘流程的每个人进行背景调查政策规则的培训。这可确保该政策能够统一应用,从而为防范歧视诉讼风险提供另一层保障。
  • 避免采取“全面”背景调查政策,单方面淘汰所有有犯罪记录的申请人。
  • 永远不要向申请人询问与其申请的工作无关的信息,即使这些信息出现在犯罪背景调查报告中。
  • 对犯罪背景调查信息保密。
  • 如果您对您所在司法辖区的适用法律有具体疑问,请务必咨询专门从事劳动法的合格律师。虽然本文中的信息旨在提供帮助,但它不能替代专业的法律建议。

保持合规 — 并雇用聪明人 — 与 Exact Staff 合作。

Exact Staff 密切关注快速变化的雇佣法律领域,以便:

  • 正确筛选候选人
  • 进行法律背景和参考检查
  • 为您提供最优秀的候选人

如果您缺乏内部资源来进行合规的犯罪背景调查 - 或者只是需要一点流程帮助 - 我们会帮助您保证安全并明智地聘用人才。

最棒的

发布者 确切人员

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