Are you running Criminal Background Checks on your shop personnel?
If you are conducting a criminal background check on propective employees
before you hire them, it can now be no-win situation. You want to avoid
hiring a dangerous criminal but now you have to worry about what you do
with the information. The Equal Employment Opportunity Commission has
issued a new warning to discourage companies from discriminating against
minorities for petty crimes such as drug possession. Statistics show the
drug war have affected minorities much harder than whites. It seems that
the USA has reached a point in the 40 year long drug war where it is getting
difficult to find male minority job applicants who do not already have
a criminal record as a result.
new EEOC recommendation may especially apply to the male dominated world
of machine shops and fabrication shops where there is more acceptance
of workers with a checkered past. Many prisons offer metalworking training
and work programs. To help guide employers, the EEOC recommends that companies
consider three things; the type of criminal record, how it relates to
the job, and how long ago the crime was committed. The EEOC also believes
that propective employee should be given the chance to explain their past
mistakes before an employer makes a final hiring decision.
an employer is trying to use information from background checks to avoid
hiring people with high absenteeism and on-the-job accidents, then they
should test applicants for alcohol use since alcohol is one of the largest
causes of accidents and absenteeism. Finally, if you wont hire them.....who
will? And if nobody will hire them.....guess what type of work they will
need to do to support themselves!
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