Excerpted from fresnobee.com, by Brent Sutton
Beginning Jan. 1, California employers will no longer be able to ask applicants about prior salary or criminal conviction history.
These changes are part of a national trend to limit the use of salary and conviction history in employment, which proponents argue tend to perpetuate discriminatory employment practices. Localities like San Francisco and Los Angeles enacted similar laws in recent years. Now, these restrictions will apply to employers statewide.
Employers should review their employment applications and remove any questions about prior salary or criminal history. Also, revise interview questions to avoid asking applicants improper questions. Background check procedures, whether internal or with third-party providers, should be updated to delay criminal history inquiries until after a conditional employment offer is extended.
For the full article click here.
-
GroupOne Background Screening’s webinar series will continue Thursday, April 6 with “Is the Résumé Authentic? Candidate Assessment in the Modern World” from 1:00-2:00 p.m., CT. You don’t want to miss this “Hot Topic” event with our expert speakers David Graves, HR guru and sales rep, and Danny Davila, director of FCRA Regulatory Risk. Fraudulent résumés -
Did you know March 13-17 is Healthcare Human Resources (HR) Week? What an important opportunity to recognize HR professionals in healthcare organizations throughout the nation for their vital role across the continuum of care. On behalf of GroupOne Background Screening, we extend our sincere appreciation to each of you as HR providers in the crucial -
The TikTok countdown has begun. On February 28, the White House issued a memorandum requiring federal employees to remove the TikTok application from any government device within 30 days. This memo, which continues a trend across several U.S. states including Texas, is the result of an act passed by Congress that requires the removal of TikTok from -
The first of what is expected to be many lawsuits over an employer’s use of Artificial Intelligence (AI) tools when hiring was filed February 21, 2023. As noted in past blogs, such tools have caught the attention of the White House and the Equal Employment Opportunity Commission (EEOC). The class action lawsuit was filed against Workday, Inc. in