Do you use criminal background checks in your hiring process? Do you worry about what you hear in the media about lawsuits by rejected candidates? Are background checks still legal? If not, how does an employer protect its business and its employees' safety? If so, how can you still conduct your background check without running afoul of the Fair Credit Reporting Act and the Equal Employment Opportunity's Enforcement Guidance? In this webcast we will begin to explore these and other issues that often keep employers, business owners and HR professionals up at night. Either join us live or catch the recorded presentation here at hr.com!
Learn how to navigate through legal and practical pitfalls when using Web 2.0, such as search engines or social networking sites to screen applicants. Potential pitfalls include allegations of discrimination, invasion of privacy, failure to hire unlawfully, the illegal use of protected off-duty conduct, failure to follow the FCRA and whether the information is accurate or even belongs to your applicant. The session will also review the potential liability if an employer does not search the internet at all or fails to utilize safe guards to prevent discrimination. Finally the session and will cover how the internet is used to obtain fraudulent educational and past employment credentials, and what employers can do to protect themselves.
Every day brings news of the latest law involving employers’ use of background checks. The Equal Employment Opportunity Commission has intensified its scrutiny of hiring practices, exposing employers to greater risk of discrimination lawsuits.
Armed with real-world examples, EmployeeScreenIQ’s Jason Morris will examine the changing legal landscape that employers must operate against. Jason addresses these new guidelines along with the “ban the box” legislation. Jason also speaks to the controversy surrounding employers’ use of social networking sites like LinkedIn, Facebook and Twitter to influence hiring decisions.
Organizations shouldn’t be dissuaded from executing background checks, but these new guidelines underscore the need for employers to be vigilant in their compliance measures.
The constant evolution of technology and the internet has a direct impact on how recruiting is done in your organization. It impacts changes in the systems, processes and strategies you use to recruit the best talent for needed to achieve your desired business performance goals. It also raises many new compliance, tools and process questions that can have a direct impact on budgets, change management and strategy decisions you make in order to move your recruiting practices into the future.
This session is for anyone seeking to optimize existing, or implement new social recruiting practices. Carl Kutsmode, Managing Partner with talentRISE, will facilitate a panel discussion with practitioners and experts to provide answers to important questions needed to make informed social recruiting decisions.
Drug testing can be a complex process either on job applicants or existing employees. Yet recent studies have shown the positive impact on productivity and turnover. Attend this session to get answers to the 5 most asked questions on how other employers manage a drug testing program, understand basic concepts including drug classes/testing methodology and discuss the results you receive to understand the true impact.
Questions answered include:
What type of drug test programs do other companies typically select?
The EEOC Enforcement Guidance on criminal records may cause employers across the United States to rethink their hiring processes. Employers that do not consider how to deal with the new Guidance could well find themselves the subject of an investigation or legal action, In this webinar, go beyond what the EEOC did, and examine why they did it and how to start complying today. Topics will include how and when to inquire about past criminal conduct, and the good, the maybe and the impossible stemming from the EEOC’s actions. By the end of he webinar, an attendee will have a solid understanding of the challenges ahead.
Using a twenty-five (25) year old, yet highly effective co-employment method known as PEO, the presenter will take you step-by-step through PEO’s huge companywide advantages which include greatly improved internal or external contingent workforce management, cost reduction/ containment, reduced legal exposure, extensive professional help and administrative assistance, among so many others. You will be amazed that improvements in contingent workforce can have such a profound positive affect on most, if not the entire company.
You will also learn the advantages of PEO are not limited to internal contingent workforce management. Many businesses insist on using third-party staffing vendors who themselves utilize PEO in order to reduce cost and/ or reduce legal liabilities which often come back to hunt the client-company.
While the process is old the applied principles are brand new. If you are an officer, upper management or HR decision-maker you won’t want to miss this presentation
Fifteen states and the District of Columbia currently have laws permitting certain individuals legally to possess and use marijuana. How should employers handle employees who qualify for marijuana use under these statutes? Can employees be fired for the medical use of marijuana? Must an employer accommodate an employee’s use of marijuana under the Americans With Disabilities Act? What if the employer wants to make an exception to its drug free workplace policies for the medical use of marijuana? Would such an exception violate federal law? In this program, we will examine state statutes permitting medical use of marijuana and recent case law interpreting these statutes in the context of the employment relationship. We will also discuss best practices in drafting and enforcing an effective drug-free workplace policy.
Armada Human Capital has been helping clients leverage Social Media in accomplishing some great results. Greg Cardenas, will guide you through the ins and outs of what has work and what hasn’t at one of EMEA’s fastest growing recruiting process outsourcing firms. Learn from our discoveries as you determine what the best path is for you and your organization to take in adding a social media recruiting channel to your arsenal of recruiting tools in winning the war on talent. You will be amazed what is happening on this side of the pond. You won’t want to miss this presentation!
There are many benefits to embracing social media in how we communicate, recruit, hire and retain, however, many dangers lurk in the often grey to black arena of social media – the very place where corporate and personal values collide. In North America 91% of hiring managers screen potential candidates, using a combination of LinkedIn (48%), Twitter (53%) and most commonly Facebook (76%) throughout the hiring process. For hiring managers and organizations social media and communities become very difficult moral/legal dilemmas that challenge organizational policy and relations. This event seeks to capture and understand some of the dangers of using social media in the hiring process of candidate evaluation and identify how to avoid the pitfalls and possible consequences that may exist of taking social media too far.