• July 3, 2021

Employer Responsibilities Before and After Adverse Action is Taken

Adverse action is the FCRA-related process that an employer must follow when considering not hiring or retaining the employment of a current employee, based, in whole or in part, on details discovered during the background check bandar judi slot. There are a number of reasons an employer may wish to take adverse action against a job candidate or current employee. Here are some common examples of background check findings agen judi slot that may lead employers to take this route:

Harassment in the workplace, as well as sexual offenses (confirmed by a sex offender registration) in general
Financial crimes (e.g., embezzlement, income tax evasion, fraud, other theft)
Evidence of previous acts of cybercrime (in any form)
Violent crime (a single event or a pattern), as well as a history of less serious but troublesome crimes
History of DUIs or drug-related offenses
Poor or unsafe driving record
In some cases, depending on the job, a poor credit history
Inaccurate or falsified work experience and/or education credentials
Dishonorable military discharge

Did you know? Arrests are not the same as convictions, and the EEOC warns that employers that develop and act on absolute policies that disqualify candidates with arrest records make themselves vulnerable to discrimination-related liability under Title VII of the Civil Rights Act.

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