Criminal Backgrounds: How to Hire Great Candidates While Managing Risk
Are you confused about the role of criminal history reports during the hiring process? Join us to learn how and when to screen applicants for criminal history.
- Understand when and if your organization should consider screening applicants for criminal history
- Learn how to ensure compliance with federal and state anti-discrimination laws
- Understand how to read and interpret criminal history reports
This training will explore how and when to screen applicants for criminal history. Participants will learn about the legal requirements for using a criminal history report, gain an understanding of the federal Fair Credit Reporting Act, and review guidance from the Equal Employment Opportunity Commission.
Participants will leave this training equipped with real life tips for managing risk at their organization.
HR Managers, Hiring Managers, Executive Directors or other nonprofit personnel responsible for hiring decisions
Paul Haidle is an attorney and the Senior Policy Strategist with ACLU of New Mexico. Previously, Paul served as the director of the criminal records program at Cabrini Green Legal Aid in Chicago. Paul has extensive courtroom experience, has led trainings for some of the largest companies in the country related to criminal records and hiring, and has successfully challenged unfair hiring practices related to criminal histories. Paul helped lead the city-wide Association of Pro Bono Counsel’s Second Chance initiative that trained and partnered attorneys from some of the largest law firms with clients seeking relief from a criminal record.
Guiding Practices for Nonprofits
- Nonprofits must not make pre-employment inquiries related to race, height, weight, financial information, unemployment status, background checks, religious affiliation or beliefs, citizenship, marital status, number of children, sex/gender, disability or medical questions and examinations.
- Nonprofits should consider not asking questions on the initial application for employment related to criminal history in order to receive the maximum number of qualified applicants for the position.
- Nonprofits may be required by law to conduct background checks for new hires depending on the specifics of the job description (i.e., working with children).
- Nonprofits should develop a narrowly tailored policy for screening applicants for criminal conduct.
- Nonprofits must make individualized determinations rather than having a blanket exclusionary policy for hiring people with arrest or conviction records.
The Guide is available as a free digital download at CNPENM.org/Guide. Hard copies of the Guide and Companion Workbook will be available for purchase at this training for $25 each with a credit card or check.
The Center for Nonprofit Excellence often takes photos during our trainings to share on social media. If you prefer not to be photographed, please let us know in the Special Needs field when you register.
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