In this week's #DatapeopleReads we probe a simple question. Is hiring compliance ☀️ or ☁️ for your business? 💵Pay transparency is blooming in Washington DC. Effective June 30th, as SHRM outlines, it will require pay scale and healthcare disclosures before the first interviews. Washington DC joins a growing number of states and territories seeking to level the compensation playing field. https://lnkd.in/dgzfABY6 ⚖ Age Discrimination in Focus. As washingtonpost.com writes, the AARP Foundation has filed a lawsuit against Raytheon alleging they favor recent graduates over older workers. This highlights the importance of EEO compliance. https://lnkd.in/ggjBxHf4 🔍 EEO and other hiring compliance investigated. Renee Jackson from Blue Oak Legal and our Amit Bhatia dove into the world of hiring compliance to identify how businesses can embrace it to supercharge their outcomes. https://lnkd.in/g9T4E84A 🤨 Criminal Background Checks Under Scrutiny. The EEOC is suing Sheetz for the discriminatory impact of criminal history screening on minority workers. https://lnkd.in/ggBjBYFz #hiringcompliance #hiring #paytransparency
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Every year we ask our Talent Acquisition and HR teams to take on one more major job responsibility. 2020 - it's a pandemic. Become epidemiologists 2021 - we are global. Become global labor market experts 2022 - We want people to come back to the office. Sell them on it 2023 - We need AI talent. Become gen AI experts 2024 - There are now local laws effecting all our hiring. Get a law degree. This year really feels like the year where compliance requirements for TA and HR teams exploded. We put a whole lot of resources together for you so you don't need to get a law degree. 👇
In this week's #DatapeopleReads we probe a simple question. Is hiring compliance ☀️ or ☁️ for your business? 💵Pay transparency is blooming in Washington DC. Effective June 30th, as SHRM outlines, it will require pay scale and healthcare disclosures before the first interviews. Washington DC joins a growing number of states and territories seeking to level the compensation playing field. https://lnkd.in/dgzfABY6 ⚖ Age Discrimination in Focus. As washingtonpost.com writes, the AARP Foundation has filed a lawsuit against Raytheon alleging they favor recent graduates over older workers. This highlights the importance of EEO compliance. https://lnkd.in/ggjBxHf4 🔍 EEO and other hiring compliance investigated. Renee Jackson from Blue Oak Legal and our Amit Bhatia dove into the world of hiring compliance to identify how businesses can embrace it to supercharge their outcomes. https://lnkd.in/g9T4E84A 🤨 Criminal Background Checks Under Scrutiny. The EEOC is suing Sheetz for the discriminatory impact of criminal history screening on minority workers. https://lnkd.in/ggBjBYFz #hiringcompliance #hiring #paytransparency
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Dedicated and results-driven HR Director with a strong track record in human resource management, strategic recruitment, and employee relations.
Band the Box! Disparate Impact, Employers' and Bias According to the Southern Coalition for Social Justice, For many job applicants around the country, one question blocks them from gainful employment and economic opportunity. A single question, often posed as a checkbox on the front of most job applications, asks about an applicant’s criminal history. For many employers, it has become a way to weed out applicants before ever considering qualifications such as education and job history. This practice is widespread, and its effects on job applicants and their communities at staggering rates. A movement to “Ban the Box” (remove the checkbox from applications) was birthed as a response to the structural discrimination faced by people with criminal records. Question: Has it helped or are we still seeing discrimination as a result of the background check? Yeah, the box can be removed but are employers still reluctant to hire when the background check comes back.. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://lnkd.in/eW-icveE
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#fairchancehiring is good for us all. When people have second chances, it benefits our workforce and our communities. Check out this article from Cornell University explaining 9 common myths about hiring people with criminal records and why doing it is good for employers, workers, our economy, and for people: https://lnkd.in/eZtdbSD
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The facts are real: over 95% of U.S. employers run background checks, and the unemployment rate for those with records is a whopping 27%. In California, a bill adopted last year (SB 731) holds the promise to empower justice-impacted individuals, helping them shed the burdens of past arrests and convictions. While the recent implementation delay to July 1, 2024 might feel disappointing, this extra time will help ensure a responsible rollout that will truly make a lasting impact. California's move toward responsible implementation, alongside more employers embracing fair chance hiring, could rewrite the stories of countless lives. By unlocking the potential of justice-impacted individuals, California is turbocharging growth, innovation, and community prosperity, and I encourage other states to follow in our lead. Over the next year, as the legal system paves the road for SB 731, let's rally behind fair chance hiring. Our state can lead the way, showing other places how it's done. A huge thank you to The Sacramento Bee for publishing my op-ed on this important topic! https://lnkd.in/g3BjPH5a #FairChanceHiring #CriminalJusticeReform #SecondChances
Jobs prevent crimes. So why won’t employers hire Californians trying to fly right? | Opinion
sacbee.com
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Excited to announce that I have accepted the role of Workforce Readiness Director for NCSHRM's Board of Directors. As we enter 2024, I urge my fellow HR professionals and business owners to rethink our hiring practices. With approximately 2.4 million people currently Justice-Involved in the US, it's time to branch out our thinking and help our society pick itself up. To aid in this effort, I am creating a directory of 2nd Chance (Justice-Involved) Employers across North Carolina. My hope is that this directory will help those who have served their debt to society find gainful employment and assist business owners in finding loyal, dedicated employees. Please share and/or respond with your business information in this Google form that will not be shared publicly, but instead will be used internally with organizations focused on helping justice-involved individuals re-enter the workforce. Let's work together to make a positive impact on our society and help those who need it most. If you have any further questions, please don't hesitate to contact me. #2ndchance #hiring #retention #businessowners #justiceinvolved #NCemployers
2nd Chance (Justice-Involved) Employers Directory
docs.google.com
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“It is our hope that the information contained in these reports will assist federal agencies in understanding long-standing challenges that the persons with arrests and convictions face when trying to obtain life-changing employment. As the nation’s largest employer, the federal government is uniquely positioned to demonstrate how to improve opportunities for this underserved community.” - Dexter Brooks, associate director of the EEOC’s Office of Federal Operations. Today, the EEOC released two companion reports examining the federal employment of workers with arrest or conviction records. The EEOC developed these reports in support of President Biden’s Executive Order 14035, which calls for the expansion of federal employment opportunities for individuals with arrest or conviction records and requires the evaluation of barriers to federal employment faced by these individuals. These reports show that federal agencies are hiring qualified individuals with prior arrests or convictions in their background checks. https://lnkd.in/eTiPa9yE
EEOC Issues Federal Workforce Reports Focused on Workers With History of Arrest or Conviction
eeoc.gov
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Unlocking Opportunities: Embracing Second-Chance Hiring Don't let misperceptions keep your company from finding top talent. With the unemployment rate at its lowest, it's time to consider the untapped potential of individuals with criminal backgrounds. Check out this insightful study by Rand Corporation that resets the record on hiring people with criminal histories. Together, we can create a win-win situation for companies and society. 🔗 Read more: [bit. ly/42B5uq3](https://lnkd.in/gqe3PnqS) #SecondChanceHiring #TalentAcquisition #DiversityandInclusion
Resetting the Record: The Facts on Hiring People with Criminal Histories
rand.org
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Breaking Barriers: Expanding Opportunities for Workers with Records The U.S. Equal Employment Opportunity Commission (EEOC) just dropped two vital reports on the employment of individuals with arrest or conviction records in federal roles. Here's what you need to know: 🔍 First Report - Second Chances Part I: Between 2003 and 2017, folks with past arrests or convictions were only half as likely to secure federal employment compared to those without records. The reasons behind this disparity are complex and need further exploration. 💡 Ban-the-Box Laws: Delaying background checks until later in the hiring process (thanks to "ban-the-box" laws) can help uncover unlawful discrimination. These laws, which postpone criminal background checks until a conditional job offer is on the table, led to more EEO complaints and cases with reasonable cause findings. 🛣️ Roadmap for Change: The report charts a course for additional research to improve federal employment opportunities for individuals with prior records. 🔍 Second Report - Second Chances Part II: This report dives into the outcomes of background investigations for federal employment. Here's what it found: Between FY 2018 and FY 2020, 22.3% of suitability investigations for federal civil service positions identified criminal conduct issues. When criminal conduct issues surfaced, a whopping 76% of determinations were favorable, allowing candidates to work in the federal government. Only 2% were unfavorable, resulting in actions like non-hiring or removal from current positions. In cases with criminal conduct issues, applicants and appointees were more likely to withdraw or be removed before an adjudication determination was made. Dexter Brooks, Associate Director of the EEOC’s Office of Federal Operations, emphasized the importance of offering stable employment opportunities to individuals with records. Federal laws don't prohibit considering arrest or conviction records unless it leads to discrimination based on protected categories. The EEOC has previously issued guidance on this matter to ensure fair employment decisions. These reports are a significant step towards promoting inclusivity and diversity in federal employment. 🌟 #EEOC #SecondChances #EqualOpportunity #EmploymentRights #FairHiring
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Are you transitioning out of the military and into the civilian world? Do you want to work remotely? Do you have experience in “personnel” misconduct investigations at the grade 12 level? Want to work for USDA as a GS-12 Personnel Investigator? If you answered, yes, to all of these questions, then we want you to apply! Before you move forward, please make sure your resume includes high-level experience about investigating "PERSONNEL" misconduct, conducting "PERSONNEL" witness interviews, gathering, preserving documents/physical "PERSONNEL" misconduct evidence, collecting sworn statements, and presenting complex and sensitive "PERSONNEL" findings. If your resume doesn't not meet the above specialized experience, then you will not be referred. Please do not send your resume without tailoring it to PERSONNEL investigations. If you have not done "PERSONNEL" investigations, then you will likely not be considered. Documents Required: Resume [experience related to the above specialized experience examples in PERSONNEL investigation.] DD214 [Member 2 or 4 showing character of service; redact any personal identifier information like social and dob.] VA Letter [if applicable] – [showing VA disability rating percentage; no details of disability please.] Send resume and supporting documents to Samantha.Pafko@usda.gov for consideration. [*This job is being offered to certain noncompetitive Veterans and Military Spouses should they meet the specialized experience; this job is NOT being posted on USAJobs since we should have a sufficient noncompetitive pool of Veterans and Military Spouses.]
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Empower your hiring process with knowledge.💡 Gain comprehensive insights into candidates' backgrounds through our Comprehensive Criminal Checks, empowering you to make informed decisions and cultivate a secure, reliable workforce. 🛡️🔍 🌐 www.3rddegreescreening.com 📞 712-256-5701 #3rdDegreeScreening #BackgroundCheck #EmployeeScreening #HiringProcess #EmploymentBackgroundCheck #WorkplaceSafety #CandidateVetting #PreEmploymentScreening #EmployeeVerification #BackgroundInvestigation #SecureWorkforce #RiskMitigation #HRCompliance #TrustworthyStaff #QualificationChecks #ScreeningSolutions
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Co-founder at Datapeople | helping organizations make hiring more efficient and fair
1moIt feels like Pay transparency is all the rage this week. Nearly every call I've had has discussed it. It's now coming to Europe with the EU directive and the member states starting to interpret it.