Background checks are ingrained in law and compliance. The Fair Credit Reporting Act (FCRA), state laws, and local ordinances define relevant requirements and restrictions. Courts and government agencies are often the sources of some records. In fact, laws may be why you screen in the first place, with many industries facing regulations. Most importantly, no matter how or why you screen your employees, you, as an employer, have legal obligations. Employers must obtain and use background checks according to various laws.
Join us for this webinar to learn where compliance updates and background checks are in the news. We’ll let you in on what trends we are tracking, from automatic expungement laws to wider recreational cannabis legalization. You’ll also see how courts are ruling on cases involving critical disclosure and authorization documents. Join us to learn about compliance topics trending in 2023:
FCRA 101 – Refresh your understanding of core FCRA requirements. Get the top news about changes that may help expand your knowledge of the federal law.
Beyond Ban the Box – New state and local laws place restrictions on the use of background checks and drug tests. Get our take on what’s been going on and what movements are gaining momentum, including an increase in automatic expungements. You’ll want to hear about it.
Consumer Privacy Impacts – Courts have heralded a new era of criminal history. In some cases, they've even redacted some identifiers on public records. This is a hotly monitored concern for background screeners and employers alike. Compliance is fundamental to using background checks in your hiring process. We’ll also share some resources to help you review your background screening policy. You may walk away with a better understanding of central compliance concerns – and other emerging trends to monitor. Sign up to hear about these compliance updates and examples of what background screening laws may impact your organization.
Disclaimer – The information, research and/or observations in this presentation should not be construed as legal advice, guidance and/or counsel. You should consult with an attorney about any legal matters. Employers need to check the laws that may apply to their organization based on its location, industry, types of positions employed, and other relevant factors.