PRE-EMPLOYMENT SCREENING TAKES ON NEW IMPORTANCE

Chicago employment law attorney Michael D. Karpeles discusses the legal do's and don'ts of pre-employment screening.

PRE-EMPLOYMENT SCREENING
TAKES ON NEW IMPORTANCE

CHICAGO, ILL.--As the country continues to maintain its "high alert" status, look for companies to conduct more comprehensive pre-employment screenings and be more vigilant in the hiring process, says Michael D. Karpeles, head of the Labor and Employment Practice Group at the Chicago law firm of Goldberg, Kohn, Bell, Black, Rosenbloom & Moritz, Ltd.

   "Previously, many companies only paid lip service to pre-employment background checks," explains Karpeles. "They either didn't have the resources to conduct proper checks or felt they held little value. Companies are now realizing that the time and money spent on a properly conducted pre-employment screening can help ensure a safe and secure workplace."

   Restrictions have been placed on employers over the years as to what type of pre-employment information cannot be obtained from prospective employees, such as their religious preferences and disabilities. Still, there is still much that can be learned about an employment candidate says Karpeles. "Employers can conduct criminal background, education and credit checks, as long as the restrictions in the federal Fair Credit Reporting Act and similar state laws are followed.

"Employers can also conduct drug testing and administer other pre-employment tests to screen job candidates, although federal and state laws regulate these tests as well. Pre-employment tests, for example, should be job-related and not have a substantial adverse impact on minorities. Compliance with these laws is achievable and many companies find that the time and cost of compliance is justified by the benefit of ensuring better quality hires."
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