Any time a municipality implements ban-the-box legislation, or any legislation that affects pre-employment background screening, hiring managers and HR Departments should immediately take note.
WALTHAM, Mass. (PRWEB) August 07, 2020
Shelby County, Tennessee continues to push ban-the-box legislation despite the recent Covid-19 related recession, which should immediately alert HR departments and hiring managers to ensure hiring policies are fully compliant with new and existing law. Adam Almeida, President and CEO of CriminalBackgroundRecords.com states: “Working with a well-qualified third-party pre-employment background screening agency, such as CriminalBackgroundRecords.com, remains a best practice to stay compliant with new ban-the-box laws.”
Civic leaders in Shelby County are working to get more of their citizens opportunity for gainful employment through ban-the-box legislation.
From WMC Action News 5 (July 10, 2020):
In order to work for Shelby County Government, potential applicants must respond to questions regarding job experience or education.
The applicant also may also have to reveal past criminal convictions.
For the thousands of ex-offenders in Shelby County who re-enter society every year, revealing that information could have huge consequences. (1)
While the action is specific to government work within the county, the impact could be far reaching.
Almeida adds: “Laws that impact only government jobs can often evolve into laws governing the private sector as well, and this is what hiring managers should continue to monitor.”
It did not take long for the County to approve the action.
From Commercial Appeal’s website (July 27, 2020):
The full Shelby County Commission voted unanimously Monday to "ban the box" asking about arrest or conviction histories on applications for jobs with Shelby County government.
Exceptions include if the question is "substantially related to potential job duties," such as someone working in corrections, or it's required by state or federal law. (2)
Almeida concludes: “Any time a municipality, from the largest city to the smallest county, implements ban-the-box legislation, or any legislation that affects pre-employment background screening, hiring managers and HR Departments should immediately take note. A best practice will always be to work with a well-qualified third-party pre-employment background screening agency, such as CriminalBackgroundRecords.com, in order to remain fully compliant with law. Failure to do so could result in potential legal action and/or financial penalty.”
CriminalBackgroundRecords.com is a third-party employment screening company, an advocate of SHRM, a member in good standing with the PBSA (Professional Background Screening Association) and for over 17 years has maintained an A+ Rating with the BBB (Better Business Bureau). The company has highly trained operators well versed in the needs and requirements of companies and organizations large and small utilizing public records, such as criminal background records, as part of a hiring process. Assisting companies in maintaining full compliance under the law is a central tenet of all client relationships with CriminalBackgroundRecords.com.