TAMPA FL / August 23 2010 — Alarmed by the widely published Associated Press article from August 11th with the headline, “Some Job-Screening Tactics Challenged as Illegal,” AccuScreen has mounted a public response to counter statements that company leaders believe could misinform employers about their hiring rights.
In a webinar to be held Wednesday August 25 from 2 p.m. to 3 p.m. EST, Connell will unravel misleading facts in the article and explain employers’ hiring rights in regard to conducting a criminal background check and verifying the truthfulness of an applicant’s resume or job application.
Connell, the CEO of employment screening services company AccuScreen and outspoken proponent of employer hiring rights, believes the article is misleading and may have the effect of needlessly scaring employers about taking necessary steps to protect their companies.
“The article says that ‘companies using criminal records or bad credit reports to screen out job applicants might run afoul of anti-discrimination laws as the government steps up scrutiny of hiring policies that can hurt blacks and Hispanics’ — that is just ridiculous,” said Connell. “Employers have the right to ensure that they are hiring employees that will not jeopardize their company.”
The one-hour webinar, “Employee Screening Rights: 3 Must-Know Rules to Avoid the Wrath of the EEOC, hosted by Connell, will explain:
· Employer’s rights in regard to running background checks on employees or job candidates
· The top 7 resume lies and how to spot them
Those interested in attending the free webinar can register online at:
“Employers cannot be made afraid to run a background check on applicants in order to protect their company, their employees, and their customers. In fact, laws have been passed making it mandatory to do criminal background checks in such industries as healthcare and daycare,” Connell said.
Those who cannot attend the webinar are encouraged to register for the event; a complimentary white paper, ‘Screening Job Applicants Without Discriminating,’ will be made available to all webinar registrants.
According to Connell, background checks can actually protect employers from being sued if an employee states he or she was fired or not hired because of illegal discrimination. “If the selection procedure has a disparate impact based on race, color, religion, sex, or national origin, can the employer show that the selection procedure is job-related and consistent with business necessity? An employer can meet this standard by showing that it is necessary to the safe and efficient performance of the job.” These guidelines, says Connell, comes directly from the EEOC.
Kevin Connell is available for comment on this subject. For interview inquiries, contact Sue Marriott at 1.800.689.2228 ext # 1100.
About Kevin Connell:
Kevin G. Connell is a renowned professional background screening expert. He is recognized for his expertise on employment background screening, criminal record checks, workplace fraud, embezzlement, employee theft, resume fraud and negligent hiring in the workplace. Connell has spoken at numerous business, security & human resources conferences, including twice providing testimony before the Florida Supreme Court. He is widely quoted, has had several articles published in magazines, has been featured on television, including ABC-TV “Money Matters,” the Fox News Channel and has been interviewed on more than 126 live talk radio programs. Connell is a former founding Director of the National Association of Professional Background Screeners (NAPBS); he served on the board from 2003-2005.
Since 1994, AccuScreen.com, (http://www.accuscreen.com) has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background checks. Its reports are delivered to companies across the world in 2-72 hours.
410 S. Ware Blvd. Suite 607
Tampa, FL 33619
1.800.689.2228 ext # 1100
This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.