Savina Consulting

[...] implicit bias, which asserted that white managers subconsciously favored whites over African Americans in their decisions about hiring and promotions.  Judge Blink held that the Plaintiffs [...]

[...] seven years ago, where statistical disparities in hiring rates were found between whites and African Americans, Hispanics, Asians, and Native Americans.  Additionally, women were sometimes [...]

[...] Following the EEOC’s lead on the use of criminal history records in making hiring decisions, the OFFCP has issued a directive cautioning government [...]

[...] prior to being let go. Employers are advised to review their policies regarding criminal history records check policies very carefully. To summarize the EEOC’s guidance, employers [...]

[...] criminal history background be job related for the position in question and consistent with business necessity.  Find the article at:  http://huff.to/YwR6cu [...]

[...] a criminal record exclusion if they can show that it is job related and consistent with business necessity by considering: – the nature and gravity of the individual offense or conduct; – [...]

[...] to exclusions that would be job related for the position in question and consistent with business necessity; 5) train decision makers on how to carry out the policy in accordance with Title VII. [...]

[...] Here’s a good article on the latest EEOC litigation on criminal background checks (http://bit.ly/11nFInW).  It underscores the fact that criminal background checks [...]

[...] and flexible * identify the essential requirements of each position and articulate the specific offenses that would generally demonstrate unfitness for performing it * conduct an individualized [...]

[...] job requirements and actual circumstances under which jobs are performed; 3) determine the specific offenses that may demonstrate unfitness for performing such jobs, and the duration of exclusions; 4) [...]

[...] applicants from employment based on criminal history.  The OFCCP cautions that federal contractors should not categorically exclude applicants with criminal history records.  Such [...]

[...] and engage in individualized assessments if they have screening policies that consider criminal conduct.  Federal contractors may still utilize a criminal record exclusion if they can show [...]

[...] : 1) narrowly tailor written policy and procedure for screening applicants and employees for criminal conduct; 2) identify essential job requirements and actual circumstances under which jobs are [...]

[...] ’s guidance, employers should: 1) narrowly tailor written policy and procedure for screening applicants and employees for criminal conduct; 2) identify essential job requirements and actual [...]

The EEOC recently published enforcement guidance on the consideration of arrest and conviction records when making employment decisions.  Policie [...]

[...] Following the EEOC’s lead on the use of criminal history records in making hiring decisions, the OFFCP has issued a directive cautioning government contractors on excluding applicants [...]