Individualized assessment for hiring decisions
How to use the EEOC's Green factors and the location-specific worksheets in PreHireBadge instead of a blanket ban when a report contains records.
- 48 min
- 7 modules + exam
- Certificate of completion
For employers, HR, and hiring managers in the United States.
What you will be able to do
- Recite the three Green factors
- Tell arrests from convictions in the EEOC's framing
- Complete the location worksheet before the pre-adverse notice
Syllabus
- 1Why an individualized look existsA record is not a score. The EEOC's 2012 guidance is the federal starting point.7 min(open)
- 2The three Green factorsNature of the offense, time elapsed, and the nature of the job.8 min
- 3Arrests versus convictionsThe EEOC treats them differently. Many states and cities go further and bar arrests without convictions.7 min
- 4Write it down on the worksheetThe product will not send a pre-adverse notice until the assessment for that jurisdiction is complete.8 min
- 5What the person may bring youRehabilitation, good conduct, errors on the report, and context. You have to consider what arrives.7 min
- 6This is not a scoreDo not invent a points system that always rejects a category of offense.6 min
- 7This course stays pendingIt is tagged as a legal topic. The public hub hides it until counsel approves it.5 min
- Final exam10 questions. 80% passes. Opens after the last module.
- Certificate of completionYour name, the course, and the date, with a public page anyone can check.
Sources
The primary sources this course is written from.
- U.S. Equal Employment Opportunity Commission: Enforcement guidance on arrest and conviction records
- U.S. Equal Employment Opportunity Commission: Background Checks: What Employers Need to Know (with the FTC)
- California Legislature: Government Code section 12952
- New York State Senate: Correction Law section 753
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