Why an individualized look exists
A record is not a score. The EEOC's 2012 guidance is the federal starting point.
Module 1 of 7 · 7 min read
The EEOC's Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of 1964 is the federal document this course starts from. It warns that an exclusionary criminal-record policy can violate Title VII if it is not job related and consistent with business necessity, and it describes an individualized assessment as a way to consider extra information. This lesson is educational and is not legal advice. State and city Fair Chance worksheets can require a longer factor list. Use those when the location requires them.
PreHireBadge Academy courses are free and educational. Completing a course or earning a certificate is not legal advice, not a professional license, and not a legal credential. Laws change. Read the cited sources and ask a qualified attorney about your own hiring decision.
- Arrests are not proof of criminal conduct, in the EEOC's framing
- Convictions still need a job-related look
- A blanket ban is the thing this course is here to stop