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What to Do If an Applicant Has a Criminal History
- The current labor market trends affecting employers’ decision to hire workers with criminal histories
- Why employers need to ensure solid due diligence practices in making hiring decisions
- The new “ban the box” requirements in certain municipalities and best practices to ensure compliance
- EEOC’s position on using criminal background checks in hiring decisions
- Key factors to build a balanced and strategic approach that helps grow and develop talent in line with “fair chance” practices
Overview of the webinar
- Stevenson will walk you through the current labor market trends that will likely affect your decision as an employer, and explain why you need to ensure solid due diligence practices in making hiring decisions
- She will bring you up to speed with the new “ban the box” requirements in certain municipalities, and review the best practices to ensure compliance
- She will review the EEOC’s position on using criminal checks in hiring decisions, and explore the key factors to build a balanced and strategic approach to grow and develop talent with “fair chance” practices
- Get practical guidance on how to successfully hire employees with criminal histories
Who should attend?
- Human resources professionals
- Business owners
- Senior leaders of companies
- Recruiters (external and internal)
Why should you attend?
- After attending this webinar, you will be able to build or modify your hiring practices to appropriately deal with applicants with criminal histories
- It will enable you to incorporate the necessary processes and actions to practically deal with candidates who have criminal histories
- Attending this session will improve your understanding of the labor market, and also help you know how fair chance hiring regulations affect you as an employer—even if you don’t currently need to comply with the municipal regulations
- You’ll know how to create a long-term talent acquisition strategy that considers workers with criminal histories, so that your overall workforce contributes strongly to the success of your business
Faculty - Ms.Melveen Stevenson
Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.
Melveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement, enhancing leadership presence, and optimizing diverse workforce groups.
Over the last 18 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products.
Melveen is certified through the Society of Human Resource Management (SHRM-SCP) and the Human Resources Certification Institute (SPHR). In addition, she is certified in Extended DiSC® for individuals, pairs, and groups.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.