The Commission intends this document for use by employers considering the use of criminal records in their selection and retention processes; by individuals who suspect that they have been denied jobs or promotions, or have been discharged because of their criminal records; and by EEOC staff who are investigating discrimination charges involving the use of criminal records in employment decisions.
The contextual framework for the Title VII analysis in this Enforcement Guidance includes how criminal record information is collected and recorded, why employers use criminal records, and the EEOC's interest in such criminal record screening.
The Commission, which has enforced Title VII since it became effective in 1965, has well-established guidance applying Title VII principles to employers' use of criminal records to screen for employment.
This Enforcement Guidance builds on longstanding court decisions and policy documents that were issued over twenty years ago.
See Also What You Should Know About the EEOC and Arrest and Conviction Records Questions and Answers About the EEOC's Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII This Enforcement Guidance is issued as part of the Commission's efforts to eliminate unlawful discrimination in employment screening, for hiring or retention, by entities covered by Title VII, including private employers as well as federal, state, and local governments.
Other common complaints include dissatisfaction with the company and its process Granted, it may be no surprise that complaints are on the rise. It's projected there will be over 12 million online dating subscribers this year compared with 10 million subscribers two years ago according to Jupiter research, an online research group. The Better Business Bureau tracked complaints from both matchmaking services and online dating sites. Online dating sites also drew criticism from customers. This year complaints are on track to reach record breaking levels. People claimed they were yelled at, ignored or told they were "too picky." Sometimes it was just a matter of not setting customers up with a certain amount of promised dates.In light of employers' increased access to criminal history information, case law analyzing Title VII requirements for criminal record exclusions, and other developments, the Commission has decided to update and consolidate in this document all of its prior policy statements about Title VII and the use of criminal records in employment decisions.Thus, this Enforcement Guidance will supersede the Commission's previous policy statements on this issue.