Since I threw a lot of material at you last week, I thought this week we would re-visit some of it and tie everything together. We’ve delved a bit into the EEOC’s Enforcement Guidance on the use of criminal background checks in the hiring process. We now have some understanding as to why the EEOC gets involved in the seemingly neutral practice of using criminal background checks in the hiring process. We now also have some knowledge of why the EEOC promulgated its Enforcement Guidance in the first place. We have also looked at the Employer Best Practices listed at the end of the Enforcement Guidance. What does it all mean though? Is the EEOC really looking to force employers to hire ex-convicts regardless of any threat to the company, employees’ or the public’s safety?

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