Restaffing after the Pandemic: Background Checks in the Finance Industry
As financial institutions reopen branches and expand hours, many will need to hire new employees. Some personnel may have moved on. Increased demand for lending programs may also require additional staffing.
During this turbulent time, it is more important than ever to vet new hires adequately. Background checks are critical for identifying risks posed by employees. Financial institutions must comply with both industry-specific laws and those impacting employers generally.
You need to manage the process carefully to avoid liability for inadequate or improper background checks. Aggrieved candidates can take advantage of options under the Fair Credit Reporting Act, discrimination laws, and invasion of privacy claims. It appears that both the EEOC and OFCCP are on the side of employees when there are charges of an improper background check.
- What are the best strategies for conducting background checks now?
- What do the EEOC and OFCCP require?
- How can the concept of reckless endangerment apply to background checks?
- What are the requirements of the Fair Credit Reporting Act?
- Should background checks include drug and alcohol abuse, driving records, and possible criminal records?
- Can you rely on reference checks?
- How do ADA and Title VII requirements apply to pre-employment testing?
- Should you test applicants for COVID-19? May you withdraw an offer if a candidate tests positive?
- May you withdraw an offer if a medical exam reveals a candidate has a compromised immune system?
- Can you require a medical clearance and temperature check?
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