Why are criminal background checks and reference checks important in employment?

  

Mod 6 AssignmentPart 1 (25 points):Describe why criminal background checks and reference checks are important in today’semployment. Feel free to present an article or example to validate your viewpoint.Cite thesources uses to substantiate your opinion.Part 2 (25 points):Please look at Figure 12.1 which summarizes Equal Opportunity Laws (not the ExecutiveOrders).Select ONE of the laws. Read about it. Describe what it means to you. What are key issues?As a supervisor, what is your responsibility to uphold this law in the company and among theworkforce? Are you able to separate your personal opinion from your legal responsibility?

Introduction:
In today’s employment environment, employers face the challenge of hiring the right candidates for their organizations. While the hiring process includes many aspects, an important aspect is conducting criminal background checks and reference checks. Employers are increasingly recognizing the importance of these checks in ensuring that they hire the best talent and safeguard their organizations.

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Description:
Part 1 of this assignment requires us to examine why criminal background checks and reference checks are crucial in today’s employment. As an expert in the field, I believe that conducting these checks helps employers make informed decisions about hiring suitable candidates and minimizing the risk of misconduct in the workplace. For instance, a study by the Society for Human Resource Management revealed that 73% of organizations conducted criminal background checks on all candidates, while 90% conducted them on some candidates. Employers conduct reference checks to verify the candidate’s work experience and qualifications, as well as to validate their character.

To further substantiate the importance of these checks, an article in the Harvard Business Review reported that even organizations like Uber, which faced an array of business and legal challenges, increased their investment in background checks. While some critics argue that these checks could result in discriminatory practices, the Equal Employment Opportunity Commission (EEOC) provides guidelines to minimize such practices.

Part 2 of the assignment requires us to examine one of the Equal Opportunity Laws listed in Figure 12.1 and discuss our understanding of the law, its key issues, and our responsibilities as supervisors in upholding the law. As an expert, I would choose the 1964 Civil Rights Act, which prohibits discrimination based on race, color, religion, sex, or national origin.

To me, this law means that employers must ensure that no discrimination takes place against employees or job applicants on the bases listed above. Key issues include ensuring that job postings, interviews, and salaries are free from bias, and that promotions and training opportunities are available to everyone regardless of their background. As a supervisor, my responsibility is to understand and implement this law in my organization, ensuring that all policies and practices are aligned with it. It is also my responsibility to ensure that any complaints of discrimination are handled appropriately and that employees are aware of their rights. Although personal opinions can influence decision-making, my legal responsibility as a supervisor should always take precedence.

Sources:
Society for Human Resource Management. (2018). 2018 HR Professional’s Guide to Employment Background Checking. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%202018%20Employment%20Background%20Checking%20Guide.pdf

Groysberg, B. (2018). Background Checks Are Essential in the Era of #MeToo. Harvard Business Review. https://hbr.org/2018/05/background-checks-are-essential-in-the-era-of-metoo

Equal Employment Opportunity Commission. (n.d.). Equal Employment Opportunity is THE LAW. https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf

Objectives:

1. Explain the significance of criminal background checks and reference checks in modern employment practices.
2. Analyze the legal basis and implications of Equal Opportunity Laws.
3. Evaluate the responsibilities of a supervisor to uphold and enforce the chosen Equal Opportunity Law in the workplace.
4. Develop an understanding of personal and professional ethics and the importance of separating personal opinions from legal responsibilities.

Learning Outcomes:

1. Identify the reasons for conducting criminal background checks and reference checks in today’s employment practices and discuss their benefits and limitations.
2. Summarize the key provisions of the selected Equal Opportunity Law and analyze its implications on employment practices.
3. Evaluate the roles and responsibilities of a supervisor in upholding the selected Equal Opportunity Law in the workplace.
4. Evaluate personal and professional ethical dilemmas when enforcing Equal Opportunity Laws and identify strategies to separate personal opinions from legal responsibilities.

Part 1: Why Criminal Background and Reference Checks are Important in Today’s Employment

Headings:

Introduction
Importance of Criminal Background and Reference Checks
Article/Example validating the viewpoint
Sources

Part 2: Understanding Equal Opportunity Laws

Headings:

Introduction
Summary of Figure 12.1
Selected Equal Opportunity Law and Key Issues
Supervisor Responsibilities to Uphold the Law
Separating Personal Opinion from Legal Responsibility

Solution 1: Importance of Criminal Background Checks and Reference Checks in Today’s Employment

Criminal background checks and reference checks are crucial in today’s employment to ensure a safe and productive working environment. Conducting a criminal background check can reveal any past criminal records and help employers determine whether a candidate is fit for the job. This can prevent workplace violence, theft, and other unwanted incidents that can cause harm to the workplace and its employees.

Reference checks, on the other hand, can provide valuable information about a candidate’s work history, skills, and character from their previous employers or colleagues. This information can help employers make an informed decision about a candidate’s potential fit for the job. A positive reference check can strengthen a candidate’s candidacy while a negative reference check can raise red flags and lead to a candidate’s rejection.

According to a survey conducted by the Society for Human Resource Management, as many as 96% of companies conduct criminal background checks on their job candidates, while 94% conduct reference checks. Employers must make sure that the background checks and reference checks are conducted in compliance with the applicable laws and regulations.

Sources used to substantiate this opinion include “Background Checks: What Employers Need to Know” by the U.S. Equal Employment Opportunity Commission, a research report by the National Association of Professional Background Screeners, and “The Importance of Reference Checking” by the Society for Human Resource Management.

Solution 2: Understanding Equal Opportunity Law as a Supervisor

One of the most critical Equal Opportunity Laws is Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin. Title VII also covers harassment based on any of these factors and retaliation for reporting or opposing discriminatory practices.

As a supervisor, it is your responsibility to ensure that all your employment practices are compliant with Title VII, and you must take necessary measures to prevent harassment and discrimination in the workplace. This includes conducting fair and equitable hiring processes, providing equal opportunities for training and promotion, and maintaining a harassment-free work environment.

Key issues to consider when upholding Title VII as a supervisor include ensuring that all your employees understand the importance of complying with the law and that they are trained to recognize and report any instances of discrimination or harassment. Additionally, you should be aware of your company’s policies and procedures regarding equal opportunity and promote a culture of inclusion and diversity in the workplace.

It is crucial to separate your personal opinion from your legal responsibility as a supervisor when it comes to upholding Title VII. Even if you personally disagree with the law or certain aspects of it, you must still enforce and comply with it to ensure a fair and nondiscriminatory workplace for all employees. Sources used to substantiate this opinion include Title VII of the Civil Rights Act of 1964 itself and guidance from the U.S. Equal Employment Opportunity Commission on preventing workplace discrimination and harassment.

Suggested Resources/Books:
1. “Background Checks and References: Getting Job Offers” by Alison Doyle
2. “Reference Checking for Everyone” by Paul Falcone
3. “The Employer’s Legal Handbook” by Fred S. Steingold and Lisa Guerin

Similar Asked Questions:
1. How do background checks impact employment?
2. What are the benefits of performing reference checks?
3. What legal implications are involved in conducting background checks?
4. How do equal opportunity laws protect employees and job applicants?
5. What are the consequences of violating equal opportunity laws in the workplace?

Part 1: The Importance of Criminal Background Checks and Reference Checks in Employment

Background checks and reference checks are essential in today’s employment for several reasons. Firstly, background checks help employers to ensure that they hire individuals with a clean criminal record. This is crucial for certain job positions that require a high level of trust and responsibility, such as positions in the healthcare, finance, and education sectors. By conducting background checks, employers can ensure that they provide a safe workplace for all employees and customers.

Secondly, reference checks enable employers to verify the credentials of job applicants. This involves contacting previous employers, colleagues, or other professional references provided by the applicant to gain insight into their work ethics, attitude, and performance. Reference checks are important as they help employers to avoid potential bad hires, as well as provide a better understanding of the applicant’s suitability for the role.

According to an article by the Society for Human Resource Management (SHRM), around 96% of employers conduct at least one type of background check during the recruitment process. In the same vein, reference checks help employers to verify information provided by applicants and get a better understanding of their potential fit in the workplace.

Part 2: Understanding Equal Opportunity Laws as a Supervisor

Equal opportunity laws play a significant role in ensuring that all employees and job applicants are treated fairly and equally in the workplace. The law that I have selected from Figure 12.1 is the Age Discrimination in Employment Act (ADEA). ADEA protects employees and job applicants aged 40 years and above from age-based discrimination in the recruitment, hiring, promotion, and other aspects of employment.

As a supervisor, it is my responsibility to uphold this law in the company and among the workforce. This involves educating employees on the importance of treating all individuals equally and avoiding any discriminatory practices. Additionally, it requires establishing policies that prevent discrimination based on age and strictly enforcing them.

Separating personal opinions from legal responsibilities is necessary for upholding equal opportunity laws in the workplace. It is important to act in the best interest of the company and employees, and not let personal beliefs affect decision-making processes. By maintaining professionalism and adhering to legal regulations, supervisors can create a fair and equal workplace where all employees can thrive.

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