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Hiring practices and legal compliance

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Meinert, D.. (2011, February). Seeing beind the mask. HRMagazine, 56(2), 31-32,34,36-37. Retrieved February 20, 2011, from ABI/INFORM Global. (Document ID: 2251277611). http://proquest.umi.com/pqdweb?did=2251277611&sid=2&Fmt=3&clientId=29440&RQT=309&VName=PQD

Winn, E. (Sept.-Oct. 2003) "Employee Crime and Employer Punishment," Progressive Rentals, 40-43. Retrieved Feb. 20, 2011 from http://www.rtohq.org/rent-to-own/files/backgroundcheck.pdf

Discuss the important issues presented in these two articles.

What expert recommendations would you make to private-sector organizations deciding whether or not to conduct investigations or other pre-employment inquiries of employees?

What negative results could happen if background screening isn't conducted? What does the term "negligent hiring" mean and why might it apply when thorough background screening isn't conducted?

What specific laws governing the private sector should human resource managers be knowledgeable of concerning screening pre-hires? Why?

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My expert recommendation to private sector companies that are in dilemma over conducting pre employment investigations is that each organization should make reasonable efforts in ensuring that the hired employees have a clean history to ensure that in the case of any future criminal crime that may be committed by the hired employee, the organization is not accused of negligent hiring. Since such background checks are relatively inexpensive now days, each ...

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  • BCom, SGTB Khalsa College, University of Delhi
  • MBA, Rochester Institute of Technology
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