How can a company demonstrate that employment screening procedures serve legitimate business purposes?
We have to consider the nature of the employment screening procedures being used, and weigh those procedures against the position being hired for, within the company. The main question that we would want to address is, do those procedures actually serve a need? We're justified in using procedures that screen for citizenship, asking for social security numbers and so forth, due to the federal hiring laws. Most companies inform applicants that the applicant's background, including criminal history, credit history, and/or other areas will be checked. If the applicant agrees ...
This solution explains how a company can demonstrate that employment screening procedures have a specific, legitimate place in the application process. A thorough discussion is provided.