The “Ban the Box” is a law that took effect on January 1, 2014, and it inhibits companies from asking about a potential employee’s criminal history on the initial applications for employment (Deitchler, Fliegel, Fitzke, & Mora, 2013). The Equal Employment Opportunity Commission (EEOC) endorsed this Ban the Box in that its contemplation of criminal history of arrests or convictions in the Title Ⅶ of the Civil Rights Act of 1964 (Deitchler, Fliegel, Fitzke, & Mora, 2013). It is directly related to employer’s ability to hire those employees with a criminal past to be compliant with the fair employment requirements. Employers have a balancing act to perform because they should be aware of risks related to negligent hiring. In the case of litigation …show more content…
Examples include rumination of an employee due to drug use and layoffs during times of downturn (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Voluntary turnover is turnover initiated by the employee, often when the organization would prefer to keep them (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Examples of these are employee retirement, or when an employee takes a job at a different organization. Both turnovers are costly to the organizations, training new hires takes time and money and replacing those works is expensive. Employees that left because of extreme job dissatisfaction can deliver bad publicity and shine an unfavorable light towards the organization in which the employee …show more content…
(2014, November 17). New 'Ban the Box ' law tripping up Minnesota employers. Star Tribune [Minneapolis]. Retrieved from http://www.startribune.com/new-ban-the-box-law-tripping-up-minnesota-employers/282888141/
Deitchler, D., Fliegel, R., Fitzke, S., & Mora, J. (2013, May 17). Minnesota Enacts “Ban the Box Law" Prohibiting Employment Application Criminal History Checkmark Boxes and Restricting Criminal Record Inquiries Until After Interviews or Conditional Job Offers | Littler Mendelson P.C. Retrieved from http://www.littler.com/minnesota-enacts-%E2%80%9Cban-box-law-prohibiting-employment-application-criminal-history-checkmark-boxes
McQuerrey, L. (n.d.). The Advantages of Surveys in the Workplace | Chron.com. Retrieved from http://work.chron.com/advantages-surveys-workplace-8212.html
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Son, S. (2015, January 14). The Pros And Cons Of Employee Feedback Surveys. Retrieved from
The use of criminal record databases by employers has greatly increased since the 1990s when the information first became relevant (Appelbaum, 2015). The biggest rise in background searches began after the terrorist attacks in New York City on September 11, 2001. Mr. Uggen, a criminologist at the University of Minnesota, states that there is a problem with criminal background checks considering most employers have no idea what they should be looking for. With every business owner having different concerns about potential applicants, “we haven’t really figured out what a disqualifying offense should be for particular activities (Appelbaum,
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
...s invasion outside the workplace, the limits to how much they can influence and invade personal lives become increasingly blurred. However, encouraging and offering incentives to employees to comply with this policy outside the workplace is not wrong as it would benefit the employees to do so. Having this policy inadvertently discriminates its employees based on their location, as discrimination whether direct or indirect is ethically integral to determining something as justifiable. As the process of justification is indeed like smoking, after doing it once, it becomes easier to do it again. Once it is done successfully to one case, it becomes more malleable as it can become synthesized to more and more complex and controversial cases.
In this particular case, the firm collects a wide variety of information on its employees. For current employees, the focus is through workplace cameras, monitoring internet traffic through workplace computers, GPS tracking on employer vehicles. Prospective employees are analyzed by pre-employment personality tests and background checks. There are certain guidelines as far as what information can be collected and used against an employer. Focusing more on employer monitoring at the workplace would give a better insight on what can and cannot take place. Further, we will look into the risk that employers c...
In todays society, criminal background checks are a common practice among small to large businesses. Background checks are a crucial step within the hiring process for numerous company’s. They provide important and unique information on potential candidates to employers. For some, employers want an idea on who they are hiring and if they would be a reliable asset to the company. Businesses who deal in the retail, educational institutions and security firms must be extra cautious when hiring new personal. For some company’s, hiring a potential candidate with criminal history could cause public outrage or lawsuits in the future. In 2012 the Equal Employment Opportunity Commission (EEOC) issued guidelines on how past conviction records can
The Survey Feedback method uses employee questionnaires to systematically determine the connection between attitudes and production (Burke, 2014) Floyd Mann identified a missing piece in this method. Once the results of the survey were shared with leaders and managers, whether they chose to share the results with subordinates or if any discussions on the results of the survey were conducted, was largely left up to the discretion of the leaders or managers. There was no follow through to ensure the results were shared or steps for improvement put in place. Mann helped develop a better way to use and incorporate the information collected from employee questionnaires, now known as the Survey Feedback
Employee theft is a crime that is costing U.S. companies a great deal of money. Employee thefts are growing in number, partially because the perpetrators really do not see themselves as criminals and rationalize what they are doing in much the same way as taxpayers rationalize income tax fraud. Employee theft is one of many personnel problems that is easier to prevent than to solve. Prevention should begin before an applicant becomes an employee. Some theft prevention might include recruiting trustworthy employees which includes performing background checks to help screen applicants. However, a background check or criminal records check does have its limitations. For example, most people who steal from their employees are never caught.
Background checks are different for different industries but some common background check records were conducted for a job applicant those are like criminal checks, reference checks, certification checks, financial checks, bank checks, frauds, credit checks, driving and other personal related checks. Compared to the past five years the background checks were increasingly done there are several reasons for performing these checks. Now a day’s these employee background checks were frequently done by the companies because to make the recruitment process so ethical and also to recruit the right candidate. Companies are performing these to hire right candidate among the all job applicants. If this check was not performed correctly then company is responsible for negligent hiring of the candidates into the organization. Employers are timelier for checking all the related information from that information they prepare the report and based on the report the hiring process continuous. Employers check the following information of an applicant as shown in table 1.2. In 2000 a survey results that 86% of the employers performing background checks are done for gathering employment history, 81% of the time on criminal records, 78% of the time on drug screening and 71% of the reference checks were performed by the employers on the employee background checks