The EEOC recently issued new guidance for employers that use arrest and conviction records in making employment decisions. The guidance discourages employers from using a policy or practice that excludes applicants based solely on the fact of an arrest or a criminal conviction. In light of a recent study which found that 92% of employers use criminal background checks to inform employment decisions, employers are well advised to heed the EEOC's new guidance when developing policies and practices for background checks. Fennemore Craig attorney Carrie Pixler Ryerson discusses the lessons employers can learn from this new guidance.
