According to CareerBuilder’s 2012 Candidate Behavior Study, 77% of workers are actively searching for a new job or are open to a new opportunity. If you’re an employer, this insight should raise the alarm that the employment marketplace is shifting, and you probably ought to put renewed focus on the retention of your top talent. Creative leaders know that strong employee retention is often directly correlated to the strength of an organization’s culture, thus the ongoing cultivation of a solid corporate culture is high on their list of priorities. VIDEO: Corporate Culture – Why bother?
Employers Group Blog Connection
How do the new U.S. Equal Employment Opportunity Commission guidelines on criminal background checks affect your hiring practices? Actually, the guidelines highlight an already well-established rule under Title VII case law that the use—or rather misuse—of arrest and conviction records can lead to claims of unlawful discrimination under both disparate treatment and disparate impact theories. What the EEOC adds to the discussion with these guidelines, however, is additional clarity regarding the procedures employers should implement when using criminal records if they wish to avoid claims of employment discrimination.
Workplace investigations often play a supporting role in employment discrimination cases but can actually take center stage when an employee or former employee alleges the investigation itself was flawed. The claim is called negligent investigation. The law of negligence holds employers to the standard of what a “reasonable” employer would have done under the circumstances, not necessarily what an exceptional employer would have done. Nonetheless, there are practices all employers should adhere to when conducting investigations if they wish to avoid exposing the company to the risk of a negligent investigation claim.