Before deciding to perform a background check on a potential employee, it is important to understand the process involved. The process is legally required, requires written consent, and goes deep. Listed below are some of the main factors to consider when conducting a background check on a potential employee. Here is some information to help you make an informed decision. Also, it is important to note that background checks must comply with federal laws, including the Fair Credit Reporting Act.
Required by law
In New York, employers must provide time off from work to employees to participate in voting. While only two hours must be paid, an employee must have four consecutive hours off from work to exercise their right to vote. In New York, this must be posted in the school’s main entrance or a conspicuous place in the building. The policy must also include information on safe use of the internet. Ultimately, the law protects employees.
The law also prohibits discrimination based on marital or familial status, hair texture, or hairstyle, and status as a domestic violence or stalking victim. Several other laws prevent discrimination based on political activity, non-conviction arrest records, or convictions. For more information about New York’s anti-discrimination policies, see the state’s official website. You can also use the New York State Register to find a list of other laws governing employee protection in the workplace.
Protected from discrimination
Regardless of what kind of background check you’re doing, you are protected from discrimination in New York. New York state law prohibits employers from discriminating against employees, including those with protected characteristics. Often, these laws have a very simple definition: an employee must have a protected characteristic, receive adverse treatment based on that characteristic, or have been forced to undergo accommodation because of that characteristic.
Under New York law, employers must consider several factors when assessing potential hires and employees. For example, the law prohibits discrimination based on salary and crimes committed when the applicant was a minor. Additionally, employers must consider the nature of the crime, and the length of time since the applicant was convicted of it. Otherwise, they may not be able to overcome their failure to consider these factors, and the result could be discriminatory.
Requires written consent
As a rule, employers must obtain written consent from the applicant before running a background check. Once the background check is completed, if the results reveal negative information, employers must follow a two-step process. This article will discuss the two steps and what they mean for the applicant. If you’re wondering why you need to ask for written consent before running a background check, consider the following:
First, an applicant’s background is protected under New York law. Employers may not use a criminal record to exclude a candidate from employment. Likewise, employers cannot ask about arrests and charges that have not been proven to be true. In addition, employers may not ask about sealed records or youthful offender adjudications if the applicant has never been convicted of a crime.