How to Fairly and Legally Evaluate Applicants’ Criminal History Information

In order to effectively and consistently evaluate the criminal histories of prospective and current employees, it is important that employers consider which criminal offenses are relevant to specific jobs. Additionally, the age and frequency of offenses should also be considered when evaluating relevancy. In this webinar, we will walk through the process of developing a criminal history relevance matrix, an effective tool for documenting employers’ policies with regard to the impact of individuals’ criminal histories on their employment eligibility.

Problem Addressed:

The need to fairly and consistently evaluate the criminal histories of applicants and employees.

Learning Objectives:

1. Understand the impact of Title VII of the Civil Rights Act on the use of criminal history

information.

2. Identify the two ways employers use criminal history information.

3. Understand the factors employers may consider when evaluating criminal history.

4. Understand how to create a criminal history relevance matrix.

About the speaker:

Mike Coffey, SPHR, SHRM-SCP

Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant. In 1999, he created Imperative to bring high quality, high tech, and high touch to the employment background screening market.

Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver Screening brand, many more private estates, family offices, and personal service agencies.

Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative is included in the prestigious Best Places to Work lists for both Fort Worth and Texas and was named the Texas state chamber of commerce’s small business of the year.

Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).

Mike lives in Fort Worth with his very patient wife, and they are one high-school graduation or juvenile court sentencing away from being empty nesters. He maintains his sanity by practicing yoga and improv comedy, often unintentionally at the same time.

This program is pending 1 HR General credit through HRCI.

This program is valid for 1 PDC for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

Mid Cities HR Association is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP^® or SHRM-SCP^®.

All online reservations are due by close of business on the Monday before the meeting.  Online registration will be closed at that time. 

Cancellations & Payments:
We regret that we must charge members and guests the cost of the event when cancellations are not received at least 48 hours prior to the event day. Also, all payments must be made before or by the time of attendance.  By submitting your registration, you agree to these conditions. We appreciate your understanding and support. 

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