Brett Coburn was a featured speaker during the session "Disparate Impact Claims Based on Background Checks, Online Job Applications, and Other Barriers in Recruitment and Hiring" at program sponsored by the American Conference Institute (ACI). The following topics were covered during the presentation.
- EEOC spotlight on cases of disparate impact resulting from discriminatory hiring barriers (including pre-employment employee background checks and use of online job applications)
- What kinds of evidence does the EEOC consider in determining that there is a disparate impact caused by a company’s pre-employment background/criminal/credit check policy; tips and best practices for defeating such claims
- Understanding the distinctions between federal and state laws governing the running of criminal history and credit checks; exceptions and loopholes employers and their counsel should know about in defending against disparate impact claims based on credit checks
- Defending against disparate impact claims based on employer use of online job applications
- Claims of disparate impact on minorities based on their limited access to computers and the internet
- Claims of disparate impact on the disabled
- Defending against disparate impact claims based on unfair testing practices during hiring process
July 31, 2014
The Carlton Hotel / New York, NY