“The Equal Employment Opportunity Commission’s current enforcement priorities include eliminating hiring barriers, exploring emerging workplace issues, and examining employer compensation practices, EEOC Commissioner Victoria A. Lipnic said at an April 24 conference.
Lipnic said EEOC established these priorities and others in its FY 2013-2016 strategic enforcement plan, which commissioners approved 3-1 in December 2012 (30 HRR 1377, 12/24/12).
In regard to hiring barriers, Lipnic discussed employers’ use of applicant screening tools, such as credit history and criminal background checks, that might have a discriminatory disparate impact on certain protected groups.
Speaking at the inaugural compliance symposium of the OFCCP Institute, Lipnic also highlighted EEOC’s interest in developing issues related to the Americans with Disabilities Act, and in enforcing equal pay laws.
The institute provides training programs for federal contractors in complying with equal opportunity, nondiscrimination, and affirmative action laws enforced by agencies such as EEOC and the Labor Department’s Office of Federal Contract Compliance Programs.
Credit History, Bias Link ‘Highly Debatable.’
Lipnic observed that EEOC over the past several years has held a number of public meetings on credit history and criminal background screening for employment purposes.
Although it could be argued that using credit screens in hiring might have a disparate impact on women and minorities…”
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