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New EEOC Rule Raises Bar on Criminal Background Checks for Warehouse Employees

New EEOC rules mean that distribution centers no longer will be able to reject job applicants for minor brushes with the law, a tougher position that will require you to take more care with hiring procedures.

(Boonton, NJ, September 10, 2012) — New EEOC guidelines are causing quite a bit of concern in the logistics industry as employers try to make sense of them, says Les Rosen of Employment Screening Resources. But there's no need to worry.

"No way, no how is an employer required to hire a dangerous person," Rosen says in the September issue of Distribution Center Management newsletter.

At many DCs, using criminal background checks to screen job candidates only makes sense. After all, cargo thieves help themselves to goods worth an estimated $25 billion a year, and warehouse employees often serve as a conduit to the bad guys. And occasional flare-ups of workplace violence have devastated several distribution centers in recent years.

But federal regulators say they're cracking down on employers who indiscriminately use criminal background checks to nix job applicants. Saying such policies discriminate against black and Hispanic job candidates, the EEOC has issued stricter guidelines surrounding criminal histories.

The September issue of Distribution Center Management provides readers with a six-point checklist on how to comply with the tougher rules for criminal background checks.


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For more than 40 years, Distribution Group publications have helped distribution center and warehouse managers increase productivity, cut costs, and meet increasing customer demands. Distribution Group publishes Distribution Center Management newsletter, books and reports, and a free e-newsletter.

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