Hiring Compliance for Recruiters Live Webinar Online

On Demand Webinar Credits HR Certification Institute, SHRM, CLE ( In Partnership With Lorman Business Center, LLC)

July 27 at 1:00 - 2:30 pm EST

Don’t let your recruiting practices get you into legal trouble.

Recruiters today must navigate an increasingly complex series of state and federal laws to keep their hiring practices compliant. From job postings and background checks to interviews and post-offer exams, the recruitment landscape is fraught with legal pitfalls. Further complicating matters, states are increasingly passing “ban the box” legislation that may ensnare unwary recruiters. This topic helps recruiters understand how to analyze their job postings for compliance with anti-discrimination laws and how to navigate various state “ban-the-box” laws. The material also simplifies and walks recruiters through the Fair Credit Reporting Act’s (FCRA) seemingly complex background check procedures. Failure to comply with the FCRA is one of the most common and costly mistakes recruiters make. This topic will help recruiters avoid FCRA litigation and establish best practices. The information will also help recruiters prepare lawful interview questions by providing examples of what to ask, how to ask it, and why. Finally, this topic will address when post-offer medical exams, such as drug tests, are allowed and how they should be administered to avoid allegations of discrimination.

Learning Objectives

  • You will be able to discuss recent developments in state ban the box laws.
  • You will be able to explain how to perform lawful background checks under the Fair Credit Reporting Act.
  • You will be able to identify and avoid unlawful interview questions.
  • You will be able to review your job postings for potentially discriminatory language.

Agenda

Job Postings and Applications: Avoiding Discrimination and Navigating "Ban the Box" Laws
  • Does Your Job Posting Discourage Applicants of a Certain Age, Sex, or Race?
  • How to Navigate the Ever-Increasing State "Ban the Box" Laws
Background Checks and the FCRA: Avoiding the Pitfalls of Information Gathering
  • What Your Consent Forms Should (and Should Not) Contain
  • How to Lawfully Complete Background Checks Under the Fair Credit Reporting Act
  • What Screeners Should Not Be Doing on Your Behalf
Interviews: What You Can Ask and How to Ask It
  • What Categories of Information Are Off Limits and Why
  • Ask This, Not That
  • Interviewing in the Time of COVID-19
Post-Offer Drug Tests and Medical Exams: Know the Limitations
  • Drug Testing in States With Medical and Recreational Marijuana Laws
  • When Employers May Require Post-Offer Medical Examinations
Who should attend?
This live webinar is designed for human resource managers, personnel managers, recruiters, presidents, vice presidents, business owners, managers and attorneys.


Your Instructor


Brook T. Barnes
Brook T. Barnes
  • Senior associate in the San Diego office of Procopio, Cory, Hargreaves & Savitch LLP
  • Practice emphasizes all aspects of labor and employment litigation and counseling
  • Conducts regular seminars and workshops on employment law developments and best practices
  • California Western School of Law Appellate Team Coach
  • J.D. degree, California Western School of Law; M.A. degree, summa cum laude, Sam Houston State University; B.S. degree, Texas A&M University


Clint S. Engleson

Procopio, Cory, Hargreaves & Savitch LLP

  • Associate in the San Diego office of Procopio, Cory, Hargreaves & Savitch LLP
  • Practice emphasizes all aspects of labor and employment litigation and counseling
  • Published numerous articles on employment law developments and best practices, including in the California Business Law Reporter
  • J.D. degree, University of San Diego School of Law; B.A. degree, cum laude, Texas A&M University,

Credits

Live Webinar Registration

  • AL CLE 1.5
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
  • AR CLE 1.5
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
  • Arizona CLE 1.5
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
  • CA MCLE 1.5
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
  • CT CLE 1.5
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
  • HI CLE 1.5
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
  • IL CLE 1.5
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
  • ME CLE 1.5
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
  • NH MCLE 1.5
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
  • NJ CLE 1.8
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
  • NV CLE 1.5
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
  • PA CLE 1.5
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
  • RI CLE 1.5
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
  • VT CLE 1.5
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
  • WA CLE 1.5
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
  • WI CLE 1.5
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
  • WV MCLE 1.8
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
  • HR Certification Institute 1.5
  • This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
  • SHRM-CP/SHRM-SCP Preferred ProviderSHRM 1.5
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

OnDemand Webinar

This course was last revised on March 27, 2019.

  • ASA 1.0
  • This program qualifies for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
  • SHRM-CP/SHRM-SCP Preferred ProviderSHRM 1.0
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Get started now!