23 Sep Mastering Fair Hiring Decision Compliance with Individualized Assessments Mastering Fair Hiring Decision Compliance with Individualized Assessments Tuesday, September 23, 2025 (12:00 AM to 11:59 PM) 1 PDCs Registration URL: https://www.cichecked.com/mastering-fair-hiring-decision-compliance Email Details Upon completion of this session, participants will be able to: 1. Identify Legal Vulnerabilities in Current Hiring Practices Recognize dangerous "automatic disqualification" policies that violate EEOC guidelines and create legal liability Distinguish between FCRA procedural requirements and EEOC decision-making guidelines Assess how blanket policies like "any felony conviction" or "no criminal history within 10 years" expose organizations to discrimination claims 2. Apply Legal Framework for Individualized Assessments Implement the seven-factor test from NY Article 23-A: nature/seriousness of offense, time elapsed, age at offense, rehabilitation evidence, job duties, employer interests, and public safety Navigate state-specific requirements including Clean Slate laws, Ban the Box legislation, and Fair Chance Acts Evaluate direct relationship between criminal history and specific job functions to determine relevance 3. Conduct Compliant Background Check Decision-Making Utilize CIChecked's Individualized Assessment Decision Matrix™ to document legally defensible hiring decisions Analyze conviction details, job relevance, rehabilitation factors, and consistency requirements systematically Create audit trails that demonstrate non-discriminatory practices across all candidates and positions 4. Build Organizational Consistency and Documentation Standards Establish decision precedents that ensure similar cases receive similar treatment across departments Train hiring managers to separate conviction analysis from integrity/disclosure concerns Develop centralized processes that protect against disparate treatment claims while maintaining workplace safety 5. Transform Compliance Challenges into Strategic Advantages Access qualified talent pools that competitors automatically reject through blanket policies Position individualized assessments as legal protection rather than administrative burden Balance fair hiring practices with legitimate business interests and public safety considerations These objectives address critical gaps in current hiring practices where organizations often rely on outdated, legally vulnerable policies that both limit talent acquisition and increase discrimination liability. Details You're Registered!