ToshaCollins_Unit 8_project

ToshaCollins_Unit 8_project - Running Header UNIT 8 PROJECT...

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Running Header: UNIT 8 PROJECT 1 Tosha Collins Kaplan University HR400 Employment and Staffing Unit 8 Project Professor Walters 12/11/2011
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Running Header: UNIT 8 PROJECT 2 This candidate seems like a perfect fit. They have all of the necessary qualifications, a great-looking resume, the interview went extremely well, but the background check came back with a criminal record. What do I do? This decision has just gone from a no brainer to a possible no hire. Just because there’s a criminal record doesn’t mean you can or should cut off the prospective employee. The EEOC guidelines state that a company must have a business necessity to deny employment to an applicant based on a criminal record ("Eeoc focus on," 2010) . Per the EEOC, there are three things that an employer needs to consider. They are, consider the nature of the job, consider the nature and gravity of the offense, and consider the amount of time that has passed since the criminal activity took place. When considering the nature of the job, I must look at whether he can be trusted
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This note was uploaded on 12/16/2011 for the course HUMAN RESO HR400 taught by Professor Walters during the Spring '11 term at Kaplan University.

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