Subjective Hiring Decisions and EEOC Guidance

Employers who struggle with anti-discrimination laws when making hiring choices need to know the rules. Although there is frequently a subjective factor that plays into hiring decisions, that subjective je ne sais quoi cannot violate Equal Employment Opportunity rules regarding protected groups of employees, or the employer could face discrimination charges. This is nothing new; these rules have been around for decades.

Recent guidance clarifies and updates policies concerning the use of previous arrest and conviction records when making hiring decisions. Labor and employment specialist Richard D. Alaniz has provided us with a detailed analysis of how the new guidance works, and we've also included a list of best practices for following the EEOC guidelines.







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Caleb Newquist is the Editor-in-Chief of Sift Media US, overseeing content for both AccountingWEB and Going Concern.

Prior to this role, Caleb served as the editor of Going Concern since its founding in 2009. During his time as editor, Going Concern quickly became one of the most popular and talked about websites in the accounting profession. He has been named one of Accounting Today's Top 100 Most Influential People every year since 2011 and has been published on numerous websites, including Above the Law, Deadspin, Denver Business Journal, and the Huffington Post.

Caleb is an adjunct professor of journalism the Community College of Denver in Denver, Colorado, where he teaches Internet Media.

Prior to falling bass ackwards into the media business, Caleb spent over five years working in public accounting, with more than three of those years at KPMG. Caleb received a Master of Science in Accounting from Colorado State University and a Bachelor of Science in Business Administration from the University of Nebraska at Kearney.

Caleb spends a lot of time on a bicycle and reading, but never at the same time.

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