- Controversy over new EEOC guidelines on hiring ex-cons isn’t going away [James Bovard/Peter Kirsanow, Richard Epstein/Hoover "Defining Ideas", Kevin Funnell, Wendy McElroy/FEE]
- That goes double if it’s true: “You cannot fire a pregnant employee because ‘the baby is taking its toll on you’” [Cohen, Fox Rothschild] Maryland bill would grant pregnant employees right to accommodation, “less strenuous job duties” if needed [Baltimore Sun]
- And similarly: “Is an employer obligated to provide light duty to an employee returning from FMLA leave?” [Jon Hyman]
- Why Card-Krueger study doesn’t change Bryan Caplan’s view on economics of the minimum wage [EconLib]
- Quest for a Labor Secretary even farther left than Hilda Solis eventuates in Tom Perez [Katrina Trinko, J. Christian Adams]
- Unhappy aftermath of Connecticut nursing-home sabotage [Washington Examiner] Assaults by members of Teamster local in Philadelphia quarry dispute draw NLRB response [Pennsylvania Independent]
- Will New York become the first state to create dangerous private right of action for “workplace bullying”? [Michael Fox]
Posts tagged as:
criminal records and hiring
- On minimum wage these days, Krugman lets politics sit in for economics [David Henderson] Minimum wage hikes don’t cost jobs? A notion so ideologically convenient just has to be true [Steve Chapman]
- “Is employment a ‘human right’”? [Richard Epstein, Hoover "Defining Ideas"]
- Project labor agreements are an unjustified giveaway in New Jersey’s post-Sandy reconstruction [Trey Kovacs, CEI Open Market]
- Baltimore Mayor Stephanie Rawlings-Blake proposes public pension reform [Baltimore Sun] Reality check on sunny New York projections [@NYDNHammond]
- Peter Kirsanow on EEOC crackdown on criminal background checks [Employee Screen]
- Three Missouri Dems favor bill making it felony for lawmakers to propose bills limiting union powers [Robby Soave, Daily Caller]
- Meet the brothers who are standing up to union violence in Philadelphia construction [Jillian Melchior, NR, earlier]
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“A nonprofit group sued the NCAA on Wednesday over a new policy that bars felons from coaching NCAA-sanctioned events. The lawsuit, filed in U.S. District Court in San Diego, claims that the new rule violates the Civil Rights Act and disproportionately affects minority coaches.” [ESPN, auto-plays video] The suit dovetails with the EEOC’s new crackdown on employer consideration of criminal records, which as James Bovard writes in the Wall Street Journal, seems calculated to raise the legal risks substantially for employers who put job applicants through criminal background checks: it denies the “business necessity” defense to employers even when a state’s law mandates the use of criminal checks, and requires most employers seeking to consider criminal records to enter a legal minefield of obligatory “individualized assessment” in which decisions can be second-guessed readily and expensively:
It is difficult to overstate the EEOC’s zealotry on this issue. The agency is demanding that one of [former EEOC general counsel Donald] Livingston’s clients — the Freeman Companies, a convention and corporate events planner — pay compensation to rejected job applicants who lied about their criminal records.
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- McDonald’s worker complains she’s not paid $15/hour, but there’s a logical problem with that [David Henderson]
- EEOC Phoenix office signs pact with Mexican consulates to curb discrimination against illegals [EEOC press release]
- “Former Lawmaker (and Ex-Felon) Urges Connecticut To Ban Discrimination Against Felons in 2013″ [Daniel Schwartz]
- Connecticut: “NLRB sues to reinstate union saboteurs at nursing homes” [Gehrke, DC Examiner, Schwartz, Jillian Kay Melchior/NRO, earlier on pols that enable the strikers] More: Ivan Osorio.
- OSHA after clerk robbery: “handling money, working alone and standing behind open counters” expose employer to violations [OSHA press release]
- “N.D. Ill.: Under ADAAA, Asthma Triggered by Strong Perfume Might Be Disability” [Bagenstos]
- “Worker centers” allow organizers to dodge the legal responsibilities owed to workers by actual labor unions [Stefan Marculewicz and Jennifer Thomas, Fed Soc]
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- In DC today? I’ll be commenting at Cato on new Russell Nieli book on affirmative action [details]
- EEOC continues to pressure employers over use of criminal background checks in hiring process [Hans Bader, Daniel Schwartz, Jon Hyman, earlier]
- Bill in Congress would require employers to make ADA-like accommodation for pregnancy/childbirth [Hyman]
- “Religious freedom and the nondiscrimination norm” [Rick Garnett, Prawfs] What is supposed to make discrimination so tempting, anyway? [Bryan Caplan, EconLib]
- Lawsuit alleges that group car rental discount for members of gay group constitutes unlawful discrimination against straights [Volokh]
- Complainants argue in Strasbourg that UK failure to more fully accommodate Christians violates Euro human rights law [Telegraph]
- Push for ADA coverage of obesity raises controversy [Christina Wilkie, HuffPo]
Thanks to new federal banking and mortgage guidelines with $1-million-a-day penalties for noncompliance, banks are scrambling to fire any employee who has previously been convicted of a crime involving dishonesty. Among those tossed out: a bank employee with seven years’ service who used a slug in a washing machine in 1963, and a 58-year-old customer service representative with a shoplifting conviction forty years ago. A lawyer says thousands of employees have been fired under the new rules. [Des Moines Register/USA Today via ABA Journal]
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… can we have a heart-to-heart talk about some of what’s wrong with your new guidelines restricting employers from asking about job applicants’ criminal records? [Robin Shea] More: Diane Katz/Heritage, Ted Frank, Federalist Society podcast with Maurice Emsellem, Dominique Ludvikson and Dean Reuter, Brian Wolfman/Public Citizen (favorable to rules). Amy Alkon rounds up several more links, regarding which it should be noted that the EEOC has traditionally conceded an employer’s right to consider an embezzler’s rap sheet when filling a bookkeeping job — but not necessarily an axe-murderer’s rap sheet, since that’s not demonstrably “job-relevant.” Don’t you feel reassured now?
In related news, Roger Clegg reports that the House has passed a provision blocking EEOC enforcement of the guidance, which is encouraging as a preliminary matter; the Senate, however, is very likely to take a different position, and the rider will have no effect if the Senate view prevails. [NRO]
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The Equal Employment Opportunity Commission (EEOC) is said to be readying policy guidance aimed at curbing employers’ consideration of criminal and credit records in hiring. [WSJ editorial]
One of the Equal Employment Opportunity Commission’s current big projects — making it legally hazardous for employers to check job applicants’ criminal records — could actually backfire, according to research cited by some members of the U.S. Commission on Civil Rights [Caroline May, Daily Caller]:
Civil Rights Commissioners Peter Kirsanow, Gail Heriot and Todd Gaziano pointed to research from economists Harry Holzer and Stephen Rafael and public policy professor Michael Stoll, published in the Journal of Law and Economics, which showed that employers with access to background checks are actually more likely to hire African Americans, especially African American men, than those without access to that informaion.
“Their results suggest that, in the absence of criminal background checks, some employers discriminate statistically against black men and/or those with weak employment records,” the commissioners pointed out in their letter to the EEOC.
- “He coulda been a credenza”: actor’s estate sues over unauthorized “Brando” furniture line [The Daily via Balko] “Motorcycle Gang Sues Over ‘My Boyfriend’s A Hell’s Angel’ T-Shirt” [CBS-LA]
- EEOC decries employer discrimination on the basis of applicants’ criminal records, recommends curbing background checks [WSJ Law Blog, FastCasual, Hyman, Greenfield] Bill in San Francisco would make felons a protected class in jobs, housing [Fox]
- Why are Obama officials intent on reducing due process protections for those accused of campus sexual misconduct? [Silverglate, WSJ; Philadelphia Magazine, Samantha Harris/NY Post, Ciamarella, Daily Caller (AAUP objects to plan); links at SAVE] A contrasting view [Roderick Hills, Prawfsblawg]
- 9th Circuit rejects Bluetooth class action settlement to which Ted Frank’s CCAF objected [Fisher, NLJ, Frank]
- Lawyer who represents jogger in product liability suit expects to file more actions claiming Skechers sneakers responsible for falls [BLT]
- Part of a balanced breakfast: “Why the lawsuit against Nutella is bunk” [Nadia Arumugam, Slate] Update: Judge denies motion to dismiss [Russell Jackson]
- Experts agree it’s OK to nominate Overlawyered for an ABA “100 Best Legal Blogs” slot here.
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Class action lawyers are waiting by the phone. [Michael Fox]
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Prepare to meet the EEOC’s wrath [AP/Law.com]. The topic is not new; I wrote about it for Reason quite a while back. More: Julie DelCour, Tulsa World.
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- Charged $21K at purported “gentleman’s” club: “Plaintiff Has No Recollection of What Transpired in the Private Room” [Lowering the Bar]
- Census Bureau sued for discriminating against applicants based on criminal, arrest records [Clegg, NRO] Class action against Accenture for screening job applicants based on criminal records [Jon Hyman]
- Virtual indeed: “Virtual Freedom” author wants government to regulate Google’s search engine [ConcurOp]
- Contingency fees for public sector lawyering could take California down dangerous path [CJAC]
- “Harvard Law vs. free inquiry: Dean Martha Minow flunks the test” [Peter Berkowitz, Weekly Standard]
- There’ll always be an AAJ: seminar for trial lawyers on “Injuries Without Evidence” [ShopFloor] More: The Briefcase.
- Congress may expand law to enable more age-bias suits [BLT]
- “FTC Closes First Blogger Endorsement Investigation” [Balasubramani, Spam Notes; Citizen Media Law]
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A federal agency once famed for its anti-employer zeal is quickly returning to an activist stance. [Workplace Prof; my earlier take on the criminal-record issue, in Reason]
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But Quebec courts have ruled that’s no reason Jean-Alix Miguel should lose his job as a teacher at a Montreal vocational school. Miguel spent seven years in prison for the murder. (Julia Kilpatrick, “Law says convicted killers can teach and practise law — but experts disagree”, Canwest/Victoria (B.C.) Times Colonist, Jul. 13)(via Wingless).
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Per the NLJ, it’s employers’ lucky day:
The federal government has launched an initiative aimed at cracking down on discriminatory hiring practices in the workplace — a program that could land unsuspecting employers in court, employment attorneys are warning….Specifically, the EEOC will focus on hiring decisions that are based on names, arrest and conviction records, employment and personality tests and credit scores — all of which may disparately impact people of color….
Many states have laws that restrict employers from asking about or considering criminal records when hiring. The EEOC holds that if an employer denies a job to an applicant because he or she has a criminal record, it could be considered discrimination if the person is a minority.
For more on efforts to keep employers from taking applicants’ criminal records into account, see Feb. 13 and links from there (cross-posted from Point of Law).
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As we’ve had occasion to mention before (Sept. 24, 1999; Reason, Dec. 1999; Jan. 17, 2001), the supposedly progressive position in employment law has for many years been that employers should not be at liberty to take into account job applicants’ criminal records; the only conceded exception comes when a past conviction is closely related to a high risk of serious re-offense, as when an embezzler released from prison seeks a job handling money at a bank. Very much in the spirit of that progressive stance, Boston Mayor Thomas M. Menino “authorized a new policy two years ago eliminating questions about criminal convictions on all city job applications and dispensing with criminal background checks for applicants for jobs that don’t involve working with children or the elderly or accessing residents’ homes.”
How well did this new policy work out, you ask? Well, when Joseph M. MacDonald, a 26-year-old resident of South Boston, applied for a job with the Boston public works department, city officials never checked his criminal record because of the new “second-chance” policy. So they never found out about his long rap sheet (three drug convictions, seven drivers’ license suspensions) until Feb. 3, when police say MacDonald, riding his city snowplow, ran down a 64-year-old woman as she crossed a street, then fled the scene. (Donovan Slack, “Hit-run suspect had long record”, Boston Globe, Feb. 7; “Records show history of offenses”, Feb. 7).
So a hard lesson has now been learned, right? You must be kidding. Although the city has admitted that it slipped up in not checking MacDonald’s driving status, Mayor Menino and one of his human resources deputies continue to defend the broader policy on ignoring criminal records (“The mayor believes firmly in giving people a second chance,” said a spokeswoman after the incident.) And both Menino and newly elected Gov. Deval Patrick intend to press ahead with a previously announced plan to limit private employers’ access to job applicants’ criminal records, the better to enforce those obligatory second chances. (Andrea Estes, “Patrick seeks to limit background checks”, Boston Globe, Feb. 12)(via No Looking Backwards). More: Coyote Blog.
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