The EEOC’s enforcement priorities continue to evolve, with recent DOJ guidance addressing disparate impact liability in employment decisions. These developments affect how employers conduct background screening and make hiring decisions, particularly regarding criminal history, credit checks, and other screening criteria that may have disparate impacts on protected classes. Employers must ensure screening practices are job-related and consistent with business necessity to avoid EEOC enforcement actions. Regular audits of screening criteria and hiring outcomes are essential to demonstrate compliance.

Read More Here.