Recent Posts by Bill Wright

Have You Ever Been Convicted?

Currently there is a growing national movement to remove the question "Have you ever been convicted of a felony or a misdemeanor?" from job applications. Otherwise known as the "Ban the Box" movement. In most states employers are permitted to ask about or consider arrests that did not lead to conviction. However, the Ban the Box” movement that is happening across the country, calls for employers to wait until a prospective employee is being interviewed or has a provisional job offer before inquiring whether he or she has a criminal past. The aim here is that ex-offenders will have a better chance at getting a job if they’re not eliminated at the very beginning of their job search. According to...

Welcome To Our New Website

After months of preparation, dedication and hard work to prepare for this exciting day, First Intel Group is delighted to officially announce the launch of our newly redesigned website. We have updated our website with a new design and additional options and services that we are confident will help you and your business. The firm hopes prospective clients will explore the full range of services online, and invites them to contact First Intel Group directly via the site. We encourage you to return frequently to keep up with our News and Events, and find useful information about our firm and background screening in general on our Services and Solutions pages. The new website offers visitors an optimum educational experience as all of the information...

EEOC and Criminal Reports (EEOC vs. Freeman)

The first case of predominance brought by the EEOC to challenge the use of criminal (and credit) was EEOC v. Freeman, Case No.: RWT09cv2573 (U.S.D. Ct. MD.). That case has reached its conclusion with the United States District Court dismissing the claims against Freeman. The EEOC claimed that the use of criminal records and credit created a disparate impact upon certain minority groups. In summary, the EEOC failed to present any evidence of disparate impact. The EEOC's report was filled with errors. Which ultimately resulted in it being rejected by the court. This left the EEOC attempting to support its claim by using general national statistics. However, to prove discrimination via disparate impact; a plaintiff must analyze the applicant pool for the defendant. The EEOC failed to do this and thus...

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