Local, state and federal governments should consider abandoning ban the box and look for other solutions.
While employers will no longer be subject to this particular reporting requirement, prudent employers will still gather pay data by job category, race, ethnicity and gender to take proactive measures to avoid pay equity lawsuits.
Employees have an absolute right under Title VII to work in an environment free from racial slurs and all types of racially offensive conduct.
Employers like such policies because they simplify time and attendance issues. But they carry a certain degree of risk.
‘Ban the box’ merely accomplishes moving the criminal background check from the application stage to the formal background check stage. Employers pre-disposed not to hire felons are not going to hire felons.
I pray that the Court does not take the DOJ’s bait and rewind women’s rights by five or six decades.
A ruling against the protection of sex-based stereotypes will not just legalize LGBTQ discrimination, but also a whole litany of discrimination against straight men and women.
Simple solutions exist, including recruitment and hiring strategies that avoid age bias by seeking workers of all ages and not limiting qualifications based on age or experience.
That ADA accommodation lesson cost an Atlanta distributor of industrial supplies $75,000 to settle an EEOC lawsuit.