On September 30th, the Equal Employment Opportunity Commission (EEOC) announced that it entered into a “cooperative agreement” with a background screening company regarding its implementation of revised policies and practices to ensure that its pre-employment screening complies with the Americans with Disabilities Act (ADA), the Genetic Nondiscrimination Act (GINA), and civil rights laws’ anti-retaliation provisions. Janet Elizondo, director of the EEOC’s Dallas District Office, stated, “Increasing employment opportunities through forward-thinking hiring and recruitment models is what both the EEOC and businesses should support. In doing so, it is important for the EEOC to engage not only with employers directly, but also with their business partners who play an important role in facilitating connections between jobs and jobseekers.”
Note the last part of Elizondo’s statement, “it is important for the EEOC to engage not only with employer directly, but also with their business partners who play an important role in facilitating connections between jobs and jobseekers.” According to the EEOC’s press release, the agreement with the EEOC acknowledges the company’s “…proactive changes to screening policies and practices, employee training guidelines and website information, to ensure compliance with the ADA and GINA with regard to applicants. It has assured that a job applicant’s medical history and any civil rights, personal injury, or workers compensation claims made by an applicant against his or her prior and present employers are not inquired into and will not be disseminated to prospective employers.” The Houston based company works with job applicants as an “employment agency”, according to their website, as well as a pre-employment screening company.