$75 for Members / $95 Non-Members
Lawful and thorough pre-employment screening is the first essential step to avoid a workplace employment claim, though “lawful” and “thorough” sometimes conflict. Pre-employment screening also helps employers to comply with recent rulings that impose the duty of due care, including the threat of workplace violence, employee-related corporate scandals, inadvertent access to confidential information of other employers, potential loss of company trade secrets, and plain-old employment litigation claims.
Of course, pre-employment inquiries, screening, and testing are subject to a multitude of federal and state laws, so we invite you to join us for this 60-minute webinar to better understand the ins and outs and limits of permissible pre-employment screening and how you can use it legally and effectively during the hiring process.
- Overview of Pre-Hiring Screening Considerations
- Former Employment Screening
- Non-Competition Agreements
- Criminal Background Checks
- Hiring an Employee with a Criminal History
- Drug Screenings
- Marijuana, Alcohol and Other Illegal Substances
- Prescription Medication
- Fair Credit Reporting Act
- Using Social Media in Pre-Hiring Decisions
- Protected Activity/Retaliation
- NLRB Considerations
- Successful Planning
David J. Houston is a Member of Dickinson Wright PLLC in Lansing, where he has practiced labor and employment relations and commercial and business litigation for over 35 years. He has handled the employment aspects of mergers from $1.5m to $2.3b and tried bench and jury cases defending wrongful termination and all types of protected characteristic, retaliation, and protected activity, lawsuits and administrative claims.
Aaron V. Burrell is a Member of Dickinson Wright PLLC in Detroit, where he has successfully defended clients in a wide range of discrimination and unfair-labor-practice claims in state and federal court, as well as before the EEOC, the MDOC, and the NLRB. He has also counseled clients on all aspects of the employment relationship including hiring, discipline, and the creation and enforcement of employment agreements.
One (1) credit for the MI Chamber Basic or Advanced Human Resource Compliance Certification Program.
One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.
One (1) PDC for the SHRM-CP or SHRM-SCP.