A Complete Guide to Adverse Action
In this guide, we’ll offer all of the steps necessary to remain legally compliant, including best practices to avoid litigation, bypass common missteps, and sustain ethical hiring practices within your organization
The Orsus Group offers tailored solutions to help you navigate complex HR compliance issues, create fair hiring practices, and gather a complete picture of any candidate before making an important hiring decision.
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Your employees are the face of your business.
At The Orsus Group, we believe employment screening isn’t a one-size-fits-all service. We work closely with you to design a solution that fits your organization’s needs and budget.
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Adverse Action Compliance
During the screening process, disqualifying or troubling information may arise, such as recent convictions or fabricated educational credentials, which may warrant denying employment or withdrawing an offer to protect your organization and hire a more qualified candidate.
State + Local Requirements
HR and background screening strategies must be adapted to meet all of the unique compliance concerns that apply to the organization based on its size, industry, and the jurisdictions where it operates.
Information that Justifies Disqualification
Beyond FCRA guidelines on how to legally and ethically approach adverse action, it’s important to understand legally defensible reasons for denying a candidate employment. These reasons must not be discriminatory, exercise bias against a protected class, or in any way violate the guidelines of the EEOC.
