The new joint guidance from the EEOC and FTC spelled out what they want employers to know. First off they want employer’s employment screening policies to promote equality and to prevent discrimination. The joint guidance highlights that the same standard must be used on all individuals and that all information must be used the same way. The joint guidance was designed to define what can and cannot be used in regards to public records like criminal background checks in the employment background screening process as well as the rights of individuals during the hiring process. Employers must get written permission from job candidates in order to pull background reports on them, and must explain what type of background check/s will be conducted. The candidate also has a right to request a copy of any background information used in making the hiring decision. The joint guidance also addresses adverse action and what needs to happen if an employer denies employment based in part or in whole on information contained in a background check. To read more about the EEOC and FTC joint guidance view recent CriminalBackgroundRecords.com press release: http://www.criminalbackgroundrecords.com/news/2014-6-9-Highlights-of-the-Joint-Guidance-from-the-EEOC-FTC.html