Manufacturing occupations usually require meticulous attention to detail when running control systems or equipment which makes it very important for the manufacturers to be cautious about who they hire for a variety of reasons. Manufacturers understands the need of hiring right people and place a priority on ensuring that their staff is trustworthy as wrong selection can result in significant consequences. In order to avoid any liability issues with their employees, manufacturers take a number of efforts and conducting background checks is one of them. Background checks are a tried-and-true method of insuring quality hires and are governed by the Fair Credit Reporting Act (FCRA). Employers and background check agencies are required by the FCRA to provide employees and job seekers with a stand-alone disclosure document at specific periods. In light of ongoing worker shortages and ever-changing legal constraints, manufacturers may need to assess and adjust their employment policies as per the following recent amendments.
Marijuana Drug Screening
Many states have legalized cannabis, and the United States House of Representatives has enacted the Marijuana Opportunity Reinvestment and Expungement Act (MORE Act). This would decriminalize cannabis usage across the country by removing it off the federal controlled substance schedules. However, the United States Senate has yet to enact this bill. Even if the MORE Act does not pass, laws governing cannabis usage have already evolved dramatically and will most likely continue to do so. Some states have even enacted legislation prohibiting employers from discriminating against job seekers and workers who use marijuana. Because of the recent changes in cannabis regulations, businesses must be aware of any state and municipal laws governing its usage and ensure that they follow these laws while conducting drug screening.
Ban-the-Box Laws
Ban-the-Box legislation restricts an employer's access to a job applicant's criminal history. These rules are meant to compel employers to examine an applicant's qualities for a job before obtaining information about their criminal background. Because the regulations in different states, cities, and counties vary, it is critical for employers to review these laws before conducting a background check.
Equal Employment Opportunity
Equal employment opportunity rules are another area that manufacturers must consider while conducting background checks. When completing background checks, manufacturers must remember to consider state and municipal rules in addition to federal restrictions. It's also critical that, in addition to ensuring that any background checks are conducted for a job-related reason, they do not unfairly harm a particular group. If this occurs, it may result in legal action. Manufacturers must check their employment procedures on a regular basis to verify that there are no inadvertently different outcomes based on the candidates' backgrounds to avoid any unwelcomed outcomes.
