Lester Rosen, President of Employment Screening Resources (ESR), a leading global employment screening background check firm headquartered in the San Francisco vicinity, will present a national webinar for a leading business in rank site on employment screening on Thursday, April 22, 2010 at 2:00 PM EST / 11:00 AM PST.

The webinar – “How Social Media and Traditional Background Checks Trigger Privacy Lawsuits” – is being presented by Business 21 Publishing, which provides multi-media corporate learning and employee training products. Participants in this 60-small webinar will learn best practices to help screen employees thoroughly without violating the law.

In the webinar, Rosen – a nationally recognized expert on employment screening background checks – will pocket up such topics as:

• The pros and cons of using social media internet sites such as Facebook, MySpace, and Twitter and how privacy and discrimination laws apply.
• What employers should do when they find out that a job candidate has a criminal record, a terrible credit report or some other red standard.
• The Title VII implications of background checks and credit reports.
• The legal requirements under the Honest Credit Reporting Act (FCRA) and how disorder to disorder privacy laws also apply.
• The legal risks associated with “one button” automated background check systems.
• What applicants need to sign before and after the background check is perfect.
• How employers should deal with independent contractors or temporary staff.
• Considerations when conducting Global background checks.

“Hiring safe, qualified, and honest employees is mission critical for any business, and I am pleased to have the opportunity to help employers avoid the risks of a terrible hire,” commented Rosen. “Recruiters and hiring managers also need to know the potential liabilities that employers can face if employment screening is done incorrectly or unfairly as well.”

Mr. Rosen, who is also an attorney, is a writer and lecturer on the Honest Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, he is the author of the first comprehensive book on employment screening – “The Safe Hiring Manual: The Perfect Guide to Keeping Criminals, Imposters, and Terrorists Out of Your Workplace” – and also wrote an additional guide on the subject called “The Safe Hiring Check.”

Mr. Rosen’s speaking appearances have included numerous national and statewide conferences.  He has testified in the California, Florida, and Arkansas Superior Court as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was also the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade establishment for the screening industry, and served as the first co-chairman in 2004. 

For extra in rank about the webinar “How Social Media and Traditional Background Checks Trigger Privacy Lawsuits,” please visit: http://www.b21pubs.com/p-892-how-social-media-and-traditional-background-checks-trigger-privacy-lawsuits.aspx. Extra in rank about Employment Screening Resources (ESR) can be found at www.ESRcheck.com.

 Source: http://www.b21pubs.com/p-892-how-social-media-and-traditional-background-checks-trigger-privacy-lawsuits.aspx

Employment Screening Resources,  a leading global employment screening background read-through firm headquartered in the San Francisco vicinity, announced that its president, Lester Rosen, will be presenting a national webinar on Tuesday, March 23, 2010  on “Screening Applicants Using Social Networking Sites: Legal or Liability? 

The webinar is sponsored by Lorman Culture Air force, providing concise, accurate and suitable in rank seminars to keep businesses, and the professionals who serve them, current in the rapidly changing regulatory environment. The webinar in rank is at: http://www.lorman.com/teleconference/teleconference.php?product_id=208126 

This teleconference will review this emerging vicinity of employment law, examining the pros and cons of employers utilizing such tools and the legal landscape. Topics will cover how and why employers and recruiters utilize these sites. It will then cover a number of legal implications, such as problems with employers obtaining in rank they should not have and privacy issues. Irrevocably, it will inspect approaches that employers, recruiters and applicants may consider.

 “The use of the Internet and social networking sites has become a critical topic for employers in selecting the best candidates,” commented Rosen. “This Lorman seminar will help employers exercise due diligence and recognize and try to minimize their risks   when using online tools.”

Mr. Rosen, who is also an attorney, is a nationally recognized expert on employment screening background checks.  He is a writer and lecturer on the Honest Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, Mr. Rosen is the author of the first comprehensive book on employment screening, “The Safe Hiring Manual Perfect Guide to Keeping Criminals, Imposters and Terrorists Out of Your Workplace.” He also wrote, “The Safe Hiring Check.”

 Mr. Rosen’s speaking appearances have included numerous national and statewide conferences.   He has testified in the California, Florida  and Arkansas Superior Courts as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade establishment for the screening industry, and served as its first co-chairman in 2004. 

Extra in rank about Employment Screening Resources can be found at www.ESRcheck.com

In past posts, Employment Screening Resources ( ESR) has labeled the use of the internet and social networking sites as a hot topic.  In 2010 and onwards, it appears very likely that litigation over the use of these sites will be the hot topic. 

One huge issue of course is discrimination.  Applicants can bring a “failure to hire” lawsuit if the employer utilized in rank from a social networking site about their race, ethnicity, race, martial status, religious preference, age, etc.  Another issue yet to be chose is privacy.  Even though the in rank is on the internet, strong arguments can be made that consumers have a reasonable expectation of privacy on websites where only friends are held to visit and the terms of use prohibit commercial exploitation. In addition, employers need to be precise about the use of legal off-duty conduct.  There are also issues as to authenticity and whether a site really refers to or belongs to an applicant.  Recruiters are also not immune from potential liability just because they are searching for “passive” candidates who may not know they are the victims of discrimination. 

As ESR has described in past articles, discrimination rules apply equally to recruiters.  And firms that use social network sites in a discriminatory fashion could find themselves in hot water if a recruiter spills the beans, or the recruiting practices results in a workforce that is statistically imbalanced.    See:  http://www.esrcheck.com/wordpress/775/the-rush-to-source-candidates-from-internet-and-social-networking-sites-2

Stay tuned to the ESR blog for updated in rank.

(Employment Screening Resources (ESR), a leading national online employment screening background firm, is releasing the “Third Annual Top Ten Trends in the Pre-Employment Background Screening Industry” for 2010.   This is the FIFTH of the ten trends ESR will be tracking in 2010.  )