EEOC to Businesses: Hire Criminals & Illegals or Else

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The EEOC is taking action against a company for not hiring a twice-convicted thief as a security guard even though it is illegal for them to hire an ex-convict.

It’s social justice hiring.

The Equal Employment Opportunity Commission believes it should be a federal crime to NOT hire criminals. They believe it is a bigotry since black men are seven times more likely to serve prison time than white men.

Because of their mindset, they don’t like background checks on job applicants even though this is required by state and local laws in many cases.

Their guidelines, “Enforcement Guidance on the Consideration of Arrest and Conviction Records,” which were published in April, require companies to do an “individual assessment” explaining why they have a “business necessity” not to hire to ex-convict. If they don’t do the detailed assessment, they could be found guilty of “race discrimination” if they don’t hire the ex-convict.

That could lead to the company being sued.

If you think this can’t happen, you’d be wrong, it’s already happened:

…the EEOC took action against G4S Secure Solutions, which provides guards for nuclear power plants and other sensitive sites, for refusing to hire a twice-convicted thief as a security guard — even though Pennsylvania state law forbids hiring people with felony convictions as security officers.

Bovard quotes Todd McCracken of the National Small Business Association: “State and federal courts will allow potentially devastating tort lawsuits against businesses that hire felons who commit crimes at the workplace or in customers’ homes. Yet the EEOC is threatening to launch lawsuits if they do not hire those same felons.”

Bovard concludes: “Americans can treat ex-offenders humanely without giving them legal advantages over similar individuals without criminal records.” Full story at Newsmax

The Obama EEOC has its giant foot on the throat of private business. Check their list of “don’ts,”  as examples:

  • Businesses are not allowed to encourage recent college graduates to apply through advertisements because it might discourage men over 40.
  • Relying on word-of-mouth recruitment could be illegal because people who are of the same gender or race or whatever might have an edge.
  • Tests for new hires and for promotions are subject to government scrutiny.
  • Employers can’t ask for a photo of an applicant unless the applicant has been offered a job. So if you hire someone without meeting them and find that the person is Quasimodo, you can’t take it back.
  • You CANNOT ask a person if they are a citizen. Seriously, you cannot.
  • If someone wants to come in dressed like a 1790’s Navajo and claims it is for religious reasons, the company will have a legal challenge if their dress code conflicts.

The EEOC is great for lawyers.

 

 

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