Both the pre-hire and the post-hire employee screening processes are fraught with peril. The NCUA generally prohibits a credit union from employing any person who has been convicted of (or has entered into any diversion or similar program for) any crime involving dishonesty, breach of trust, or money laundering. Thus, the credit union must establish a pre-employment screening process that uncovers an applicant's convictions to ensure that only appropriate persons are selected for employment.
In addition to being mandated by law, the pre-hire screening process can assist with hiring qualified applicants, reducing turnover, deterring fraud, and avoiding litigation. There are many legal and compliance issues, such as the Fair Credit Reporting Act’s requirement to obtain the applicant’s consent before requesting a consumer report for employment purposes. Therefore, to be effective and not violate any employee-protection laws, the credit union must establish written procedures for when employment screening should be used and for circumstances that warrant increased screening procedures based upon perceived risks. This webinar will explain the proper way to conduct pre-hire and post-hire employment screening.
Laws and regulations that require credit unions to conduct pre-hire and post-hire employment screening
Potential legal problems when conducting employment screening
Employer conduct the law permits and prohibits
Common errors in the employee screening process
Permissible employer rules regarding legal drug use
DON’T MISS THIS RELATED WEBINAR!
HR Audits for Credit Unions
on Thursday, November 13, 2014.
Attendance verification for CE credits provided upon request.
WHO SHOULD ATTEND?
This informative session is designed for human resource personnel, managers, compliance officers, internal auditors, and attorneys.
ABOUT THE PRESENTER – Elizabeth Fast, JD, CPA, Spencer Fane Britt & Browne LLP
Elizabeth Fast is a partner with Spencer Fane Britt & Browne LLP where she specializes in the representation of financial institutions. Elizabeth is the head of the firm’s training division. She received her law degree from the University of Kansas and her undergraduate degree from Pittsburg State University. In addition, she has a Master of Business Administration degree and she is a Certified Public Accountant. Before joining Spencer Fane, she was General Counsel, Senior Vice President, and Corporate Secretary of a $9 billion bank with more than 130 branches, where she managed all legal, regulatory, and compliance functions. She is a member of the Missouri State Banking Board by appointment of the Governor.
HR Council member receive 10% discount.
|Over $75 million
|$25 - $75 million
|Under $25 million
Scholarships are available for all KCUA education events. Scholarships pay 100% of registration fee for credit unions under $25M, 50% for credit unions between $25-$75M and 25% for credit unions over $75M.
Upon registration, you will receive an email confirmation that you can print for your records.