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ORGANIZER:MAILTO:noreply@fordharrison.com
DTSTART;VALUE=DATE:20100914
DTEND;VALUE=DATE:20100915
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X-ALT-DESC;FMTTYPE=text/html:<p><b>About the Program</b></p>  <div align="left" dir="ltr"> <div>Most employers undertake some type of background check before hiring an employee. Many background checks include obtaining information on a potential employee&#39;s credit history and whether the individual has any criminal convictions. Join Ford &amp; Harrison attorney Craig Thorstenson for a free e-briefing discussing the legal risks when making hire decisions based on such information. Topics to be covered include:</div>  <div></div>  <ul> 	<li> 	<div>The Illinois Employee Credit Privacy Act effective January 1, 2011</div> 	</li> 	<li> 	<div>The EEOC&#39;s position on using criminal convictions when making hire decisions</div> 	</li> 	<li> 	<div>How state law impacts the use of criminal convictions to make hire decisions</div> 	</li> 	<li> 	<div>What an employer can expect from an EEOC investigation into a charge of discrimination related to a decision not to hire someone</div> 	</li> </ul>  <p></p> </div> 
SUMMARY:"The Selection Process for Hiring Employees: Limitations Imposed by the New Illinois Employee Credit Privacy Act and the EEOC"
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