Federal Employment Screening Laws

Nowadays, there are lots of companies thatAdministration. Under ADA, no employer,
conduct employment screening as part of theiremployment or recruitment agency, or any labor
hiring process. Some companies even hire privateorganization shall discriminate a qualified applicant
investigation agencies to conduct backgroundwith disability. When screening the disabled
check of the applicant to verify the informationapplicant during job interview, questions pertaining
stated in his or her job application. However,to his or her disability should not be asked
these private agencies have to follow certain rulesespecially if it has nothing to do with his or her job
and regulations while conducting the backgroundapplication. However, information like academic
searches. These regulations are often stated inrecords, personal references, credit cards, and
various federal employment screening laws.social security number can be accessed during the
Federal employment screening laws are designedbackground check.
to protect the welfare of the applicants to someEmployee Polygraph Protection Act
extent when the employer or the private agencyAside from ADA, companies and private agencies
hired conducts background investigation. That isshould also follow the regulations under the EPPA
why, companies should be aware of these lawsor Employee Polygraph Protection Act. This act
as well as the different employment screeningprohibits most employers from using lie-detector
companies that provide pre-employmenttests during the pre-employment screening
screening services.process. They should not request or require any
The Americans with Disabilities Act of 1990applicant to undergo a lie-detector test. But, when
The Americans with Disabilities Act or ADA is onehiring employees in security service firms, EPPA
of the federal employment screening lawspermits polygraph tests for security reasons.
administered by the Employment Standards