Cautions in Human Resource Management

Look at page 206 Exercise 6.1. “EEOC Cautions against Making Employment Decisions Based on Criminal Records.” Read the exercise and then comprehensively respond to the questions with FULL SUPPORT from your text or other sources. Your answers should be of high academic level. Make sure sentences flow and are not chopped and be sure to cite everything properly and that the points you are making are very clear. Tell me when you are using the text to support your point with: “our text said that ….” NO PLAGARISM! You will discuss the following questions lending support to your answers from the documentation you have and information from the text.

The textbook is
Pynes, J. E. (2013). Human resources management for public nonprofit organizations: A strategic approach (4th ed.). San Francisco, CA: Jossey-Bass.

I have provided the link to the e-textbook along with the log in information

https://ereader.chegg.com/#/books/9781118460320/cfi/235!/4/email@email.email:16.0

Use the textbook as well to provide well documented support for your answers. Only the 2013 version of the textbook which I have provided

Exercise 6.1. EEOC Cautions against Making Employment Decisions Based on Criminal Records
Using arrest and conviction records as a basis for employment decision may violate Title VII if employers fail to take certain precautionary measures.
According to enforcement guidance released by the Equal Employment Opportunity Commission (EEOC) on April 25, 2012, asking about arrests may have a disparate impact on African Americans and Hispanics. An employer may treat a conviction as evidence that an applicant engaged in criminal conduct. The EEOC recommends as a “best practice that employers not ask about convictions on job applications because the employer is more likely to assess the relevance of an applicant’s conviction once the employer is knowledgeable about an applicant’s qualifications and experience.”
If employers make inquiries about criminal convictions, the inquiries should be limited to convictions that would be related for the position in question and consistent with business necessity. The EEOC recommends that the employer (1) validate the criminal conduct screen for the position according to the Uniform Guidelines on Employee Selection Procedures, or (2) develop a targeted screen that considers the crime, the time elapsed, and the nature of the job, and then provides an opportunity for an individual assessment for people excluded by the screen.

1. What criteria would you choose in developing an employment policy for assessing an applicant’s prior arrests?
2. What criteria would you choose in developing an employment policy for assessing an applicant’s prior convictions?
3. Are the policies the same or are they different? Explain your answer