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- News Flash! HRSPI Acquired. -

HR Solutions Partners, Inc. (HRSPI) is pleased to announce that HRSPI has recently been acquired by experienced Silicon Valley professionals.

The new owners recognize the value of the business and will maintain the existing HRSPI brand and service offerings. I have committed to serving as a member of the Advisory Board to assist in the transition and provide guidance and advice in 2021.

I am confident the new leadership will be able to bring not only the best and brightest HR talent to their clients but also to support their service offerings with state-of-the-art technology.

You can look forward to more details in the New Year!

Donna DeGrande, CEO
HR Solutions Partners, Inc.

Blog Post (Archives)

New California Criminal Background Check Regs Now in Effect

(posted: July 3rd, 2017)

New criminal background check rules


Starting on July 1st, the Fair Employment and Housing Council (FEHC) began enforcing new regulations on employer use of criminal background checks in hiring decisions.

Now, the employer must justify the policy as job-related and consistent with business necessity.

The regulations identify two ways an employer could justify the policy:

  • Show that a "bright-line" disqualification properly distinguishes those who do and do not pose an unacceptable level of risk
  • Individually assess the candidates qualifications.

The employer must also give the applicant or employee a reasonable opportunity to show that the conviction information is wrong. If the individual provides evidence of factual inaccuracy, then the conviction cannot be considered in the employment decision.

Even when an employer can show job-relatedness and business necessity, an individual can still prevail on a claim if there is a less discriminatory alternative (such as a narrower list of disqualifying convictions) that advances the employer's legitimate concerns as effectively as the challenged one would.

What Should Employers Do Now?

The regulations pose a substantial new risk to companies that maintain no-hire policies for individuals with criminal convictions. Any such policy should be reviewed for compliance.

Read our earlier post that shared greater detail, here, or take a look at the final regulations, here.

As always, please Contact Us for help with assessing your compliance.

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