CSI Attends EEOC Meeting on the Use of Criminal Records - A Creative Services, Inc. Compliance Corner Article

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CSI Attends EEOC Meeting on the Use of Criminal Records


Washington DC - On July 26th the Equal Employment Opportunity Commission (EEOC) held a full Commission meeting on the use of criminal records. The issue presented was whether the EEOC should amend and/or revise their guidance on the use of arrest and conviction records for employment purposes issued in 1990. Commissioners admitted this is an issue fraught with many complications.

Creative Services, Inc. (CSI) was present at the meeting both as a Consumer Reporting Agency (CRA) on behalf of our employer clients as well as a member of the National Association of Professional Background Screeners (NAPBS).

The industry has been expecting this hearing for several months and believes it is vitally important to engage, concerned that this meeting could be a critical step in the Commission’s adoption of policies that could significantly impact how employers use criminal background checks for employment purposes. The industry believes it is important that we join together with other businesses and organizations, to share with the EEOC both how background checks enable employers to make more informed hiring decisions and the need for any forthcoming EEOC action to not hamper employers’ ability to conduct background checks to protect persons and property in the workplace.

The Commission will hold open the July 26, 2011 Commission meeting record for 15 days, and invites audience members, as well as other members of the public, to submit written comments on any issues or matters discussed at the meetings. Public comments may be submitted to:


Commission Meeting, EEOC Executive Officer
131 M Street, N.E.
Washington, D.C. 20507

All comments received will be made available to members of the Commission and to Commission staff working on the matters discussed at the meetings. Comments will also be placed in the EEOC library for public review. A number of organizations and associations, including NAPBS, are submitting comments to the EEOC on the relevance and benefits of access to criminal history records by employers.

CSI will continue to advocate for employers throughout this process and provide updates accordingly. Please do not hesitate to call with any questions.

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