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    April 2013 - Chapter Meeting- Importance of Background Checks (EEOC ruling)

    Date: April 24, 2013, 7:30am – 9:00am
    Carol & Dan Skoczylas
    Joliet Junior College
    1215 Hoboult
    Building T- Rm #1002
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    Carol Czech(Skoczylas) – Carol began her career in law enforcement as a Special Agent with United Stated Customs (now ICE) after graduating Magna Cum Laude with a Bachelors Degree from Western Illinois University in Law Enforcement. Carol spent eleven years with Customs (Chicago) elevating herself to the position of Senior Special Agent. Carol managed long term criminal investigations in areas to include international narcotics smuggling, cargo theft and child pornography, just to name a few. Carol left Customs and became one of the founders of CLS Background Investigations and Makton Investigations. Carol currently oversees company operations for all federal government contracts and is an Assistant Background Investigations Coordinator (ABIC) for the United States Department of State.

    Dan Skoczylas- Dan began his career in law enforcement as a patrolman with the Hickory Hills Police Department in 1989. Dan spent a number of years serving in a patrol function before taking on the assignment of developing the agency’s first Gang/ Narcotics Unit. After overseeing this project for a couple of years Dan was assigned to the United States Customs Task Force where he served from 1997-1999, working international narcotics smuggling and money laundering cases in a federal jurisdiction. Dan returned to the Hickory Hills Police Department as a Detective until being promoted to Sergeant in 2001 and then to Lieutenant in 2007. Dan is also a founding member of CLS Background Investigations/ Makton Investigations, overseeing the private sector background investigations program for CLS and a Supervisory Investigator for Makton.

    There are a multitude of reasons why background checks are of the utmost importance to the HR Industry. The highlights of the presentation are as follows: 

    - The importance of being consistent with regard to hiring practices

       * Dependant on a system that ensures all applicants are treated the same

       * Ensure that all backgrounds are compliant with FCRA, FTC, EEOC and all other federal, state and local regulations.

       * Ensure that information produced in the report and reviewed is allowable


    - The new EEOC regulations, what they mean and what they don’t mean

       * Producing policy and practice that is compliant

       * No blanket policies or practices

       * Business justification for final decisions


    - Pre-Adverse and Adverse action notices

      * What are they?

      * When are they required?

      * Who is responsible for sending them?

      * Where do you obtain them?