There are many federal and state laws that protect employees and applicants from employment discrimination.
While the Civil Rights Act of 1964 protects a wide range of characteristics such as race, national origin, gender, color, disability, and other laws such as the Age Discrimination in Employment Act (ADEA) guards against age discrimination or even the relatively new law Genetic Information Non-discrimination Act (GINA) prohibits genetic information discrimination – there are many other areas of employment where discrimination is prevalent.
One of these is the prevailing practice of many employers in using an applicant’s credit histories as screening devices before hiring.
In response to this widespread employment practice, the Equal Employment Opportunity Commission (EEOC) will hold a meeting to investigate on that matter. Further, the Congress has also put forth a proposed amendment to the Fair Credit Reporting Act.
The House Financial Services Committee conducted a hearing last month which discussed the Equal Employment for All Act, wherein if passed, will make it unlawful to discriminate against job applicants based solely on consumer credit reports.