Hiring Policies At Chuck E. Cheese: Felons Need Not Apply

Chuck E. Cheese has been involved in a class action lawsuit regarding its background check process for job applicants. The lawsuit alleged that the company violated the federal Fair Credit Reporting Act and related state law by improperly incorporating the authorization form for background checks into the employment application. As a result, Chuck E. Cheese settled the lawsuit for $1.75 million and agreed to change its background check and authorization forms. While the company conducts background checks on applicants over 18 years of age, federal law prohibits a blanket decision to not hire someone based on a past criminal conviction. Each situation is assessed individually, considering multiple factors.

Chuck E. Cheese performs background checks on all applicants over 18

Chuck E. Cheese performs background checks on all applicants over the age of 18. The company settled a class-action lawsuit in 2015 that alleged it had failed to provide job applicants with sufficient background check disclosures during the hiring process. As a result, the company paid $1.75 million to a class of over 28,000 applicants and agreed to change its background check and authorization forms.

The background check conducted by Chuck E. Cheese is not limited to a simple criminal history check. It includes criminal records, civil records, references, and more. This comprehensive process allows the company to find the best candidates and ensure the safety of its guests. Federal law prohibits a blanket decision to not hire someone based on a past criminal conviction. Each situation is assessed individually, considering multiple factors.

According to a former employee, Chuck E. Cheese does not hire felons. However, another former employee stated that the company does not perform background checks on anyone under the age of 18. This statement was supported by another former employee who applied at 16 and was not subject to any background check beyond declaring that they had never been arrested.

In compliance with the California Privacy Rights Act (CPRA), Chuck E. Cheese has adopted a Job Applicant Privacy Policy that outlines the privacy rights of California resident job applicants. The company does not sell or share the personal information of job applicants and has not done so in the preceding 12 months. Job applicants have the right to request the deletion of their personal information, subject to certain exceptions.

The company settled a class-action lawsuit in 2015 over its background check process

In 2015, Chuck E. Cheese's parent company, CEC Entertainment, settled a class-action lawsuit over its background check process. The lawsuit was filed in March 2014 by plaintiffs Francesca Ford and Isabel Rodriguez, who claimed that the company violated California laws and the federal Fair Credit Reporting Act (FCRA) by failing to provide sufficient background check disclosures during the employment application process.

Specifically, Ford and Rodriguez, who applied for jobs at Chuck E. Cheese locations in 2012, alleged that the company's preauthorization form for background checks was buried underneath other employment application information and liability release forms. According to the FCRA, employers must obtain separate permission from potential employees to conduct credit or background checks. This permission must be given on a standalone preauthorization form with no extraneous wording.

The settlement, approved by a California federal judge, included $1.75 million in relief for about 28,500 Class Members who applied to work at the chain restaurant since March 24, 2012. This included 405 individuals who suffered adverse action due to improper background checks. Qualifying Class Members were entitled to receive a $38 check, while those in the adverse action subclass received an estimated $63 check.

As part of the settlement, Chuck E. Cheese also agreed to change its job application materials to comply with laws governing the use of background check and disclosure forms. The company implemented fully compliant background check authorization forms in every state in which it operates.

Federal law prohibits a blanket decision not to hire someone based on a past conviction

According to a response from Chuck E. Cheese on an Indeed FAQ page, federal law prohibits a blanket decision not to hire someone based on a past conviction. The company also states that it conducts background checks on all applicants over 18 years of age. Each situation requires an individualized assessment where multiple factors are considered.

In the United States, there is no federal law that explicitly prohibits employment discrimination based on a criminal record. However, there are limits on how much a criminal record can be considered during the hiring process. The use of arrest and conviction records as an "absolute measure" to prevent an individual from being hired may limit the employment opportunities of certain protected groups, such as racial groups like Blacks and Hispanics, who are over-represented among convicted felons.

To address this issue, the United States Equal Employment Opportunity Commission (EEOC) recommends a case-by-case analysis when evaluating prospective employees with criminal histories. While employers can legally inquire about arrest and conviction records, such records cannot be the sole basis for determining an applicant's suitability for a job. The EEOC suggests that information related to felony convictions should only prevent employment if it is evident that the applicant cannot be trusted to perform the job duties, considering the nature of the job, the nature and seriousness of the offense, and the time passed since it occurred.

To comply with federal law and avoid potential exposure to EEOC complaints or lawsuits, employers should refrain from implementing a blanket ban on hiring individuals with criminal records. Instead, they should evaluate each applicant's circumstances individually and ensure that their hiring policies and practices do not disproportionately screen out individuals from protected groups.

Chuck E. Cheese's background checks include criminal records, civil records, and references

Chuck E. Cheese has been the subject of a class-action lawsuit regarding its background check process. The plaintiffs in the case alleged that the company's hiring process violated the federal Fair Credit Reporting Act and related state law by not providing sufficient background check disclosures during the employment application process. As a result of the lawsuit, it was revealed that Chuck E. Cheese conducts background checks on all applicants over the age of 18, and these checks include criminal records, civil records, and references.

The company has stated that their background check process is designed to find their best candidates and keep their company and guests safe. They also assert that federal law prohibits a blanket decision to not hire someone based on a past criminal conviction, and each situation requires an individualized assessment. This means that having a felony record does not automatically disqualify a candidate from employment at Chuck E. Cheese.

The background checks conducted by Chuck E. Cheese are comprehensive and go beyond a simple criminal history check. They review criminal records, civil records, and references, as well as other relevant information. This process is in place to ensure the safety of their guests and employees.

The company has also settled the class-action lawsuit by agreeing to pay $1.75 million to the plaintiffs and changing their background check and authorization forms to comply with legal requirements. This settlement serves as a reminder for businesses to ensure their background check processes are lawful and transparent.

In summary, Chuck E. Cheese's background checks include criminal records, civil records, and references as part of their comprehensive process to ensure the safety of their guests and employees. Their approach to hiring also demonstrates compliance with federal law by considering each candidate's situation individually.

The company does not sell or share job applicant personal information

CEC Entertainment, LLC, also known as CEC Entertainment, Inc., and its subsidiaries (collectively "CEC") do not sell or share job applicant personal information. This includes information such as social security numbers, criminal background checks, and drug testing results. In fact, CEC has not sold or shared job applicant personal information in the preceding 12 months.

The company's commitment to protecting the privacy of job applicants is further demonstrated by its compliance with the California Privacy Rights Act ("CPRA") and other California privacy laws. The CPRA provides specific rights to California resident job applicants regarding their personal information. CEC is committed to respecting these rights and will not discriminate against individuals who exercise their privacy rights.

In addition, CEC has taken steps to ensure that its job application materials comply with laws governing the use of background checks and disclosure forms. This is in response to a class-action lawsuit filed in 2014 by individuals who claimed that the company violated the federal Fair Credit Reporting Act and related state laws by improperly performing credit and background checks on potential employees. As a result of the lawsuit, CEC agreed to pay a settlement of up to $1.75 million to the affected individuals and to make changes to its background check and authorization forms.

CEC's policy on the protection of job applicant personal information is subject to annual review and update, demonstrating the company's ongoing commitment to safeguarding the privacy of its job applicants.

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