12/5/25
Social Media: Acceptable Screening Criteria
While many categories are protected, social media screening can legitimately identify job-relevant risk factors visible in public profiles. These criteria focus on behavior, judgment, and integrity rather than protected characteristics.
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Potentially Illegal Activity Evidence of illegal drug use, theft, fraud, violence, or other criminal behavior that creates workplace risk or liability concerns
Potentially Violent Conduct Threats of violence, aggressive behavior patterns, weapons glorification, or indicators of workplace violence risk
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4 Demonstrations of Racism or Intolerance Public expressions of racism, bigotry, hate speech, or intolerance that would create hostile work environments or violate workplace policies
Sexually Explicit Material Public sharing of pornographic or sexually explicit content that demonstrates poor judgment for professional environments
Documentation is Critical: Any adverse action based on social media findings must be thoroughly documented with specific examples and clear connection to job-relevant criteria.
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IRS Tax & Earnings Reports
Powerful Employment Verification With proper authorization, IRS records provide definitive proof of employment history and income that applicants cannot easily fabricate or manipulate.
01 Income Tax Forms
1040 series, 1120, and other returns: Last filing year and prior 3 years (4-year total)
02 Wage & Income Documents
W-2, 1099, and other wage records: Last year and prior 9 years (10-year total)
Verify SSN Validity Confirm the Social Security Number belongs to the applicant and is valid for employment
Identify Employers Discover all W-2 and 1099 income sources, including employers omitted from applications
Confirm Earnings Verify reported salary and compensation match actual tax documents
Detect Employment Gaps Identify periods without reported income that may indicate undisclosed career gaps
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