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Regulatory & Legal Alerts – Jan. 2018

Peopletrail actively tracks the regulatory and legal environment that surrounds employment and criminal background screening. This helps you remain compliant with the FCRA, EEOC, and other regulatory standards.  The following includes highlights of the most significant updates impacting the screening industry in recent weeks.

State

California

Check those Pre-Adverse Action Letters—New California Law goes into effect on Jan. 1, 2018. Read More.

Recreational Marijuana in California and paid family leave among 2018’s new laws. Read More.

New California law bans criminal-record box on job applications. Read More.

Illinois

A new bill banning employment salary inquiries likely in Illinois, despite veto loss. Read More.

New Jersey 

New Jersey Upgrades Ban-the-Box Law to Cover Inquiries Into Expunged Criminal Record. Read More. 

New York

New York Court of Appeals Establishes Standard for Punitive Damages Under NYCHRL. Read More.

Federal Legislation

Supreme Court Skips on Spokeo Review. Read More. 

Background Checks

Background Checks – All that You Need to Know on its Importance. Read More.

Department of Justice reviews gun screening system. Read More.

2 police officers charged with abusing background checks. Read More.

TSA PreCheck program to speed security lines needs more workers doing background checks, report says. Read More. 

Compliance Challenge of the Year: State and local laws. Read More.

Thousands of state workers face criminal background checks, and some could lose their job. Read More.

Compliance Challenge of the Year: State and local laws. Read More.

Four Ways AI Is Transforming Background Checks. Read More.

The EEOC Continues to Press Litigation Under Title VII Concerning Employer Criminal Records Checks. Read More.

Why Companies Should Employ Continuous Background Screenings. Read More.

Lawsuits

Rental car company to settle background check suit for $2.7 million. Read More.

Drug Testing

DOT to Require Testing for Synthetic Opioids Beginning Jan. 1. Read More. 

Study finds that secondhand marijuana smoke could lead to drug test failure. Read More.

Heroin in the workplace: When new hires keep failing the drug test. Read More.

Health ministry to investigate after provincial lab drug testing error. Read More.

Scientists develop first-ever breathalyzer test for drugs. Read More.

PHMSA Raises Random Drug Testing Rate to 50% for 2018. Read More.

DOT Notice Provides Guidance on How the Use of Medical Marijuana Will Affect Drug Testing Results. Read More.

 

 

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Regulatory & Legal Alerts – Dec. 2017

Peopletrail actively tracks the regulatory and legal environment that surrounds employment and criminal background screening. This helps you remain compliant with the FCRA, EEOC, and other regulatory standards or agencies.  The following includes recaps of the most significant updates impacting the screening industry in recent weeks.

State

California

Effective January 1, 2018, California will become the tenth state to pass the “ban-the-box” law which removes the conviction history question on job applications for private employers with five or more employees. Read More.

Washington

In Spokane County, Washington, job applicants will no longer be asked to disclose criminal convictions from the past 10 years. In addition, the county will not conduct background checks until after determining a candidates qualifications. This new policy does not apply to departments that deal with public safety and it also does not apply to private-sector jobs. Read More.

New York

Effective Oct. 7, 2017, a law in New York State makes it possible for individuals convicted of certain criminal offenses to have up to two convictions sealed. Under certain circumstances, the New York Criminal Procedure Law allows an individual to file a motion to seal no more than two criminal convictions, one of which may be a felony. Read More.

Arizona

The Arizona Governor signed an executive order instructing all state agencies to adopt new hiring practices that don’t discriminate against people who have been arrested or been in prison. Read More.

Federal

Bus Driver Fired for Refusing ‘Mark of the Devil’ in Background Check Can Sue Employer, 10/31/2017

FCRA Suits Increase 60% from August to September 

According to a litigation statistics report issued by WebRecon LLC, consumer lawsuits alleging a violation of the Fair Credit Reporting Act increased by nearly 60% in September from the prior month. Read More.

 

Richard Cordray is stepping down as head of Consumer Financial Protection Bureau, 11/15/2017

Feds Clarify: Medical Marijuana Isn’t An Excuse In Drug Testing, 11/10/2017

Simple Compliance with a Complex Law, 11/14/2017

Lawsuits

Avis Settles FCRA Background Check Lawsuit for $2.7 Million

In Angela Fuller v. Avis Budget Car Rental LLC, the car rental company Avis will resolve its $2.7 million class action settlement to resolve Fair Credit Reporting Act claims related to its background screening practices. Read More

Uber Hit With $8.9 Million Colorado Fine Over Background Check Oversight

The Colorado Public Utilities Commission said an investigation found multiple violations of state laws for ride-hailing drivers. It found 12 Uber drivers with felony convictions, 17 drivers with major moving-vehicle violations, and three with restricted licenses due to drunk-driving convictions. Colorado will fine Uber $2,500 a day for each day an unqualified driver was working. Read More.

FINRA Slams J.P. Morgan Securities Over Background Check Failures

The Financial Industry Regulatory Authority fined J.P. Morgan Securities $1.25 million for failing to conduct “timely or adequate background checks” on approximately 8,600, or 95%, of its non-registered associated persons. This prevented the brokerage firm from determining whether those persons could have been deemed unsuitable to work at the firm. Read More.

Drug Testing

DOT Changing Drug Testing to Address Opioid Abuse Epidemic

The Department of Transportation plans to add four prescription opioids—hydrocodone, hydromorphone, oxymorphone, and oxycodone—to the existing DOT drug-testing panel for screening truck drivers and other “safety-sensitive” transportation workers. The change is part of a final rule to take effect on Jan. 1, 2018. Read More.

Employers Should Consider a Prescription Drug Use Policy to Avoid Lawsuits, 11/27/2017

Mercy to pay $1.5M for overbilling for drug screening tests, 11/1/2017

Background Checks

No, You Really Cannot Ask That and Other Implications of New Laws Impacting Employers, 10/30/2017

Maryland boots nearly 15 percent of new ride-hail drivers for failing screening, 10/28/2017

Day care providers blast fingerprint requirement, 11/1/2017

Texas Gunman Should Not Have Passed Background Check To Buy Weapon Used In Church Slaughter, 11/6/2017

How to Comply with I-9 Requirements for Remote Workers, 11/8/2017

Candidates lie the most about job history in CVs, and BFSI has the highest strike rate, 11/15/2017

 

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Peopletrail Named A Top Employee Screening Service in HRO Today’s 2017 Baker’s Dozen

Peopletrail, a leading provider of background checks and screening service, has been recognized by HRO Today for the 3rd consecutive year.

HRO Today Magazine, a leading publication for human resource professionals, annually chooses the top 13 national screening providers. These top background check and screening firms are recognized for excellence in the quality and overall customer service they provide to their customers.

Many organizations report that screening is an important role in the hiring process. Employment background checks help reduce bad hires, mitigate risk and maintain compliance. Since its inception, Peopletrail has maintained that providing the best service means implementing ways to deliver the “human touch.”

“We are honored and grateful to be included and to have our efforts recognized,” said Wallace T. Davis, President and CEO of Peopletrail. “This recognition shows Peopletrail’s dedication to provide a quality product through efficient processes and a commitment to customer service.”

The HRO Today Baker’s Dozen Customer Satisfaction surveys are the largest pre-employment background screening study in the Human Resource Trade Media. The ratings are based solely on feedback from buyers of the rated services and collected annually through an online survey. The results are analyzed to determine service breadth, deal sizes and quality.

About Peopletrail

Peopletrail® is a leading provider of custom employment screening, criminal background checks, tenant screening, drug screening, ATS integration, & corporate security solutions.

Oracle Gold Partner. NAPBS accredited. Only Peopletrail® combines superior customer service through dedicated account managers with efficient, state-of-the-art technology integration to deliver on-demand, accurate and timely consumer reporting results.

For more information, contact Peopletrail at 866.223.8822.

View the original release at http://www.prweb.com/releases/2017/12/prweb14983734.htm

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Regulatory & Legal Alerts – Nov. 2017

Peopletrail actively tracks the regulatory and legal environment that surrounds employment and criminal background screening. This helps you remain compliant with the FCRA, EEOC, and other regulatory standards or agencies.  The following includes recaps of the most significant updates impacting the screening industry in recent weeks.

State

New Jersey 

New Jersey Governor signed the “Personal Information and Privacy Protection Act,” which takes effect Oct. 1. The legislation regulates the amount of information a retail establishment can collect from a driver’s license or any government-issued ID card. The law also requires family day care providers to undergo criminal background checks. Read More

California

The California Public Utilities Commission determined that it won’t require ride-hailing services like Uber and Lyft to perform fingerprint-based background checks for their drivers. However, it proposed the introduction of a yearly, non-biometric background check requirement for the companies. Read More.

Governor Brown Signs Criminal Justice Reform Legislation, 10/11/2017

California Governor signed legislation to improve California’s criminal and juvenile justice systems. The legislation creates an honorable discharge program for youth who successfully complete probation after release from the Department of Juvenile Justice. Read More

California bans the box, outlaws salary history questions, 10/16/2017

California Governor signed various employment bills into law last week, including a “ban the box” law that takes effect Jan. 1. Also taking effect, this law will prohibit employers from asking questions regarding a candidate’s pay history. Read More

California Governor Approves Three More Employment Laws: “Ban The Box”; Expansion of Sexual Harassment Training; and Contractors Liable for Subcontractors’ Wage and Benefit Obligations, 10/17/2017

California governor sign 3 new, employment-related bills into law. These laws include restricting inquiry into applicant’s conviction history and expanded harassment training. The law also makes building contractors jointly liable for subcontractors’ wages and benefit obligations. Read More

 

Court Cases

Man awarded $37,500 after being arrested in Florida by cops who mistook his leftover Krispy Kreme doughnut glaze for crystal meth

A Florida Man reached a settlement with the City of Orlando after being arrested. The police officers mistook doughnut glaze for crystal meth and performed a roadside drug test that inaccurately showed positive results for an illegal substance. He sued both the city of Orlando and the manufacturer of the drug kit that incorrectly identified the glaze as meth. Read More.

District Court Dismisses Putative FCRA Class Action For Lack Of Standing

A California district court recently dismissed a putative class action against Home Depot, U.S.A. Inc. The court found that the plaintiff lacked standing to pursue her claims. The court concluded that merely asserting a violation of FCRA’s standalone disclosure requirement is insufficient without connecting it to a concrete injury. Read More.

Court Holds that Receiving an Updated Background Report May Require a Second Pre-Adverse Action Notice

A recent federal court decision demonstrates the importance of employers following the highly technical requirements when using background reports for hiring and other employment decisions. In Wright v. Lincoln Prop. Co., a judge in the Eastern District of Pennsylvania considered how an employer can comply with the adverse action process if it relies on an initial background report before revoking a job offer, but then receives a subsequent, corrected report. Read More.

Spokeo Dooms UPS Background Check Suit, Judge Rules

A Florida federal judge ruled that a rejected applicant to UPS Inc. can’t sustain a proposed Fair Credit Reporting Act class action. Allegedly, the company failed to disclose background check results because he got his report from another source and so was not harmed per the U.S Supreme Court’s Spokeo decision. Read More. 

Waffle House Wants Applicant Background Check Suit Tossed

Waffle House asked a Florida federal judge to toss a putative class action over its alleged practice of conducting background and credit checks on potential hires, arguing the applicants cannot show any actual injury or that it had conducted any searches without a permissible purpose. Read More.

Federal

New mandatory opioid drug testing will now be required in federal workplaces. The Substance Abuse and Mental Health Services Administration (SAMHSA) announced new federal guidelines for federal workplace drug testing. As of October 1, the guidelines provide authority to test for four new opioids in mandatory drug tests. Read More.

Background Screening News in Brief

Background Checks

What HR Needs to Know About Expunged Criminal Records and Background Checks, 09/29/2017
Local experts, activists fear “ban the box” causing employment discrimination, 09/30/2017
Child care center operators gear up for big hike in costs of background checks, 10/06/2017
Court Holds that Receiving an Updated Background Report May Require a Second Pre-Adverse Action Notice, 10/10/2017
Employers Should Share All Background Check Reports Before Revoking Job Offers, 10/20/2017
FCRA 101: How to Avoid Risky Background Checks, 10/20/2017
Convicted rapist worked security at rape counseling center because of failure in state background check, 10/24/2017
Baltimore to pay nearly $2M to Chicago firm to do quicker background checks on police, 10/26/2017
What do employers need to know about the ‘ban the box’ law, 10/30/2017

State Legislation

New New Jersey Laws That Take Effect Oct. 1, 2017, 09/29/2017
California Regulators Decide Against Biometric Background Checks for Uber, Lyft, 10/06/2017
Governor Brown Signs Criminal Justice Reform Legislation, 10/11/2017
California Governor Approves Three More Employment Laws: “Ban The Box”; Expansion of Sexual Harassment Training; and Contractors Liable for Subcontractors’ Wage and Benefit Obligations, 10/17/2017
Repeat Job Seekers With Arrest Records Find Holes in D.C.’s “Ban the Box” Law, 10/19/2017
Lincoln to exempt ride-hailing companies from city oversight, 10/17/2017
California Moves Outside the Box, Imposes New Criminal Background Check Prohibitions, 10/24/2017

Federal Legislation

Bill seeks to amend Fair Credit Reporting Act, 10/16/2017

Big Brands

Spokeo Dooms UPS Background Check Suit, Judge Rules, 10/02/2017
Waffle House Wants Applicant Background Check Suit Tossed, 10/02/2017
Fair Credit Reporting Act Continues to Fuel Class Action Litigation, 10/3/2017
Man awarded $37,500 after being arrested in Florida by cops who mistook his leftover Krispy Kreme doughnut glaze for crystal meth
District Court Dismisses Putative FCRA Class Action For Lack Of Standing, 10/29/2017

Drug Testing

Groundbreaking fingerprint test detects cocaine in seconds, 09/29/2017
Court rules in favor of Suncor on drug testing; union to keep fighting, 09/29/2017
Drug tests becoming more of a hiring obstacle for NH employers, 10/01/2017
Federal Employees Should Prepare for New Mandatory Opioid Drug Testing, 10/02/2017
The Value of Random Drug Testing, 10/12/2017
Passing the test for employment, 10/30/2017


Stay Updated Peopletrail’s Actionable Insight Newsletter

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Peopletrail Sponsors the Landmark NASO National Officiating Survey to Increase Safety in Sports

Unprecedented data collection provides a voice to the officiating industry and offers insight into the officials that make sports possible.

DRAPER, UT, Nov. 1, 2017 — In the spring of 2017, the largest survey ever conducted in the officiating industry was carried out by NASO, the National Association of Sports Officials and sponsored by Peopletrail.

With 17,487 respondents, the historic National Officiating Survey represents referees from all backgrounds and levels of sports nationwide. This historic survey collected a surprising amount of data and reveals extraordinary insight into who officials are and what they think.

Much of the data highlighted a need for increased safety. The survey showed 48 percent of male respondents and 45 percent of female respondents feared for their safety because of administrator, coach, player or spectator behavior. With 57 percent of respondents feeling sportsmanship is getting worse, there is a clear indication that action must be taken to improve.

With this newfound information, NASO hopes to improve all levels of the industry and positively impact national, state and local officiating associations. Barry Mano, President of NASO, believes that the results of this historic survey are the start to solving problems, driving opportunity and improving safety for referees.

“Understanding who we are enables NASO to lead and guide with innovative strategies to increase our numbers at the entry level and retain our officials despite the challenges they face,” said Mano. “This survey is absolutely essential to make evidence-based decisions and focus efforts by NASO long-term.”

Wallace T. Davis, President and CEO of Peopletrail hopes that this new data will lead to increased safety measures in the sports industry. He believes that the results address a key issue involving safety in sports—the character of the officials themselves.

“Learning about referees show us what challenges exist that prevent officials from feeling safe at their job,” said Davis. “Getting to know the people behind the sports industry—whether through a survey or by screening their backgrounds—helps ensure that everyone enjoys the game.”

The results of the National Officiating Survey were officially unveiled to participating members at the Sports Officiating Summit 2017 in Louisville, KY. As of Thursday, Nov. 9, the data will be published and available to the public at www.naso.org/survey

Learn more about the survey results.

About NASO

NASO, the National Association of Sports Officials, is non-profit organization devoted to protecting, educating and advocating for sports officials in all sports and all levels of competition. With more than 26,000 members, the organization serves as the leading source of officiating information, programs and services.

About Peopletrail

Peopletrail® is a leading provider of custom employment screening, criminal background checks, tenant screening, drug screening, ATS integration, & corporate security solutions.

Oracle Gold Partner. NAPBS accredited. Only Peopletrail® combines superior customer service through dedicated account managers with efficient, state-of-the-art technology integration to deliver on-demand, accurate and timely consumer reporting results.

For more information visit www.peopletrail.com or call 1.888.223.6623.

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NASO National Officiating Survey [INFOGRAPHIC]

Last spring, Peopletrail sponsored NASO’s National Officiating Survey, the largest survey ever conducted in the officiating industry.  The results of this unprecedented data collection provide a voice to the referees and offer insight into the officials that make sports possible.

Here’s what we learned:

NASO National Officiating Survey

 

 

Download Whitepaper

Who are Referees? Learn more about the most influential results you need to know from the NASO National Officiating Survey. Download the Survey White Paper.

 

 

 

 

About Peopletrail

Peopletrail is passionate about sports and, as a leading background screening provider, wants to aid in always ensuring a safe athletic experience.

Peopletrail’s Actionable Insight Screening (AIS) secures accurate comprehensive background check results. This process combines integrated technology and trained specialists to ensure swift turnaround-times and refined results. With human-filtered insights to increase precision and compliance, Peopletrail streamlines the screening process.

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Best Practices for Auditing Your Screening Processes

Recent years have brought significant changes to the regulatory and legal environment of employment background screening. With EEOC and FCRA-related litigation on the rise, and a record-setting $4.4 million settlement in the transportation industry for failing to provide candidates with their rights involving records used during the hiring process, there’s never been a more apropos time for organizations to evaluate their employment screening practices.

Organizations should conduct regular employment screening audits to ensure alignment of their employment screening practices with the latest changes in employment law. These audits should shore up gaps, identify opportunities for process improvement, help insulate organizations from costly litigation, and ultimately, make an organization’s workforce stronger and their workplace safer.

While not an extensive list of all the best practices organizations may want to consider as they undertake a review of their background screening processes, the following represents a few best practices to get the process started:

1. Work with an Accredited Consumer Reporting Agency

Accreditation is an important seal of approval that organizations should look for when partnering with a background screening provider. The experienced elite are accredited, with less than 2% of consumer reporting agencies adorning the accomplishment. Accredited background screeners have proven expertise, a positive compliance history, and systems in place to align with the latest employment laws, making them a valuable asset to your organization.

2. Assess Attorney-Client Privilege Protection

It is important to remember that any information gathered during an audit could potentially be used in future litigation. As such, organizations should work with counsel at the onset of an audit to determine if any work-in-progress documentation, or subsequent changes, will be protected by the attorney-client privilege.

3. Involve Cross-Functional Stakeholders

While an organization’s employment screening program touches everyone in the organization as part of the hiring process, there are particular stakeholders who can provide valuable insights for an auditing exercise. Including representatives from human resources, legal, compliance, security, and operations will provide well-rounded perspective and ensure alignment with other corporate-wide initiatives.

4. Assign an In-House Expert

Organizations will benefit from designating at least one employment screening expert who is charged with staying abreast of the complex issues surrounding background screening and employment law. In-house experts should work closely with the organization’s background screening partner, and internal teams, to ensure full compliance with federal, state, and local employment laws. In addition, designated experts should provide regular updates of pending, and recently enacted changes that would impact their screening programs to the larger cross-functional team.

5. Include All Locations

Organizations with multiple locations have additional communication and audit needs to address. Representative stakeholders from each location should be part of the audit process. In addition, these location-based representatives should serve as ambassadors for implementing necessary updates at their respective locations. Some organizations will choose to centralize these efforts through corporate offices, while others will allow field offices to make the final hiring determinations. In any case, streamlining processes and establishing clear communication channels for disseminating important updates to everyone involved in the hiring process is key to staying compliant.

This is a short-list of the best practices organizations should consider when auditing their employment screening program. It will assist organizations in focusing their efforts and bringing together the right support team.

As part of the accredited elite, Peopletrail provides Actionable Insight You Trust. If you would like to review your background screening program for compliance, please give us a call at 866-223-8822 or schedule a complimentary consultation today.

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Regulatory & Legal Alerts – October 2017

Peopletrail actively tracks the regulatory and legal environment that surrounds employment and criminal background screening. This helps you remain compliant with the FCRA, EEOC, and other regulatory standards or agencies.  The following includes recaps of the most significant updates impacting the screening industry in recent weeks.

State Legislation

Texas

An employee filed a suit against employer Exxon Mobil Corp. and DISA inc. after being placed on inactive because of a positive drug test. On appeal, the Texas Supreme Court found Exxon was not liable for the actions of DISA. The court ruled that employees cannot sue employers for drug test errors committed by a laboratory. Read More.

California

California Assembly Bill 1008 passed the state Senate Appropriations Committee and will head to a vote on the Senate floor. The bill would prohibit employers from asking applicants to disclose their criminal histories on job applications. Read More.

Washington

Everett, Washington is putting off the enforcement of new rules for ride-share companies Lyft and Uber after both canceled service in town. The City Council had approved rules that require drivers to obtain a business license and undergo background checks. The company says the background checks duplicate what already is required for many drivers who also serve in Seattle. Read More.

Illinois

Officials are expected to scrap an unusual ordinance requiring that all new business owners be fingerprinted for criminal background checks. The rule requires new business owners to pay for background checks and denies licenses if the owner has been convicted of a felony or “crime of moral turpitude.” Because the exact rules and definitions are unclear, and business owners with criminal histories could ask someone else to undergo the background check. Read More

Michigan

State Senator Rick Jones of Grand Ledge has authored a bill that would allow full, extended background checks on those seeking law enforcement training. The former sheriff of Eaton County believes this legislation will keep out-of-state felons from entering police academies. Read More.

Massachusetts

Massachusetts modified the laws surrounding background checks for Uber and Lyft drivers. The changes allow some drivers with court settlements, but not a criminal conviction, more opportunity to appeal their rejections. Regulators also shorten the time that a suspended license disqualifies drivers, from seven to five years. The new regulations take effect Sept. 22 and replace temporary rules that began in 2017. Read More.


Background Screening News in Brief

Background Checks

Ban the Box Legislation: Eclipsing the U.S., 09/01/2017
New Fed. Background Check Agency Faces Massive Backlog, 09/06/2017
Hidden Hiring Landmine: Fair Credit Reporting Act Obligations, 09/05/2017
Criminal Background Checks: Save the Reputation of Your Company, 09/12/2017
How Pre-employment Background Check is the Answer to Hiring Issues, 09/19/2017
What HR Needs to Know About Expunged Criminal Records and Background Checks, 09/29/2017
Practices and Policies for Preventing Workplace Violence, 09/27/2017
Fingerprinting becoming part of the employment process, 09/29/2017

State Legislation

Bill to prohibit employers from seeking applicants’ criminal records heads to Senate floor, 09/05/2017
Everett Backs Off New Rules After Lyft, Uber Cancel Services, 09/01/2017
Wheeling poised to end background checks for business owners, 09/05/2017
Bill Would Allow Expanded Background Checks For Police Officers, 09/03/2017
Background check rules for Uber, Lyft drivers modified, 09/08/2017

Federal Legislation

Mattis Sends Congress DOD Security Check Transition Plan, 08/31/2017

Drug Testing

Employees Cannot Sue Laboratory for Drug Test Error, 09/14/2017
Boston Cops Get March Trial Date In Drug-Test Bias Dispute, 09/18/2017
Psychemedics Announces Addition of FDA-Cleared Benzodiazepines Hair Test, 09/26/2017

Credit Checks

Survey shows about 25% of small and medium-sized businesses want to know how you manage money, 09/05/2017
Time to lay off the credit checks, employers, 9/13/2017


Our Actionable Insight® Newsletter provides additional in-depth insights and opinions on trending topics in the background screening industry. We encourage all recruiting and HR professionals to sign-up to receive this valuable publication to stay informed of the latest news and issues impacting screening compliance.

Sign up to receive our Actionable Insight® Newsletter

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Trending Discussions in Employment Screening Webinar

Employers conducting employment background screening will need to keep compliance top of mind in 2017. Regulatory oversight, the growing number of class-action lawsuits, and the threat of data breaches all make it a good time to touch base on the trending topics impacting screening programs and practices. With this in mind, Peopletrail released a webinar entitled, Trending Discussions in Employment Screening.

Here are six topics we covered:

1.   The Most Important Background Checks an Employer Can Conduct

Many employers rely on simple criminal background checks when hiring. In many instances, employers ignore the most telling information by only conducting a criminal background check. A simple criminal check does not verify an employee’s most important information.

An estimated 45% of all resumes contain at least one major fabrication. Lies from an employee can potentially mean danger. Employers can’t find danger from an employee’s criminal past alone. In our webinar, we’ll discuss the range and depth of background checks.

2.   The Rise of Post-Hire Screening

Threats such as embezzlement, theft, fraud, and even active workplace violence can spring from employees at all levels. If an employee commits a crime, their employer might not know until it is too late—unless they perform a post-hire screen.

In our webinar, we’ll discuss how post-hire screening helps secure a workplace and reinforces screening policies.

3.   The Limitations of Screening Employees for Prescription Drugs

The fastest growing drug problem in the U.S comes from the abuse of prescription drugs. Prescription drugs often negatively impact workplace safety. Yet the law limits an employer’s ability to question an employee’s medication use. In many cases, the government protects users of prescription medications under the American’s with Disabilities Act and Health Privacy Laws.

Furthermore, the laws around prescription drugs may obscure the results of a simple drug test because the presence of a substance does not constitute an offense. Learn more how employers can still keep the workplace safe from prescription drug abuse in our webinar.

4.   Common Flaws in Employer Drug Testing Programs

Weak drug testing programs can fail to detect illegal drug abuse, and that puts your company at risk. Companies must check their drug screening policies and the programs they use. Not only will this keep your company compliant, it will also strengthen your drug screening process.

A strong drug screening process means that employers need to understand the regulations that could affect a drug screening program. Learn more about how to avoid the pitfalls of drug testing programs in the webinar.

5.   The Most Common 1-9 Compliance Mistakes

The rules of filling out an I-9 form are enough to warrant a how-to manual and training course. In addition to figuring out the details of 1-9, the responsibility lies with employers to collect and maintain correct information. Employers that fail to complete or maintain correct documentation also meet harsh financial penalties.

In our webinar, we’ll discuss how to simplify 1-9 compliance and learn to avoid common mistakes.

6.   The Risks of Using Social Media to Screen Candidates

Nearly one-third of employers have ruled out an applicant based on information they found on social media. Viewing public profiles can provide employers with a lot of relevant insight on candidates. However, this practice puts you at risk for workplace discrimination in certain cases. Some states have even banned employers from requesting access to applicant and employee social media.

When deciding how to use social media screening, the risks versus rewards may cause some confusion. The webinar provides more guidance on social media screening.

To view the webinar, click here

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Post-Hire Screening: Answers to A Safer Workplace

 

One out of every one-thousand employees are arrested each month, but only a quarter of their employers will know about it. Employers may try to skip post-hire screening, but the potential risks leave your workplace dangerously exposed.

Throughout 2016, the Endera Insider Risk Survey analyzed hundreds of businesses to learn how they use data to respond to internal threats. The most serious blind spot—the absence of monitoring an employee’s behavior after hire.

In fact, less than 25 percent of employers proactively screen employees after hiring. In many instances, employers only conduct post-hire screenings upon discovering a problem. By then it may already be too late.

When to Screen Post-Hire?

It is unlikely that employers will know the instant that an employee becomes a risk without proper attention. This awareness post-hire is especially important because post-hire is when an employee is able to do the most damage.

Many industries expect continuous, post-hire screening to become the new normal in the workforce.

Ultimately, deciding when to conduct post-hire screens depends on an individual business’s needs, resources, and industry regulations. However, most industries choose to screen annually or whenever considering an employee for promotion.

Why Screen Post-Hire?

In addition to ensuring workplace safety, post-hire checks can identify concerns that employers may have missed initially. Often, rescreening employees post-hire can help to uncover possible fabrications in a resume.

Retaining employees who become involved in criminal activity after hiring poses a threat to your company and staff. An employee’s criminal activity can also make a business liable for negligent retention. Even if your employee’s background checks are squeaky-clean, post-hire screening is still a best practice for workplace safety and productivity.

How to Screen Post-Hire?

Remember that employers must always obtain compliant post-hire consent in order to run post-hire checks. Individual business and industry requirements and regulations may direct the specifics of your post-hire screening plan. This means that your business needs to partner with a consumer reporting agency that understands your particular circumstances.

Make sure that the screening service you choose can be customized to ensure compliance and lower the potential risk in the workplace.

Post-Hire Screening

 

 

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