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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

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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.

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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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3 Ways to Stop the Rise of Prescription Drug Abuse in The Workplace

A recent survey conducted by the National Safety Council (NSC) found that prescription drug abuse affects seven out 10 companies, but your business doesn’t have to be one of them.

The survey examined employers’ perceptions and experiences with prescription drugs. The results were staggering.

The results found that 81 percent of employers lack a drug-free workplace policy. Only 19 percent of employers felt that they were “extremely prepared” to handle drug abuse in the workplace.

But the NSC isn’t alone in noticing this problem. Quest Diagnostic’s 2016 Drug Testing Index also recorded a five percent increase in positive drug test results in the workforce—the highest in 12 years. The detection rates for illegal and prescription drugs are rising while the concern and need for safety in the workplace grows.

Drug abusers can foster an unsafe work environment. Furthermore, drug abusers cost twice as much in medical and worker comp claims as drug-free workers. More companies realize that drug testing services bring security and production benefits.

Yet, drug testing alone cannot maintain a safe and drug-free workplace. Employers must also educate their employees.

Employee drug abuse is best prevented when monitored by employers, according to the NSC. Employees who felt supported by employers also see a more sustained recovery.

3 Ways to Ensure a Drug-Free Workplace

1. Testing

Drug testing is an effective part of a pre-employment screening program. When choosing a drug-screening partner, be sure to choose a company that complies with all federal and state requirements.

As drug testing can involve several points and brush-up against local and federal regulations, the time spent on drug-testing can be extensive. It’s important to align with a credit reporting agency that values swift turnaround-times.

2. Drug-Free Policy

Under the Fair Credit Reporting Act, a written drug-free workplace policy should be available to all current and prospective employees. This written policy should be an integral part of the employee training plan. An annual review of the policy is also a good idea.

This policy should ensure that drug screening includes all employees without exception. You may also want to consider including random drug testing as this lessens the likelihood that an employee will avoid detection.

3. Training

Depending on your needs and resources, you may want an experienced outside source to explain more about substance abuse detection and prevention. Drug education through both informative lectures and interactive discussion groups has proven to be a valuable safety measure.

Peopletrail now offers new online drug and alcohol training courses for your workforce. You can also contact us to schedule a complimentary consultation to learn more about drug testing and education services. Let us help you ensure a drug-free workplace.

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Regulatory & Legal Alerts – July 2017

Peopletrail actively tracks the regulatory and legal environment surrounding employment and criminal background screening to help our clients remain compliant with the FCRA, EEOC, as well as other regulatory standards and agencies.  The following includes recaps of the most significant updates impacting the screening industry in recent weeks.

State

California:

California’s Department of Fair Employment and Housing adopted regulations that further limit the use of applicant’s or employee’s criminal history. California companies that maintain no-hire policies for persons with criminal convictions should evaluate those policies for compliance. The rules go into effect as of July 1, 2017. Read More

Delaware:

Delaware will become the first state to prohibit employers from requesting a salary history. This statewide law explicitly prohibits employers from screening applicants based on previous compensation history. Read More

Indiana:

Indiana schools must soon take extra steps to strengthen background check requirements for their employees. A statewide law requires all school employees to complete an expanded background check every five years. Read More

Massachusetts:

The Department of Criminal Justice Information Services amended regulations that govern access and use of information in Massachusetts’s Criminal Offender Record Information System (CORI). These changes include an expanded definition of “employee,” changes to acknowledgment form requirements, new iCORI agency agreements, changes to pre-adverse action notices, cloud storage of CORI information, and other provisions. Read More

Nevada:

Nevada increased statewide regulations about ride-sharing companies. Soon, drivers must have a $200 state business license within three months of joining a transportation network company. Additionally, ride-sharing companies must review drivers’ driving records annually and perform criminal background checks every three years. Read More

Texas:

A statewide law requires ride-sharing companies to complete robust, databased-centered background checks on drivers. This law overrides local measures that required drivers to undergo fingerprint-based background checks. Read More


Court Cases

Fourth Circuit States Violation of FCRA that Fails to Demonstrate a Concrete Injury Not Enough for Standing, 05/25/2017

Citing the FCRA, the U.S. Court of Appeals for the Fourth Circuit vacated and remanded for dismissal a judgment that rules in favor of the plaintiff. A credit reporting agency listed the name of an invalid credit card issuer instead of the name of the servicer as the source of information on the plaintiff’s credit report in an $11 million, 69,000-member class action lawsuit. Read More.

EEOC settles for $45,000 with two Arizona companies over drug policies, 06/12/2017

The U.S. Equal Employment Opportunity Commission fined two Arizona companies after allegations of disability discrimination involving pre-employment drug-testing policies. The companies rescinded an employment offer after an applicant tested positive for a legally-prescribed controlled substance used to treat a disability. The EEOC ruled that the companies denied the applicant employment based on disability and need for a reasonable accommodation. Read More

District Court Rejects Notion That an Improper Background Check Disclosure Automatically Renders A Subsequent Background Authorization Improper, 05/30/2017

Employers are required to provide a stand-alone disclosure to employees when they obtain a background check. A decision from the Northern District of California accepts that an inadequate disclosure may not invalidate the authorization obtained. Read More

State DOJ ordered to change background checks, 06/09/2017

The state Supreme Court reproved the Wisconsin Department of Justice for selling criminal history reports that defame innocent people. The state DOJ makes much of its database, based on public records, available for purchase. However, the algorithms are often used to retrieve and share inaccurate data. This resulted in the defamation of innocent people. Read More


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

Sign up to receive our Actionable Insight® Newsletter


About Peopletrail
Peopletrail is a leading provider of advanced screening and onboarding technology to improve processes and enhance the candidate experience. As part of the accredited elite, 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. Government agencies and Fortune 500 to small up-and-coming businesses trust Peopletrail to provide Actionable insight you trust®.

Employment Screening | Criminal Background Checks | Identity Checks | Tenant Screening | Employment Verifications | Drug & Health Screening | Professional License Verifications | Medicaid Sanctions Monitoring | E-Verify & I-9 Processing | Extended Workforce Screening | International Screening | Credit Reports

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Peopletrail To Attend The 2017 SHRM Convention In New Orleans

Peopletrail – a leading background check and employment screening company – will attend the 2017 Society for Human Resource Management (SHRM) convention, June 18-21, 2017 in New Orleans LA. Peopletrail will feature its Actionable Insight Screening services used by thousands of human resource (HR) professionals for pre-employment screening and background checks and will build on its national awareness campaign emphasizing the value provided from working with an accredited screening company that focuses on human filtered results to improve accuracy and maintain compliance.

SLC UT

Peopletrail announced today it will attend the Society for Human Resource Management (SHRM) annual convention, June 18-21, 2017 in New Orleans. Peopletrail will be meeting with many of its current and potential clients from across the country and will feature its Actionable Insight Screening® services and the value Peopletrail provides as an accredited firm with advanced technology integration and human filtered reporting. Assets that have proven to improve accuracy, turn around, and help companies keep compliant within their unique business environment.

“SHRM is a vital resource for the human resource (HR) community and the annual event is a great opportunity for Peopletrail to connect with many of our clients and other HR professionals who are key decision makers within their organizations. This last year Peopletrail has experienced significant growth and we’ve had laser focus on improving our integrated technology and building our customer service and dedicated account management teams. These efforts will ensure we continue to provide the personalized care and human filtered results that has maintained our client retention rate at 99.5% and has made us one of the fastest growing background check and screening companies,” stated Wallace T. Davis, President and CEO of Peopletrail.

Peopletrail was one of the first consumer reporting agencies that received accreditation with the NAPBS, and delivered on all the requirements to become re-accredited this year. Peopletrail also, for the second year in a row, earned a place in the top of the 2016 HRO Today’s Bakers Dozen list for employment screening and were listed in Inc 5000 representing one of the fastest growing background check and screening companies in the industry.

Attendees can visit Peopletrail at booth #2552 to learn more and receive one of four instant prizes given to attendees throughout the event.

Customers can learn more about Peopletrail and schedule a complimentary consultation by visiting the company’s web site at Peopletrail.com or by calling the company directly at 866.223.8823.

About Peopletrail

Peopletrail is a leading provider of advanced screening and on-boarding technology to improve processes and enhance the candidate experience. As part of the accredited elite, 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. Trusted and respected by government agencies and Fortune 500 to small up-and-coming businesses, Peopletrail provides Actionable insight you trust®.