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Why You Should Care About Accreditation

An accredited background check is vital to hiring. Less than 2% of the thousands of consumer reporting agencies you could partner with are accredited. That means that 98% of background check companies are under no obligation to provide you with information that is accurate. These companies don’t have certifications that protect your company’s interests or your employee’s rights—Leaving you liable.

Each year, U.S. employers request millions of background checks. And each year, improper background check practices result in thousands of FCRA lawsuits and millions owed by employers.

Accreditation is an important seal of approval to look for because it offers unbiased validation that we are actually doing what we promise. The best way to ensure an accurate and efficient onboarding process is to work with an accredited screening company.

What is NAPBS Accreditation?NAPBS Accreditation Seal

NAPBS Accreditation means consumer protection, a commitment to best practices, and compliance with state and federal laws.

This seal of approval comes from The National Association of Professional Background Screeners (NAPBS). Governed by a strict and thorough set of professional standards and requirements, this program is the widely recognized seal of approval. Having NAPBS accreditation recognizes an employment screening organization’s commitment to achieving excellence through high standards.

To qualify, consumer reporting agencies must pass rigorous onsite audits of their policies and procedures. The accreditation process is a demanding and labor-intensive exercise in patience, perseverance, organizational efficiency, and attention to detail—that is why many background screening companies don’t bother.

If you have compliant practices, then an NAPBS accredited company is for you.

Why is Accreditation Important?

A screening company’s NAPBS accreditation shows more than just organizational integrity. It shows the ongoing commitment to protect the interests of your company and the rights of your employee.

NAPBS Accredited background screeners have proven expertise, a positive compliance history, and systems in place to align with current State and Federal regulations. The background screening company must show a documented understanding of, and compliance with, all federal and state laws that pertain to hiring decisions.

Imagine what could happen if you partnered with a non-accredited screening company to perform a background check on one of your employees. That screening company might give you information connect to a different individual with the same name. This bad information could lead to the loss of a great hire or could even leave your business liable.

How Does It Benefit Your Business?

Employers need to know that while there are many ways to perform a background check, some of these ways are a waste of time and resources—so some companies could take advantage of you.

A quick Internet search for “background check” will produce many companies. Be wary of claims to provide a “free” or “immediate” background check on anyone in the country. Sometimes companies perform searches with limited or incomplete records, using sources that are available to the public. The information that you get from these companies may not be very reliable.

Not all background checks are the same. Working with an NAPBS accredited firm translates into higher quality background checks, better customer service, stronger client education, and less risk for your hiring decisions, as well as supporting your commitment to minimizing risk in the workplace.

How Do You Know If a Company Is Accredited?

Be sure to ask your employment screening partner about their accreditation status. You can also look for the seal on their website.

*THIS SITE CANNOT AND DOES NOT CONTAIN LEGAL ADVICE* This information provided by Peopletrail on our website and blog is for general information purposes only. Peopletrail and their representatives are not lawyers; nothing in this blog or provided by Peopletrail should be deemed as legal guidance or advice. All information on the site is provided in good faith, however, we make no representation or warranty or any kind, expressed or implied, regarding the accuracy, adequacy, validity, reliability, and availability or completeness of any information on our Site. Users are solely responsible for complying with all local, state, and federal laws as they may relate to any information provided in this Blog. Peopletrail recommends utilization of a competent legal representative for any legal issues.
Under no circumstance shall we have any liability to you for any loss or damage of any kind incurred as a result of the use of the site or reliance on any information provided on the site. Your use of the site and your reliance on any information on the site is solely at your own risk.
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How You Can Build a Safer Youth Sports Program

Youth sports are a great way to develop life skills and build character.  A positive athletic experience can change the lives of children both on and off the field. However, an unprepared sports program can make a potentially unsafe situation worse.

The vulnerability of the participants in youth sports programs makes securing a safe environment a priority.

Are we doing all we can to improve the quality of athletic competition while keeping athletes safe? No matter your position or role, it is always appropriate to ensure that your sports league fosters a safe environment.

Here are some things to check for in an organization.

An Emergency Plan

A crisis can strike any place at any time. The first step to building a safer sports program is securing a plan for all potentially dangerous possibilities. Make sure that the sports organization has a written emergency plan in place.

The emergency plan explains what to do in unsafe conditions, outlines the responsibilities of staff, and details how and when to contact external support from emergency services. In addition, be sure to always point out how medical attention can be accessed in every situation.

This plan will likely cover a variety of topics and should be tailored to fit your organization’s individual needs.

Trained Coaches

Remember that coaches are responsible for more than just mentoring. In youth sports programs, coaches are often the first responders to a crisis. As such, they must be trained to react to an emergency.

While it is imperative for coaches and other volunteers to understand the rules, coaches must be able to show they possess good judgment when it comes to coaching decisions. A coach that is more concerned about statistics than the personal development of a player might not keep a player from injuring themselves.

Make sure that the coaches and any other adult interacting with players put the well-being and development of the players and the team first.


Coaches, teachers, and parents serve as role models when it comes to cultivating sportsmanlike behaviors in youth players. When players do not have a respect for the rules and the outcome, problems with bullying can lead to harmful conditions.

Sportsmanship issues are a clear indicator of potential problems. A recent survey of sports officiators from the National Association of Sports Officials sponsored by Peopletrail, revealed that sportsmanship is worst at youth levels. In fact, 54 percent of respondents reported that they have felt unsafe while officiating. Most of these respondents reported that the threats came from coaches and parents.

Coaches and other teachers bear the responsibility for improving sportsmanship. Resolve to take a stand against bad sportsmanship by being an example yourself.

A Screening Policy

News stories continue to capture the spotlight of sports officials with alarming criminal records. Yet, many of these sports officials still interact with young athletics because a background check was never conducted before they were placed in the position.

Confirm that the sports organization has a written screening policy. A written policy ensures that background checks are performed on all adults involved. Background checks are crucial to nurturing a valuable environment for children in sports. These vulnerable participants justify the protection and the peace of mind that a simple background check provides.

Sometimes, sports administrators may be reluctant to have a written policy as it makes them responsible to screen every adult who will interact with the players—a seemingly overwhelming task. Desperation for “warm bodies” can be a real problem for some youth sports programs, but it’s a problem you can be overcome with a good screening policy.

A good screening policy should include partnering with a professional, accredited background screening company—also known as Consumer Reporting Agencies (CRAs). Accredited companies efficiently use resources to get you the most accurate information in the shortest amount of time.

No matter the circumstance, always put safety first in sports by choosing an effective screening partner.

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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.



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.


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.

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.


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.



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.


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.


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.


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


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 top employment screening provider of custom solutions, 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

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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.


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


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.


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 from the NASO National Officiating Survey, sponsored by Peopletrail, 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.

New Solutions

With this newfound information, NASO hopes to improve all levels of officiating 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 of new solutions and improved 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 sports. 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

Learn more about the survey results.

About NASO

NASO, the National Association of Sports Officials, is a 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 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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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


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 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.


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.


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


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 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