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I-9 Compliance Overview

Employer Solutions Staffing Group was recently fined over $200,000 for failure to follow Form I-9 protocol to confirm the identity of almost 250 employees. The Executive Office for Immigration Review found that the staffing agency was incorrectly completing section 2 of Form I-9 which, according to Administrative Law Judge Ellen K. Thomas, “. . . is a serious violation.” “Section 2 of Form I-9 is properly completed only when the person who signs the Section 2 attestation is the same person as the person who examines the employee’s original documents.” In this case, the human resource representatives signed off on Section 2 based off of photocopied documents.

There are many complexities to filling out an I-9 for a job applicant correctly. It is estimated that over 75% of all completed Form I-9s contain at least one error. Since all employers from 1986 on have been required to complete and maintain Form I-9s for all employees, education on how to properly complete them should be in high demand. The penalties are serious; “paperwork violations” can result in fines ranging from $110-$3,200 for each individual error. Additionally, criminal prosecutions can result from “willful violations” which has been so broadly defined as to mean: simply not doing enough to ensure proper compliance.

The need for compliance is ever increasing because the amount of audits is on the rise. From 2007-2013 audits increased 1,100%. According to Form I-9 Compliance, “anything can trigger an ICE [U.S. Immigration and Customs Enforcement] audit. Anonymous complaints from a disgruntled employee, or even one of your competitors, can lead to a surprise visit. Other audits are simply conducted on a random basis. No geographical region is immune to these visitations.” The most important thing to have in case of an audit is the Form I-9 for every current employee. It is also required to have I-9’s for employees whose employment has ended for at least three years from the date of hire, or for one year after the employment has ended, whichever is later.

Considering the risk of being audited, Peopletrail believes a good way to manage I-9s is by using Electronic Form I-9’s which are securely stored in a centralized electronic database. Additionally, electronic I-9’s vs hard copy I-9’s have certain safeguards to prevent minor omissions or mistakes. For more information on electronic I-9s, please contact us.

It is important to note that the prospective employer is the party responsible for completing the Form I-9 and as a separate entity Peopletrail cannot conduct any part of that process. The root of the violation outlined above involved the wrong party handling a part of the process. We do not want to cross that line because it is ultimately the employer who pays the price. Although Peopletrail cannot legally handle I-9’s for our clients, we are available to educate them about I-9 compliance and provide a place to store all the information side by side with other pre-employment investigations and documentation for the employee in question. Using our platform for I-9s also makes it easier to utilize our integration with E-verify if employers are required or simply desire to definitively verify an applicant’s right to work status.

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Compensating for Fraudulent Applications: Peopletrail’s Experience in Uncovering the Truth

Background checks are usually based on information that is disclosed by the candidate. Basic information such as date of birth and full current name are key tools used to accurately compile a person’s criminal profile. The information provided by a candidate helps the employer to fully understand a candidate’s qualifications. However, applicants with an unsavory past may falsify their most basic information to evade an accurate investigation. Peopletrail’s experience with the fraudulent tactics deceptive job seekers may use combined with our expertise in how to verify a candidate’s information can greatly reduce the likelihood of employers hiring based on false pretenses.

Fraudulent Date of Birth

Peopletrail has encountered the situation on more than one occasion where a criminal record for a serious offense would surface containing many identifiers matching it to the applicant in question. However, one crucial identifier would be slightly mismatching, the date of birth. To cover all of our bases in these situations we utilize the Vehicle Record Information System. This search obtains a motor vehicle report (MVR) from the Department of Motor Vehicles. By adding this search we can obtain an accurate date of birth as driver’s licenses can only be issued when backed by a valid birth certificate.

Peopletrail found in several cases that the date of birth on the criminal record, while it didn’t match the birthdate the applicant provided, did match the date of birth uncovered in the applicant’s MVR. We were then able to confidently report the record as belonging to the candidate.

Because of the strict criteria for obtaining a driver’s license, MVRs are a great tool for date of birth verification as well as uncovering middle names and aliases names. MVRs are also largely timely to obtain. In 47 states, Peopletrail’s interactive MVR results that can be retrieved instantaneously using our online order and delivery website. In three states, Pennsylvania, Washington, and Oregon, motor vehicle records can take 24-48 hours to retrieve.

False Education Claims

In addition to false personal information, false claims of education or certifications are rampant among deceptive applicants. These applicants are aided by organizations known as diploma mills that provide pseudo-diplomas and other illegitimate verifications of degrees. False degree information is especially insidious because these claims are usually made by earnest and believable individuals.

Earlier this year it was reported that a respected police officer in Texas had resigned pending an investigation of the diploma he submitted. Furthermore, the sheriff’s office’s employee who handled the former police officer’s fake degree has since been demoted.

To ensure accuracy when evaluating and verifying degree information that the Better Business Bureau’s suggestions for spotting diploma mills are very helpful. Some include:

  • Addresses of an institution are box numbers or suites
  • Institution name is similar to well-known reputable universities
  • Diploma mills may claim to be accredited—however, their accrediting agencies are illegitimate

Peopletrail knows which higher education institutions are accredited as recognized by the Department of Education. Our tried and tested protocol for obtaining verifications, both verbally or through resources such as The National Student Clearinghouse, has protected our customers from inaccurate verifications.

Background investigations involve many intricate nuances that require careful reasoning backed by industry knowledge to compile complete and accurate information. This is especially true when applicants provide falsified information. The two examples of deceptive tactics above accompany many more that Peopletrail has faced. Although we must give credence to candidates that provide information in order to begin building a background check, and we are not constantly on a witch hunt to discover their potential untruths when inconsistencies or red flags arise we utilize our tools and expertise to compose the most comprehensive, accurate report possible.

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Revisiting FCRA Compliance, Seven-Year Reporting Law May be Redefined

Litigation for non-compliance with the Fair Credit Report Act (FCRA) concerning both background screening agencies and employers is on the rise. Throughout the entire background screening process, there are many opportunities to travel down the path of non-compliance.

Attorney Scott Paler of DeWitt Ross & Stevens, specializes in labor and employment law and has consulted many background screening agencies throughout his career. He expressed that Plaintiff’s councils chose to pursue cases that are most likely to uncover systematic non-compliance rather than a one-time hiccup. An example might include background check consent paperwork containing non-compliant language. Providing such paperwork to one applicant usually means that paperwork was provided to many other applicants thus making it a prime lawsuit contender. (For more information on consent paperwork no-no’s, check out the FCRA story in our summer 2014 newsletter )

Another possible FCRA violation that indicates broad-scale noncompliance involves the time frame that criminal records can be reported. The FCRA says convictions can be reported in perpetuity, but non-convictions and other adverse information can only be reported for seven years. Although it is unclear when that seven-year time period starts, a common practice has been to start that clock sometime after the disposition date when sentencing incarceration and probation have been satisfied. However, pending litigation from the Federal Trade Commission (FTC) and the Consumer Financial Protection Bureau (CFPB) attempts to define when that seven-year clock starts to seven years from the original charge date. This could significantly decrease the window of time those types of records could be reported.

Peopletrail has been examining our procedures to ensure we have the lowest possible non-compliance risk with the FCRA. Following recent litigation in this area aids us greatly because the results of these cases are illuminating as to what the exact compliance expectations are considering the written law often times contains language that can be ambiguous and/or subject to interpretation. If our protocol ever changes in light of FCRA litigation, which may be the case if the seven-year clock mentioned above is redefined, we will update as appropriate.

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Changing Climate of Background Checks for Referees

Since Peopletrail’s integration with Arbiter Sports a referee management system used by organizations that staff referees nationwide, news buzz involving referees and background checks has especially sparked our interest.

In December 2014, the Boston Globe published a lengthy piece exposing the Massachusetts Interscholastic Athletic Association (MIAA) for not conducting background checks on their high school referees. They specifically outlined a case a man named Philip Paul, who had spent years in prison for sexually molesting a fifteen-year-old. Paul was registered as a level two sex offender but was a regular referee used by the MIAA.

At the time the article was written, Massachusetts did not legally require their referees to undergo a pre-employment background check. At the time, the only New England state that required referee background checks was Connecticut. The argument against screening officials seems to boil down to convenience as well as the necessity. Many people do not believe referees have enough unsupervised access with minor athletes to warrant background checks.

Following Boston Globe’s initial expose, the Globe followed up in February announcing that Massachusetts State Representative, Carole Fiola, initiated legislation resulting in Massachusetts becoming the 28th state to require background checks on referees. “Tom Lopes, executive director of the International Association of Approved Basketball Officials, said he expects every state one day to screen referees for criminal records.”

Consequently, the MIAA has started to develop a background screening policy expected to be implemented mid-2016. Peopletrail is excited to be involved in that process with the MIAA as part of our Arbiter Sports integration.

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Peopletrail Completes Goldman Sachs 10,000 Small Businesses Program

Wallace T. Davis, President and CEO of Peopletrail – a leading background check and employment screening company, has completed the Goldman Sachs 10,000 Small Businesses Program – a $500 million commitment by Goldman Sachs and The Goldman Sachs Foundation to unlock the job creation potential of small businesses across the United States.


GS10KPeopletrail is one of the most recent beneficiaries of the Goldman Sachs 10,000 Small Businesses program. Peopletrail’s President and CEO, Wallace T. Davis completed the 100-hour, four-month curriculum as part of his commitment to strengthen Peopletrail’s operations.

The Goldman Sachs 10,000 Small Businesses program is a $500 million initiative developed to help small businesses in the United States by providing entrepreneurs with an integrated program of practical business and management education, access to capital, and business support services.

“It is a great privilege to be one of the latest beneficiaries of the Goldman Sachs 10,000 Small Businesses program,” stated Wallace T Davis, President and CEO of Peopletrail. “Peopletrail has grown exponentially over the last five years. The Goldman Sachs program has provided the additional insight and resources needed to enhance this growth while staying true to our core of providing exceptional personalized service to each of our valued clients.”

Only six months after graduating from the program, 44.8% of 10,000 Small Businesses participants reported adding new jobs. Within that same six-month period, 63.7% of program participants increased their revenues. Many participants also report launching new products or services, discontinuing ineffective ones and expanding into new markets. They also report changes in the way they attract, manage and retain employees.

The completion of the Goldman Sachs program follows shortly after another significant milestone from Peopletrail—the integration of Peopletrail’s employee background and screening services into the Oracle Taleo Enterprise Cloud Service. This integration further supports Peopletrail’s path of continued growth, maintaining itself as a leading provider of criminal background checks, employee screening, and corporate security services.

Customers can learn more about Peopletrail and schedule a complimentary consultation by visiting the company’s website at or by calling the company directly at 866.223.6623


About Peopletrail

Peopletrail is a leading provider of custom employment, tenant and drug screening solutions, criminal background checks, ATS integrations, and corporate security services.

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.

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ArbiterSports® and Peopletrail® Announce Systems Integration

Athletic assigners and leagues will now have the option of using Peopletrail to conduct background checks to determine the eligibility of their officiating staffs to work athletic contests.

SANDY, UtahMay 8, 2014 /PRNewswire/ — ArbiterSports, the established leader in athletic event management, and Peopletrail, an accredited, leading provider of background check and screening services, today announced a systems integration that will offer athletic assigners and leagues the ability to request background checks as part of their officiating eligibility process. This new capability will help assigners and leagues gain trusted intelligence as part of scheduling and assigning officials for athletic contests.

“ArbiterSports is the industry-standard platform for registering and assigning officials,” said Jeff Triplette, President and CEO of ArbiterSports. “This Peopletrail integration will give assigners and leagues a convenient and legally compliant way to conduct background checks on officials should they require this service.”

ArbiterSports clients desiring background checks will be directed to Peopletrail via a web link to request the background check. Peopletrail will return results to the client; from there the client can determine if the person is approved for assignments and schedule them using the ArbiterSports system.

“We are pleased to be able to address a key issue of officiating, and that’s the character of the officials themselves,” said Wally Davis, President and CEO of Peopletrail. “It’s one thing to be trained on the latest officiating rules. It’s another thing to be ready to work a game and to have a clear personal record.”

Current ArbiterSports customers will be able to start linking to Peopletrail through ArbiterWorks and ArbiterOne beginning in June 2014.

About ArbiterSports

ArbiterSports, the leading provider of game management solutions, helps athletic departments and sports leagues dramatically simplify the process of scheduling games, assigning officials and paying all participants. The complete product suite, which includes ArbiterOne, ArbiterGame, ArbiterPay, ArbiterWorks and Arbiter360, delivers unprecedented control and visibility over the entire game management process. ArbiterSports products are built on a powerful web-based system that allows secure access from anywhere and provides seamless integration and easy-to-add features. Sports associations, commissioners, athletic directors, assigners and game officials rely on ArbiterSports to do their jobs more effectively.  Visit or call 1-800-576-2799 for more information.

About Peopletrail

Peopletrail is an accredited provider of Employment Screening, Criminal Background Checks, Tenant Screening, Drug Screening, ATS Integrations, and Corporate Security & Investigative Services. 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 businesses, Peopletrail provides actionable insight users can trust. Visit or call 1-888-223-6623.

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Personal Background Check Reporting Now Available For Individuals

Peopletrail has been servicing businesses and organizations with its customized, trusted background screening solutions and now expands its  offering to individuals. Individuals can generate their own, personal background check report directly from the website, providing insight into what is available to any investigative organization to verify their identity and criminal history.

Today more than ever, it is important for individuals to know what information is available about them. From credit reports, motor vehicle records, criminal report history and more, it is imperative that individuals review the information reported about them to know what others could see and to take any steps necessary to respond to their reports and repair inaccuracies. Peopletrail, a respected long-time provider of background screening solutions, expands its services and customized solutions to individuals. Individuals can now generate their own, personal background check report directly and conveniently from the website.

Over 92% of companies perform background checks on their employees and candidates for employment. Although companies are required to provide candidates a copy of their report, Individuals may want to get ahead of the game and find out what’s on their background report before their potential employer does. Knowing what is reported may help increase ones competitive advantage where they can make sure they report the same information on their applications and take steps to respond to their reports if needed. Peopletrail has developed online access to these reports that can be generated quickly in just a few steps and with a few details of personal information required.

“Over the last year, Peopletrail has been dedicated to strengthening its operations and expanding services. Providing background screening services beyond our business clientele to individuals shows our commitment to growing the business and being a leader in the background screening industry.” Stated Wallace T. Davis, President and CEO of Peopletrail. “We are excited about this new addition to our expansive product portfolio and the opportunity it provides individuals to conveniently and inexpensively access their own background reports.”

The personal background report service can be accessed from the company website at There are three reporting packages that individuals can select starting at just $19. Peopletrail is also offering a 20% introductory discount for a 2-week period and encourages individuals to get a copy of their own report to have a clear understanding of the information that is reported about them.

Customers can access the personal background report services from Peopletrail

About Peopletrail

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

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.

Interested customers in Peopletrail’s background check and screening services can contact the company at 888.223.6623. Or by visiting the company website at

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5 Reasons You Should Be Conducting Post-Hire Employee Background Checks

In today’s business environment, more and more companies are conducting post-hire employee background checks in order to mitigate company risk. When FCRA compliant, post-hire employee screenings are an effective risk management tool. A candidate who had a clear background at the time of hire may commit crimes years after they have been employed.

Conducting background checks on current employees is a way to demonstrate due diligence. Post-Hire Screening answers several sensitive questions about your employees.

Consider the following 5 reasons you should be conducting post-hire employee background checks:

1. It’s the Law

Because of federal and state mandates, post-employment background checks are required for many employees. For example, the transportation and medical industries are required by law to conduct annual background checks on all current employees to help these employers maintain workplace safety. Post-hire screening is becoming a more regular part of customized screening solutions.

2. Reduce the Risks Associated with Negligent Hiring and Retention Claims

If your organization is not mandated to perform post-hire screenings, you should still be aware of the potential risks of “negligent retention”, which could make your organization directly liable to a third party for negligently retaining an employee. Negligent retention applies when an organization should have known about an employee’s dangerous propensities, yet continued employing the individual. There have been a number of cases supporting negligent retention in the past several years. The choice to perform post-hire employment screenings is a way to demonstrate due diligence and assist in investigations.

3. A Promotion is a Change in Responsibility

Many companies conduct basic screenings for their entry-level candidates. When an employee is rewarded for their job performance, they are often promoted from within and take on new roles and responsibilities. As the level of responsibility grows, so does the risk for the employer if the wrong individual is placed into a position of authority. A simple rescreen for employees being considered for additional levels of responsibility can help the organization mitigate risk and ensure a more secure workplace.

4. Support Internal Affairs Investigations

Although an employee may have a clean background check when hired, anything can happen over the coming years. Some companies make it a policy to perform annual post-hire screenings for all employees, while others implement a company policy stating that an employee will be rescreened if the employee is involved in an internal affairs investigation.

5. Maintain a Safer, More Secure Workplace

Public safety companies perform post-hire employee background screening every five years for a reason. Public service employees are scrutinized due to the responsibility they have for serving the public at large. Perhaps your organization works in tandem with the public sector? No matter the situation, periodic and random checks of your staff on a rotating basis may bolster your organization’s reputation for excellence and zero tolerance.

In addition, managers and directors are always the last to know! If it has been a long time since you were a line employee, you may remember that management seemed to have one communication style, while the employees had another. As a result, what the employees knew about and assumed to be obvious, the management sometimes had no idea, until it was too late. Since the employees are the lifeblood of any organization, regular screening can help ensure that everyone is on the same page.

In summary, adding a post-employment option to your screening program may help minimize your organization’s risk over the long term. It is important to note that applicable and compliant post-hire consent must be obtained in order to run post-hire checks.

For more information on implementing an FCRA compliant post-hire employee background screening program at your organization, please call us at 866.223.8822, or request a complimentary consultation today.

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Background Checks Are Not All The Same

The vast majority of employers run pre-employment background checks.  Even companies that don’t screen regularly agree that they are a helpful way to build a successful workforce. The news is filled with stories that show malpractice in the workplace when it could have been prevented with a simple background check.

As an employer, it would be convenient if you could hire any company to conduct pre-employment background checks and be confident that the safety net will provide you with all the tools to make an informed hiring decision. Unfortunately, that is not the case.

The problem is that not every background check is the same. There is not one source or mystical database where all background screening professionals go to for consistent, up to date criminal record information. In fact, the concept of “background checks” is incredibly ambiguous and doesn’t speak at all to the quality or accuracy of the information produced by conducting one. A hiring official’s due diligence cannot reach its full potential unless the background checks he or she orders utilizes the most foolproof techniques and channels to find and verify criminal records.

Below is an example of trustworthy background investigation tools that employers can count on for most standard background check needs.  Also included are tools that have a place, but should be used cautiously.  Employers should ensure their background screening provider can strategically implement these tools.

1.  Developing the Subject’s Profile/Identity

To begin an accurate, cost-effective criminal record search, a background screening company must find out where an applicant has lived, worked, or gone to school in the past 7-10 years, which is the standard industry timeframe.  Employers can request this information from job applicants on an application, but to ensure no information is falsified they can request their social security trace search.  A social security trace search is an excellent preliminary tool for background checks.  It not only verifies the identity of the individual, and any alias names, but it also reports past residences of the applicant, this is crucial for step number two.

2.  Retrieving Criminal Records

After the application process, the background screening company requests records from the counties of applicant’s past residences. County records are the most detailed, accurate, and up-to-date searches available.

Studies show that, on average, most people person only live in two or three counties during a seven-year period.  For most companies, it is more efficient to verify information of all counties lived in by the applicant and possibly all nearby “touch” counties during the past seven years.  Any additional information usually outweighs the cost.

3. Gaining More Coverage with State Repositories

Statewide repository searches are also fairly reliable.  A Statewide search offers greater geographical coverage than county searches.  However, state repositories receive their information from local law enforcement agencies and the local courts. This means that a middleman distributes the data in state searches, whereas counties are the direct source.  State repository records might be incomplete due to manpower shortages, transmission delays, local privacy laws, and lack of enforcement authority.

As official records, county searches and state repository searches are the most reliable background check tools.

4. Strategically Using Database Searches to Keep Compliance

Another tool for locating criminal records is a database search. While employers can search nationwide for an applicant’s criminal record, use caution.

Database reports may not be accurate and are not as reliable as the direct source. Because criminal databases have multiple source contributors, there is no regulation or responsibility to update these records.  Some jurisdictions don’t even report information to public databases and they may contain incomplete records.

Never use database searches as the only source for locating criminal records. Always confirm every database record directly with the jurisdiction or county where the record was found. This is the only compliant way to utilize database information. The Fair Credit Reporting Act prohibits employers from making a hiring decision based solely on a database search. Be wary of companies that offer instant database criminal records as reliable pre-employment screening.

3.  Verifying Criminal Records

Employers should know that false positives, including undiscovered records, can populate in background checks if a background screening provider has no review process.  Criminal record matching is typically achieved by matching the applicant’s name and date of birth to the record.  Those are the identifiers most commonly found on court records.  However, knowledgeable applicants with a criminal past may supply fraudulent information such as an incorrect date of birth to hide an offense.  Credit headers and social security traces can confirm a date of birth, but may not be free from error.  Driving records are a very reliable source for date of birth confirmation.  Background screening agencies may find other verification tools necessary on a case-by-case basis.

Background checks are important but are only as useful as the tools used to obtain information.

Different industries and unique situations mean the investigation process varies, but with any circumstance, there is a “right” or “best” method to search for an applicant’s criminal history.  Seek out a screening company that understands the complexities of background screening tools.  Together, you can formulate the most accurate and efficient background check process to build a successful workforce.

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3 Things to Know When Selecting Your Pre-Employment Screening Partner

Nearly 2 million American workers report having been victims of workplace violence each year. Fraud committed by employees cost American companies approximately $20 billion annually, and workplace theft tops out at more than $50 billion.1

Conducting a thorough investigation into the backgrounds of potential employees is the first step in building relationships with trustworthy individuals. Whether it is discovering a criminal past or verifying professional licenses, accurate and timely response is essential. Finding a background screening company that verifies the references and credentials, criminal records, and other areas of an individual’s background can save your company both time and money.

The key to your success, and ultimately the safety and security of your organization, is treating the background screening firm selection process as a hiring process. Apply a high amount of due diligence with selecting the best screening partner for your organization. Here are 3 key aspects to look for in a screening partner.

Accreditation Matters in A Screening Partner

Less than 2% of the thousands of consumer reporting agencies you could partner with have accreditation.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—Leaving you liable.

To become accredited, consumer reporting agencies must pass a rigorous onsite audit, conducted by an independent inspector, of their policies and procedures as they relate to the following critical areas:

  • Legal Compliance
  • Consumer Protection
  • Information Security
  • Organizational Integrity and Ethics
  • Ability to Train and Educate Clients
  • Accuracy and Depth of Products
  • Quality and Accuracy of Public Record Researchers and Background Specialists
  • Employee Background Check Expertise

An accredited background check from a reliable company makes a difference. Peopletrail has successfully achieved compliance with the National Association of Professional Background Screeners (NAPBS) accreditation program and is formally recognized as Background Screening Credentialing Council (BSCC) Accredited.

Not All Background Checks Are the Same

There is a difference between due diligence and data dumping. Low-quality searches carry high risks for employers. Negligent hiring cases have had verdicts of up to $40 million.3

While some consumer reporting agencies report exceptionally high criminal hit rates, these numbers can be skewed when the right tools aren’t used. Tools like national databases have their place in background screening. However, records from many national databases are often inaccurate and because of this, it is in many cases illegal to make hiring decisions based solely on the results of a national database. It’s important to check the sources of criminal reports. A multi-level check matters and should always be part of the due diligence process for vetting new hires.

Peopletrail uses due diligence when utilizing national databases. Any information uncovered from the National Criminal Database is verified at the state or county level using official court records to confirm accuracy. This cross-referencing human touch leads to increased accuracy with the added layer of a personal review and data scrub.

Compliance Matters

ICE has audited more than 6,000 employers suspected of hiring illegal labor, debarred more than 400 companies and individuals, and imposed more than $76 million in financial sanctions.4

While all background screening firms are required to have a service agreement with their clients that address issues related to FCRA compliance, this information can be confusing and challenging to comply with unless it is clearly understood by the end users.

Peopletrail not only provides training tutorials, sample forms, and ongoing updates to clients to help them comply with the FCRA, EEOC, and state and local laws, we were the first to create a centralized compliance knowledge base that other consumer reporting agency’s pay to access. Our clients are the first to benefit from our compliance expertise.

Peopletrail provides Actionable Insight You Trust. If you would like to learn more, please give us a call at 866-223-8822 or schedule a Complimentary Consultation today.


1. U.S. Department of Labor, 2012
2. NAPBS, 2013
3. Gurtin vs. Nurse Connection, et. al., 2002
4. U.S. Department of Homeland Security, Testimony of Secretary Janet Napolitano, October 26, 2011