We Received a Criminal Record, Now What?

The hot button topic right now for the Equal Employment Opportunity Commission (EEOC) is whether to allow criminal background checks to factor into an employment decision. The EEOC feels that minorities are being discriminated against due to a previous criminal record, whether they were convicted of the crime or not. The EEOC has gone as…

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Waffle House Hit with Class Action Lawsuit for Violating the FCRA

Waffle House, one of the largest chain restaurants in the southeast, was hit with a class action lawsuit for violating the FCRA. The lead plaintiff in the case, William Jones, applied for employment at a Waffle House in Ormond Beach, Florida on December of 2014. He was denied employment due to inaccurate records reported by…

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Versik Analytics Settles Class Action Lawsuit

Two Verisk Analytics Inc. units have settled a class action lawsuit brought by job applicants claiming they violated the Fair Credit Reporting Act (FCRA). Intellicorp Records Inc. and Insurance Information Exchange LLC have been ordered to pay $18 million dollars to settle three class action lawsuits claiming the companies violated federal law by providing incorrect,…

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Verifying Current Employment?…Be Very Careful Conducting Background Checks

Be careful when seeking new employment while trying not to notify a current employer. When clients order a background screening report requesting that we verify current employment for a potential new hire, we, as a courtesy, reconfirm with the client that we have the applicant’s permission to do so. There is potential liability for contacting…

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USIS Conducting Screening on Navy Yard Shooter

USIS, the federal government contractor who vetted Whistleblower Edward Snowden also screened alleged Navy Yard shooter Aaron Alexis. In 2007, USIS conducted a background check on Alexis for his secret-level clearance. Due to confidentiality requirements USIS has with the federal government, they are prohibited from disclosing the results of Alexis’ background investigation. USIS was originally…

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Using Background Checks for Permissible Purposes

Employers Permissible Purpose for Using Background Checks When employers engage a third party company to conduct employment background checks, the first question that should be asked by the vendor is what your organization’s permissible purpose is for pulling these reports. The only logical answer for using background checks is for employment purposes; however, employers also…

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Understanding the 3/2 Rule of Employee Productivity

When you triple the number of employees, you halve their productivity, or adding 10% employees the productivity of each drops by 6.3%. What causes the productivity decrease? Companies sometimes rationally choose to be in high-volume, low-margin markets. But a more possibility is expensive relationship friction, increased internal communications, and labyrinth bureaucracy. I think it is…

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Top 4 Trends in Background Screening for 1QT 2019

The first quarter of 2019 is already behind us if you can believe it! I love our industry because it doesn’t stay stagnant, in fact it’s very fluid with laws always changing (sometimes more than just once in a year). This means that as a company we have to stay ahead of the curve to not only navigate these compliance waters with our clients but also maintain strict procedures with state and federal regulators.

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