October 31, 2016
November 2, 2012
Welcome to another edition of “What’s hot in employee background screening news”. If you want to become smarter about background screening, you’ve come to the right place. Here are some of the interesting items that caught our attention last month.
While the EEOC’s position on the use of criminal background checks adds to the time and cost of implementing a screening policy, there remain many benefits to screening potential candidates.
Joe Adler, director of the Montgomery County Office of Human Resources, told The Gazette that the office, which is responsible for the intake of job candidates for more than 30 county departments, determines on a “case by case basis” whether a person with a criminal background will continue in the application process.
Adler said there is some additional work when it comes to investigating the history of a person with a criminal background, “but not to the point we consider terribly burdensome.”
The inspector general found that the majority of disciplined nurse aides with prior records had been convicted of burglary, larceny or other crimes against property. Only a tiny fraction had convictions for crimes against people. However, the investigation also found that, before their respective nursing homes disciplined them, three nurse aides had registered as sex offenders.
Research suggests recruiters find employed job seekers with criminal records more employable than candidates with clean records but no job. Experts recommend HR professionals take a close look at individual circumstances when considering unemployed applicants.
Collateral Sanctions reform law will make it easier for job seekers with felony records to get hired.
Effective November 18, 2012, most employers that operate in Newark, New Jersey must comply with a new ordinance broadly restricting their discretion to rely on criminal background records for employment purposes.
As employers across the U.S. continue to grapple with the Equal Employment Opportunity Commission’s updated guidance on the use of arrest and conviction records in the hiring process, two city council bills from Washington State and Washington D.C. aimed at helping ex-offenders reenter the workforce are causing some employers concern at the local level.
The Amateur Athletic Union (AAU) is performing security reviews on more than 100,000 coaches, adult athletes, volunteers and support staff to help identify those who might be threats to child athletes, including pedophiles and people convicted of drug-related offenses.
July 26, 2011
On July 26, 2011 the U.S. Equal Employment Opportunity Commission (EEOC) held a public meeting to discuss the employment barriers faced by individuals with arrest and conviction records.
A recap of the meeting can be found here.
Photo credits: Cosima’s Digital Designs
September 23, 2010
Privacy Rights Clearinghouse, a nonprofit consumer education and advocacy project, recently updated the Small Business Owner Background Check Guide.
This is an excellent guide to help businesses of any size learn the basic information about employee background screening. Here are links to the guide:
Small Business Owner Background Check Guide
- Background Check Primer: Know the Terminology
- Employment Background Checks and Federal Law, the FCRA
- What Can an Employer Find Out? What Is Off Limits?
- Should I Hire an Outside Screening Company?
- Background Checks: Not Just for Applicants
- The Employer’s Obligations under the FCRA
- Proper Disposal of Employment Reports
- Workplace Investigations: New Rules for Employers
- Special Rules for California Employers
- Employer Checklist and Tips
December 2, 2009
In case you missed any of our employee screening articles for October and November, here’s a quick recap of our most popular:
- Florida Lawmakers Pledge Changes To Their Background Screening Program
- Sex Offender Safety Tips
- No Background Check? No Problem – Cracking Down On The Gun Show Loophole
- How A Woman Falsified Her Nursing Credentials For 18 Years
- University Removes New-Hire DNA Testing From It’s Background Check Policy
- Genes and Jobs: Can Employers Use Your DNA For A Background Check?
- 100% Of Companies Will Be Using Social Networks As Part Of Their Employee Screening Program By 2012
- How To Protect Your Company When Googling Job Applicants
Smart, Compliant Hiring Decisions Made Easy
FYI Screening offers a wide array of customized background screening solutions to meet any need. Human Resources and Loss Prevention Professionals in numerous industries worldwide trust FYI’s screening solutions every day to make smarter, safer and more cost effective hiring decisions.
November 18, 2009
Psychology Today has an excellent article on this subject titled “Genes and Jobs.”
The Genetic Non-Discrimination Act (GINA) comes into full effect this Saturday, November 21st.
Employers need to take note, and employees should be aware of their rights
Congress passed GINA almost unanimously, and President Bush signed it on May 21, 2008. Described by the late Senator Ted Kennedy as “the first civil rights bill of the new century of the life sciences,”
GINA protects individuals from genetic information discrimination in health insurance and employment
Even some well-informed commentators seem to have missed this landmark piece of legislation. So have some employers. The University of Akron (UA), for example, adopted a policy as recently as August that could require any candidate for employment to submit a DNA sample.
Read more about Genes and Jobs.
The Coalition for Genetic Fairness also gives the following guidelines for employers on how to comply with The Genetic Non-Discrimination Act (GINA).
GINA outlines the following activities as unlawful employment practices and discriminatory on the basis of genetic information:
- The use of genetic information in making decisions regarding hiring, promotion, terms or conditions, privileges of employment, compensation, or termination.
- Limiting, segregating, or classifying an employee, or depriving that employee of employment opportunities, on the basis of genetic information.
- The request, requirement, or purchase of genetic information of the individual or a family member of the individual except in rare cases, as outlined in the drop-down section below.
- The use of genetic information in making decisions regarding admission to or employment in any program for apprenticeship or training and retraining, including on-the-job training.
Furthermore, employers should be aware that it is unlawful for an employment agency, labor organization, or training program to fail or refuse to refer an individual for employment on the basis of genetic information, nor may the agency or labor organization attempt to cause an employer to discriminate against an individual on the basis of genetic information.
Related Post From FYI Screening:
November 13, 2009
That’s one expensive background check…
The Los Angeles Times reports Sarah Palin says the McCain campaign billed her $50,000 for her background check.
Read the story here.
November 6, 2009
On October 20, 2009, while on her lunch break, a Tennessee kindergarten teacher was cited for shoplifting $62 worth of wrinkle cream from Walmart. This past summer the teacher was convicted of stealing steaks from a Kroger. She has three DUIs and a citation for driving on a suspended license for excessive speeding tickets. She also has five aliases and she’s been teaching young children for the past five years.
As of November 5, 2009 she was still in the classroom teaching. Watch the video.
What’s wrong here?
The state only requires a background check at the time of hire.
This is a good reminder that your organization should have a Post-Hire Screening Program in place.
A Post-Hire Screening Program (also called recurring screening) is considered a best practice for employers. It ensures a safe workplace and helps reduce the risk of a negligent retention lawsuit. Conducting checks on all new hires is essential. Keep in mind, that a lot can happen in the years after a new hire comes aboard. Companies should consider protecting themselves with periodic post-hire criminal checks and drug screening.
For more information please read:
November 4, 2009
This is a fascinating and also sad story of how a woman stole, lied and cheated her way through life.
For years, she kept ahead of her lies, moving from state to state with false credentials that showed her to be a nurse. This week, the law caught up with Catherine Marie Connor.
The Grafton woman was sentenced Wednesday to a year and a day in federal prison in a wire fraud case in which she followed a trail of deceit to secure a nursing license and nursing or related jobs in multiple states.
Connor, 55, was sentenced this week in U.S. District Court for the Eastern District of Missouri.
She pleaded guilty in July for a case that developed over a period of years, beginning in 1991 and ending in March 2009, court records state, during which time she made some $625,013.07.
A crucial element of the case was the woman’s background, dating to 1984 when, as Catherine Smith living in Virginia, she was sentenced to a two-year term on two felony counts of credit card theft and two felony counts of forgery, the indictment states.
Related Posts From FYI Screening:
- 3 Critical Reasons To Screen Health Care Employees
- 4 Ways That Employee Screening Boosts Employers’ ROI
- 4 Tips on How to Avoid Negligent Hiring Lawsuits
- More Background Checks
Photo credit: gbaku
November 2, 2009
The man in the baseball-type cap was clear about his task. He was selling weapons at a gun show in Sharonville, Ohio. And he wasn’t troubled about the minutiae of the law.
“I don’t need your address,” he said, shaking his head and waving a dismissive hand across his face. “Nothing.”
“No background check?” asks a skeptical potential buyer.
“Just show me that you’re from Ohio,” the seller said.
The buyer sounded relieved. “That’s good about the background check,” he said, “because I probably couldn’t pass one.”
“I don’t care,” the seller said. Then, with a chuckle and a toothy smile, he added, “because I wouldn’t pass either, bud.”
Undercover investigators for the New York City mayor’s office secretly filmed this transaction earlier this year as part of a seven-city and three-state study on how easy it is for people who can’t pass a background check to get a gun. Just attend one of the thousands of local guns shows held every weekend across America. Odds are that if the money is green, the dealer will sell a gun. In most cases, no questions are asked.
Read the rest of the story here.