IQ Blog

EmployeeScreenIQ Joins SterlingBackcheck, One of the World’s Largest Screening Companies

Nick Fishman

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We’re pleased to announce that we have joined SterlingBackcheck, one of the world’s leading background screening companies.

EmployeeScreenIQ and SterlingBackcheck are already united by the desire to provide the highest quality background check services.  By combining their strong customer-driven cultures with sophisticated technologies, SterlingBackcheck and EmployeeScreenIQ can better serve customers around the world with comprehensive screening solutions and services for both pre-hire and post-hire needs.

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NYC Fair Chance Act: 6 Ways Employers Can Stay Compliant

Alex Krokos

The New York City Fair Chance Act went into effect on October 27. The Act addresses employers’ responsibilities as they relate to criminal background checks. The law is designed to delay criminal background screening to allow candidates an opportunity to interview and be considered for jobs before potential elimination by a background check.

Under the Fair Chance Act, New York City employers are prohibited from inquiring or obtaining any statement about an applicant’s criminal background until after a conditional offer of employment has been made.

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New York City Fair Chance Act Buries Employers with More Paperwork

Nick Fishman

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You know that feeling when you get to deliver what you know is going to be very unpopular news to a group of people and you have to present it as a positive? Well, get ready those of you conducting employment background checks in New York City, because I’m about to blow your mind with . . .  wait for it. MORE PAPERWORK!!!!!!

As you all know by now, New York City passed the Fair Chance Act on September 3, 2015 which addresses employers’ responsibilities as they relate to criminal background checks. The law, set to take effect on Tuesday, October 27, 2015, is designed to delay criminal background screening to allow candidates an opportunity to interview and be considered for jobs before potential elimination by a background check. Under the Fair Chance Act, New York City employers are prohibited from inquiring or obtaining any statement about an applicant’s criminal background until after a conditional offer of employment has been made.  For purposes of the Act, “any statement” means a statement communicated in writing or otherwise to the applicant for purposes of obtaining criminal background information regarding: (i) an arrest record; (ii) a conviction record; or (iii) a criminal background check.

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