Weekly Wrap Up-November 30, 2012

 

This week at EmployeeScreenIQ, we jumped right back into the work week with our hands full. We announced our upcoming December webinar, Background Screening Partner Selection: What You Don’t Know CAN Hurt You. We also covered the story of Instant Checkmate, an online background screening company, that possibly uses racial profiling in their online advertisements. Lastly, we were excited to announce an upcoming U.S. Commission on Civil Rights briefing regarding changes in EEOC guidelines and the impact of criminal background checks.  EmployeeScreenIQ’s Nick Fishman will have an opportunity to testify on behalf of background screening companies at this briefing. There were a couple other posts this week, as well as a post this morning, CFPB Releases New Background Screening Forms . . . Again. As always, continue to read our blog and if you’re not subscribed, consider adding the IQ blog to your RSS feed!

 

Background Screening Partner Selection: What You Don’t Know CAN Hurt You!

By now, you know the importance of a background check when identifying and hiring the best employee. But simply having an employment background screening provider is not enough. The truth is that your employment background checks are only as effective and reliable as your provider. So how do you weed through all of the competing sales jargon to identify the best partner for you? See More

Continue reading Weekly Wrap Up-November 30, 2012

11/30/2012 CFPB Releases Updated Background Screening Forms . . . Again

 

I know that this post might look familiar, but there is some updated information you’ll want to check out.  You might recall that the The Consumer Financial Protection Bureau (CFPB) issued new notices this past August which would be required by the Fair Credit Reporting Act effective January 1, 2013.  Well, that’s still the plan, but we were just notified that the forms changed . . . again.  Listed below is our original post with the updated forms.  Again, please remember that these new forms are a requirement beginning on January 1, 2013.

The Consumer Financial Protection Bureau (CFPB) has exercised its regulatory authority by making a change to three notices required by the Fair Credit Reporting Act, effective January 1, 2013. The change directs consumers, furnishers and users of employee background checks to the CFPB instead of the Federal Trade Commission (FTC), and are part of the Dodd–Frank Wall Street Reform and Consumer Protection Act (Pub.L. 111-203, H.R. 4173) that President Barack Obama signed into law on July 21, 2010. While the CFPB does not have supervisory authority over employee background checks, it does have rule making and enforcement powers over the FCRA.

The forms that are being updated are all used in the background screening process, and are required by the FCRA. They include:

We’ve also made these forms available on our Resources Page at http://www.employeescreen.com/resources.asp

To comply with the new law, employers and CRA’s will need to stop using the old forms/notices by January 1, 2013.

This is one of the first actions taken by the CFPB to directly impact employment background checks, but we don’t expect it to be the last. The CFPB has been called upon by consumer watchdog groups to make this change and other changes that could impact the screening process.  Look to EmployeeScreenIQ to keep you up-to-date, and contact us with any questions.

Editorial Note: This post is the lead story for our October Issue of BTW.  Check out Angela’s video on the CFPB’s actions and how they affect you.

CFPB Releases New Background Screening Forms . . . Again

 

I know that this post might look familiar, but there is some updated information you’ll want to check out.  You might recall that the The Consumer Financial Protection Bureau (CFPB) issued new notices this past August which would be required by the Fair Credit Reporting Act effective January 1, 2013.  Well, that’s still the plan, but we were just notified that the forms changed . . . again.  Listed below is our original post with the updated forms.  Again, please remember that these new forms are a requirement beginning on January 1, 2013. Continue reading CFPB Releases New Background Screening Forms . . . Again

PetSmart Background Check Missed a Deranged Gerbil

 

 

 

 

 

 

You can’t be too careful when it comes to employee background checks these days. Just yesterday, The Onion reported that a PetSmart background check gave a gerbil their stamp of approval with a clean record. Shortly after it was sold to its Los Angeles family, it became immediately apparent that this gerbil was not fit to live in a home. His behaviors included hoarding pellets, maniacally shredding wood chips, and hiding in dark holes, according to the family. This mishap is clearly the result of a faulty background check. Continue reading PetSmart Background Check Missed a Deranged Gerbil

NAPBS Offers 5 Tips for Employee Background Checks in 2013

The National Association of Professional Background Screeners (NAPBS), of which we are accredited member, just released their tips for conducting employment background checks in 2013.  We are particularly thrilled that see that being thorough and accurate is their number one suggestion.  I’ve listed their top recommendations below and encourage human resource, talent management, loss prevention and risk management professionals to check out the complete release.

The National Association of Professional Background Screeners (NAPBS) and its members are committed to ensuring the highest degree of accuracy and professionalism when it comes to background checks. To that end, NAPBS offers the following best practices intended to benefit employers and job seekers who are planning for 2013: Continue reading NAPBS Offers 5 Tips for Employee Background Checks in 2013

EmployeeScreenIQ’s Nick Fishman Appearing Before Civil Rights Commission

The U.S. Commission on Civil Rights has announced its briefing regarding the recent changes in the EEOC’s Conviction Records Policy on the employment of black and Hispanic workers as well as the impact of criminal background checks for employers. On one side of the conversation, it’s argued by employers that conducting criminal background checks assists in ultimately ensuring a safer work environment for everyone, reducing negligent hiring and criminal activity in the workplace. From the EEOC’s perspective the increase in criminal background checks for employment could cause discrimination in the hiring process. This hearing will bring in a number of experts who will present their experiences to assist in this investigation. This investigation will serve for use in future decisions with changes in EEOC guidelinesEmployeeScreenIQ’s Nick Fishman, Chief Marketing Officer and EVP, will be among these experts and presenting the perspective from the background screening industry.

Continue reading EmployeeScreenIQ’s Nick Fishman Appearing Before Civil Rights Commission

11/28/2012 U.S. Commission on Civil Rights Announces Briefing on the Impact of Criminal Background Checks (PRWeb)

WASHINGTON, Nov. 28, 2012 /PRNewswire-USNewswire/ — The United States Commission on Civil Rights announces that it will hold a briefing on the impact of criminal background checks and the EEOC’s conviction records policy on employment of black and Hispanic workers. The briefing will take place at the new headquarters offices of the Commission on Friday, December 7, 2012 at 9:00 a.m. ET, 1331 Pennsylvania Ave. NW, Suite 1150, Washington, DC 20425.  The offices are accessed using the F Street NW entrance.  Interested members of the public are invited to attend.

The Commission has initiated this investigation to determine whether the new EEOC Guidance policy or other prohibitions or limitations on the use of criminal background checks encourage or discourage re-entry by former offenders into the job market. From an employer’s perspective, the use of criminal history checks may help ensure a safe environment for customers and employees,  reduce legal liability for negligent hiring, reduce or prevent theft, embezzlement or other criminal activity, comply with state laws requiring background checks, and assess overall applicant trustworthiness. From the EEOC’s point of view, the increased use of criminal background checks indicates possible disparate impact discrimination under Title VII of the Civil Rights Act.
PR Newswire (http://s.tt/1v727)

Instant Checkmate Using Racial Profiling In Advertisements?

 

 

 

 

 

 

 

While your name might not show up with a criminal record in a background check, what if an advertisement for a background check service used your name stating, “John Smith, arrested.” Although there may be someone with a criminal record under that name, you don’t have a criminal record. How would you feel if you saw this advertised while doing a simple search on the internet?

A few cases have shown up recently for professionals with ethnic sounding names finding that their names are listed in Instant Checkmate’s advertisements typically with the word, “arrested” or something equally misleading. This points to suspicion that the website, Instantcheckmate.com is using profiling in their advertisements. One example is Ebony Jefferson. When her name was found in an Instant Checkmate advertisement, it read, “Ebony Jefferson, arrested?” But when a similar name, Emily Jefferson was listed in an ad, it simply said, “We found Emily Jefferson.” Coincidence? Perhaps. However there are many instances where similar results were found in relation to ethnic sounding names being associated with listing words like “arrest” with those names in particular. Another example is the case of Latanya Sweeney,a Harvard University professor of government, whose name was found by a colleague while searching for an article Sweeney published. The ad listed her name alongside, “arrested” much like Ebony Jefferson.

Continue reading Instant Checkmate Using Racial Profiling In Advertisements?

11/27/2012 Background Screening Partner Selection Webinar: What You Don't Know CAN Hurt You!

Background Screening Webinar

By now, you know the importance of a background check when identifying and hiring the best employee. But simply having an employment background screening provider is not enough. The truth is that your employment background checks are only as effective and reliable as your provider. So how do you weed through all of the competing sales jargon to identify the best partner for you?

On Tuesday, December 11, 2 pm – 3 pm ET, join EmployeeScreenIQ for an informative panel discussion, “Selecting a Background Screening Partner: What Really Matters?

Whether you’re seeking a new provider, conducting due diligence on your current provider or have never used background screening before, our expert panelists will explore the five questions you need to ask about your screening provider. I’ll be joined by our experts, Nikki Handy from Eli Lilly and Company, Darby James of Superior Energy Services, and EmployeeScreenIQ’s Kevin Bachman who will show you what you need to know to successfully evaluate, solicit and select the right screening company for your organization.

And if the content alone wasn’t enticing enough, the webinar has been approved for 1 (General) recertification credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute.

Click here to register.

Still not convinced? Check out this video for a quick summary on our panel.

Background Screening Partner Selection: What You Don’t Know CAN Hurt You!

Background Screening Webinar

By now, you know the importance of a background check when identifying and hiring the best employee. But simply having an employment background screening provider is not enough. The truth is that your employment background checks are only as effective and reliable as your provider. So how do you weed through all of the competing sales jargon to identify the best partner for you?

On Tuesday, December 11, 2 pm – 3 pm ET, join EmployeeScreenIQ for an informative panel discussion, “Selecting a Background Screening Partner: What Really Matters?Continue reading Background Screening Partner Selection: What You Don’t Know CAN Hurt You!