For those interested in staying up-to-date with the latest in compliance for pre-employment background screening and the laws that affect your use of employment background checks, follow our publication, BTW: Your Guide to Staying Out of Hot Water. This compliance resource has been created by our VP of Compliance and General Counsel, Angela Preston, and is a must-read for human resources and security professionals.
It’s nice to share. At least that’s what we learned as kids. But for some people, sharing is more than just nice—it’s a way to make a buck. I’m talking about the sharing economy, which Forbes estimates at $3.5 billion this year, with growth exceeding 25%. Read More
With over a year of debate and some last minute amendments, the District of Columbia’s Council passed a ban-the-box law that includes its own unique list of considerations before an employer can withdraw an offer of employment based on criminal history. Read More
Congress is showing signs of life in the constant fight for employers to conduct reasonable background checks. Representative Tim Walberg, R, Mich., chairman of the House Subcommittee on Workforce Protections, held the Equal Employment Opportunity Commission’s feet to the fire in a hearing on September 17, 2014. Read More
It’s nice to share. At least that’s what we learned as kids. But for some people, sharing is more than just nice—it’s a way to make a buck. I’m talking about the sharing economy, which Forbes estimates at $3.5 billion this year, with growth exceeding 25%.
For the uninitiated, in very simple terms, the sharing economy is a model where you loan out your stuff for a fee. It’s access over ownership. And the more we experiment with sharing as a business, the more participants are challenged by legal concerns, regulation, and operational details. Since one of the basic tenants of sharing is trust in the person and the product being shared, it’s time for some segments of the sharing economy to adopt a process that other business models have already embraced and acknowledged as a necessity—I’m talking about background checks. Continue reading Building a Smarter Sharing Economy with Background Checks →
For those of you that don’t know me well, I’m a huge fan of the National Football League. I’ve had the misfortune of growing up as a Cleveland Browns fan and, well it’s kind of stuck with me. Put on a game with any two teams and I’m glued to the TV for four hours.
You don’t have to be a football fan to know that the league is facing an unprecedented and well-deserved amount of negative publicity over the criminal transgressions of some of its players; none more ugly than domestic abuse charges against now-former Baltimore Raven, Ray Rice, Carolina Panther Greg Hardy and Minnesota Viking Adrian Peterson. Continue reading NFL Player Introductions to Include Criminal Records? →
With over a year of debate and some last minute amendments, the District of Columbia’s Council passed a ban-the-box law that includes its own unique list of considerations before an employer can withdraw an offer of employment based on criminal history.
Council vote was 12-1; only Chairman Phil Mendelson (D) voted against the bill. In an interview, Mendelson said that he supports the “basic thrust” of the legislation but that late amendments were “troublesome,” giving ex-offenders greater rights in the hiring process than other citizens. “This goes way beyond ‘ban the box’ and into telling businesses how to hire,” he said. “How much do we want to regulate how a business wants to hire somebody?” Exactly. Continue reading Employers’ Hands are Tied: New Washington D.C. Law Goes Beyond Ban the Box →
The Wall Street Journal reported yesterday that the three big ride-sharing services, Sidecar, Uber and Lyft, have received warning letters from the district attorneys of San Francisco and Los Angeles. The letters focus on two components of the ride-sharing business: background checks and car-pooling features. The D.A.s claim that the companies’ practices violate California law, and they’re threatening them with civil penalties and injunctions. Ironically, California is the home state for all three companies, and the place where ride sharing first became popular. Continue reading Ride-Sharing Companies Feeling the Strain of Background Checks in California →
EmployeeScreenIQ (http://www.employeescreen.com), an industry-leading background screening provider and CareerCloud (http://www.careercloud.com), a social media and mobile technology company changing the way people find work, are announcing a strategic partnership to market complimentary products and services to employers and job seekers.
“CareerCloud, with its platform and various brands will enable us to share premium content with our customer base in the form of podcasts and blog posts,” said Joel Cheesman, director of strategic alliances for EmployeeScreenIQ. “I think our user-base will really enjoy and benefit from the content we publish.”
As part of the agreement, both parties agree to co-market each other’s respective products and services. An example of this will be an upcoming podcast on CareerCloud’s “Career Podcast” highlighting the impact of employment background checks on the job seeker experience.
Other partnership goals include the following:
- Drive sales
- Increase brand awareness
- Product Education
- Social Media Sharing
- Create New Opportunities
Congress is showing signs of life in the constant fight for employers to conduct reasonable background checks. Representative Tim Walberg, R, Mich., chairman of the House Subcommittee on Workforce Protections, held the Equal Employment Opportunity Commission’s feet to the fire in a hearing on September 17, 2014. The hearing focused on three recently introduced bills aimed to increase the accountability and transparency of the EEOC and to offer employers limited protections in the use of criminal history. Continue reading Congress Criticizes the EEOC’s Policy on Background Checks →
What’s good for the goose is good for the gander. Or so thinks BMW, who has asked a federal court to compel the Equal Employment Opportunity Commission (EEOC) to produce documents relating to any policy, guideline, standard or practice used by the workplace bias watchdog in weighing the criminal conviction records of applicants looking to work for the agency.
You might recall that EEOC is suing BMW Manufacturing Co. LLC for their use over their use of criminal background checks in hiring which they allege discriminate against minorities. Here’s a quick recap. Continue reading BMW Flips Script on EEOC: Probes Agency’s Background Check Practices →
EmployeeScreenIQ president and chief operating officer, Jason B. Morris will present, “My Candidate Has a Criminal Record. Now What?” at the North Carolina State SHRM’s 2014 “Hooked On HR” Conference in Greenville, North Carolina on September 18, 2014.
As scrutiny of background screening companies has steadily increased from both the media and Equal Employment Opportunity Commission (EEOC), employers must keep up with the latest legislation in relation to the background screening process. Employers want to make the best hiring decision, but that doesn’t mean applicant rights should take a backseat when a background check is ordered. Staying up-to-date with the latest guidelines by the EEOC should be a necessity, not an option.
With valuable insight into the minds of hiring managers, Morris will discuss employer attitudes toward the background screening process as well as the importance of remaining compliant in the interest of applicant’s rights.
He will also cover the influx of state and federal laws facing employers–including increased EEOC scrutiny of hiring practices and new but untested screening tools such as social media. The media and analysts have also sustained a steady drumbeat that accuse employers of overinflating the importance of background checks when negative results are revealed.
For more information, please visit the Hooked on HR Conference website.
If you are unable to attend the conference, be sure to check our most recent expert article on this topic.
As an employer in Detroit, Michigan, you probably already know that running a business in our current job economy means that there is an overabundance of job candidates with few viable hires at times. In addition, you shouldn’t have to worry that one of your trusted employees could put your company at risk. In a city with such high crime statistics such as Detroit, it pays to be thorough with your employment background checks. Continue reading The Top 5 Reasons to Use Employment Background Checks in Detroit →