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EmployeeScreenIQ is proud to announce the promotion of Lauren Leonard to the role of Research Manager. Leonard has been with the company since 2008 where she’s quickly risen from a Research Specialist, conducting employment and education verifications on job candidates to a Senior Specialist responsible for investigating medical sanctions and motor vehicle records. In her new role, Leonard will use her expertise to enhance the company’s streamlined workflow and quality processes. She’ll also be responsible for performance tracking and analysis. Leonard holds a Bachelor of Arts degree in Political Science from Mount Union College.
You wouldn’t take a survey that doesn’t benefit you, right? We feel the same. We’ve been asking for your input not only because we want to know what you think —but your peers want to know too.
In the past, our Annual Employment Background Screening Trends Report has delivered incredible insights for HR professionals, hiring managers, recruiters, and industry experts across the United States. This information reveals the opinions you feel most strongly about as well as insight into where the industry is headed.
In sum, taking part in our survey will benefit you in THREE ways:
Continue reading 3 Benefits When You Take Our 2015 Background Screening Trends Survey →
Those of you who have been following this blog for a while know I do my best writing when I am outraged. This also explains why I haven’t been writing as much over the last few months. I just haven’t had anything juicy to sink my teeth into. Until now!
PBS just posed the most ridiculous poll question to their viewers, listeners, and readers:
Should employers doing background checks be blocked from seeing non-violent criminal offenses?
- Yes, a non-violent offense should not be an obstacle to gainful employment.
- Yes, non-violent offenses should be sealed from background checks, but only after 10 years.
- No, a business owner has the right to know the full background of the individual he/she is hiring.
Before you answer, let’s analyze each of these responses to make sure you’re making an informed decision. Continue reading There’s Only One Right Answer to This Stupid Poll Question →
CLEVELAND, Jan. 27, 2015 /PRNewswire/ — 2014 presented more than its fair share of hiring challenges – and global background screening provider EmployeeScreenIQ wants to learn how human resource professionals navigated this often litigation- and legislation-riddled landscape. HR professionals, hiring managers, recruiters and industry experts across the U.S. are encouraged to participate in the company’s highly anticipated sixth annual survey measuring trends in employment background screening here.
Pizza Hut is the latest restaurant in the hot seat. The much loved pizza chain is facing an Fair Credit Reporting Act (FCRA) lawsuit filed last week in the Southern District of New York. A class action complaint was filed on January 15, 2015, alleging that the company violated portions of the Fair Credit Reporting Act in its employment background screening process. The target was once again, the portion of the FCRA that requires a “clear and conspicuous disclosure” about the background check that is made in writing “in a document that consists solely of the disclosure.”
Case Name: Rivera Alberto v. Pizza Hut of America, Case No. 15CV00308, U.S. District Ct. for the Southern District of N.Y.
File Date: January 15, 2015
Cause of Action: Class Action, Fair Credit Reporting Act 15 USC 1681(b)(2)(a), Disclosure and Authorization
Continue reading Litigation Update: Pizza Hut Hit With FCRA Class Action →
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Oh the weather outside is frightful . . .
Please note that court houses throughout the Northeast section of the United States from New Jersey up to Maine will be closed on Tuesday, January 27, 2015 due to a powerful winter storm.
Those requesting employment background checks in affected areas can expect delays until the courts reopen.
As we kick off a new year, at least one of the trends identified in 2014 continues to gather steam. The flood of FCRA class action lawsuits shows no signs of slowing down. As I’ve reported in the past, the hits just keep coming.
Here’s the Roundup:
Graham v. Michaels Stores Inc., Case No. 2:14-cv-07563, U.S. District Court for the District of New Jersey Dec. 4, 2014: The complaint alleges that the craft store chain violated both the New Jersey Fair Credit Reporting Act (NJFCRA) and the Fair Credit Reporting Act (FCRA). According to Graham, the company violated the requirement of providing a stand-alone disclosure. According to the complaint, the disclosure was part of the application form, included a space to list prior employers, and contained ten different state notices. The two classes identified in the pleading include all those who applied to Michaels through the online job portal in the two years prior to the suit, and all New Jersey applicants who applied in a six year window prior to the suit. Continue reading In Review: FCRA Employment Background Check Litigation →
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Please note that all U.S. courts will be closed on Monday, January 19, 2015 in observance of Martin Luther King Day. All courts will reopen on Tuesday the 20th.
All those submitting criminal background checks today should note a one day delay in processing.
With 2015 off to a great start, we’re thrilled to announce that our 6th Annual Background Screening Trends Survey is officially under way! With topics ranging from how employers handle criminal background checks to ever-changing screening laws to marijuana in the workplace, our survey has it all!
We can’t wait to share the results of this year’s survey, but we can’t do it without YOU. Keep reading for 5 reasons you should take this year’s survey. Continue reading Top 5 Reasons to Take Our Background Screening Trends Survey →
When we started EmployeeScreenIQ 15 years ago, we heard a lot of reasons about why a company wasn’t conducting employment background checks on their job candidates. I’m happy to tell you that it is a rarity these days that we talk with someone who needs to be convinced of their importance. The practice has become so mainstream that after our second annual background screening trends survey in 2011, we stopped asking HR professionals if they screen their candidates. The number peaked at 92%.
Still, I’ve scratched my head for years wondering, who are the 8% that are holding out? My initial assumption was that these were smaller businesses without the wherewithal or resources to engage a background screening company. And that assumption might be correct, but I keep learning that’s not always the case.
Who are the 8%?
Earlier this year on a flight to Vancouver, I sat next to the CEO of a Hollywood production company who employs 300 people. He told me that everybody knows everybody in Hollywood and that background checks were intrusions into the lives of his candidates. After some conversation about the potential risks, he asked if I would speak to his HR director. I figured it was a blow off, but she actually called me back. Continue reading Don’t Be That Guy: Holding Out on Employment Background Checks →