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We just published The Verifier XXV, Spring 2012 Edition, an educational and information resource for human resource professionals or anyone interested in keeping abreast of recent employment screening and background check industry developments.

Highlights Include:

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For those interested in subscribing to The Verifier, please click on the “Subscribe” button below.

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Also, we invite you to check out our latest video on how EmployeeScreenIQ streamlines the background screening process from setting up an account to ordering background checks to reporting.

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For those of you interested in keeping up with the latest in background screening compliance and the laws that affect your use of employments background checks, check out our latest publication, BTW: Your Guide to Staying Out of Hot Water”. This compliance resource has been crafted by our VP of Compliance and General Counsel, Angela Bosworth and is a must-read for human resources and security professionals.

Our first issue is dedicated to the most recent guidelines issued by the EEOC.  We’ll endeavor to send out a new “BTW” once a month.

Check it out.

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A Milwaukee woman recently had her employment terminated at a major bank after a background check turned up a shoplifting conviction from 1972.  Throw in the fact that the woman has not had a conviction since and worked for the bank for the last five years, and this story is bound to reflect poorly on her employer.

Like others will mostly likely conclude, my first reaction is that this isn’t right and it’s not fair.  I then thought about the negative publicity the bank will receive and the likelihood of litigation.

But before we throw this at the feet of the bank, think about what guided the bank and mandated the termination.  The Federal Deposit Insurance Corporation (FDIC) mandates that participating banks cannot hire individuals that have committed crimes of theft or dishonesty, period.  No provisos. Failure to comply with these regulations would lead to sanctions and potential revocation of the bank’s charter. It is for this reason that I have intentionally not mentioned the bank’s name in this post.

The bank did the right thing according to the guidelines and they will be the ones to take it on the chin.  In this case, perhaps the federal guidelines need to be revisited.  And I’m not suggesting that convictions shouldn’t be considered.  They absolutely should.  But maybe the bank shouldn’t be obligated to terminate someone for 40 year old conviction when they haven’t committed a crime since and have been a productive member of society.

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Screenshot of webinar

As you might know, we held a webinar last Friday about the new EEOC guidance on criminal records for employers.  We are now making the recording of the webinar available for download by clicking here.  The description of our session is listed bel0w.

Brace yourself, employers. The EEOC has been busy crafting new guidance that will affect the way you use criminal history in employment. On Wednesday, April 25th, the EEOC voted to approve the new Enforcement Guidance on the use of criminal records in employment, which will go into effect immediately. Changes are here!

Join EmployeeScreenIQ’s Angela Bosworth, JD and Nick Fishman for this special call-in update to review the changes to the guidance and understand what itmeans for you and your organization. Topics covered include: Topics covered include:

  • Comparison of the new guidance to the prior guidance
  • Bright line tests and limitations on number of years reviewed
  • State law issues and mandatory criminal checks
  • Open and pending cases
  • Rehabilitation and recidivism
  • Relevancy of information, job relatedness and best practices

Download the Webinar Recording

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The EEOC has been busy crafting new guidance that will affect the way you use criminal history in employment. Today the EEOC is expected to vote to approve the new Enforcement Guidance on the use of criminal records in employment, which will go into effect immediately. Changes are coming your way.

Join EmployeeScreenIQ’s Angela Bosworth, JD and Nick Fishman for this special call-in event to review the changes to the guidance and understand what it means for you and your organization.

Register today for this briefing
EEOC on the use of criminal background checks in employment.

Date: Friday April 27th
Time: 2:00 PM – 3:00 PM EST
Register here: https://www1.gotomeeting.com/register/885608496

Topics covered include:
• Comparison of the new guidance to the prior guidance
• Bright line tests and limitations on number of years reviewed
• State law issues and mandatory criminal checks
• Open and pending cases
• Rehabilitation and recidivism
• Relevancy of information, job relatedness and best practices

Download the Whitepaper now!

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EmployeeScreenIQ recently released our annual background screening trends survey: “Threading The Needle: Employment Background Screening in an Age of Increased Litigation and Legislation.” More than 650 HR professionals from across the country, in organizations large and small, shared their thoughtful (and sometimes surprising) insights on everything from falsified resumes to the phenomenon of Facebook in our revealing 20-page report.  Listed below is one of our Top Findings which deals with how much emphasis respondents place on choosing accredited background screening firms.

Accreditation of Screening Providers:

71% of respondents said it’s important that their screening providers be accredited by the National Association of Professional Background Screeners (NAPBS). However, it seems that perception and reality are not one and the same regarding accreditation, as less than 2% of screening providers are accredited by the NAPBS.

It is possible that employers are confusing a background screener’s involvement in this association with the actual accrediting process and program. If accreditation is indeed important to you (and it should be), do not assume that a provider is accredited because they are a member of NAPBS. You should inquire specifically about this special designation. Companies can search for accredited screening firms. Remember, you screen your job candidates and you should do the same with your screening providers.

NAPBS accreditation is far more than an ornamental distinction. In practical terms, it’s an important “seal of approval” that ensures employers are working with providers whose procedures are compliant with industry expertise and best practices. Perhaps this finding signals a good opportunity for NAPBS to better communicate to employers the benefits of having their providers accredited.

More information about Accreditation can be found at http://www.employeescreen.com/accreditation.asp

And for those of you don’t know, of course EmployeeScreenIQ is among the 2% of accredited firms. Sorry for the shameless plug. Had to be done:)

Download the Whitepaper now!

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Screenshot of webinar

Drawing from 13 years of experience, this EmployeeScreenIQ learning session explains how to ensure your criminal background checks are legally compliant. Join our panel of experts – Jason Morris, Nick Fishman and Angela Bosworth, J.D.

  • Drawing from our new trends survey report, we cover best practices and tips to ensure that your hiring practices comply with ever-changing screening laws, legislation and guidelines.
  • We also discuss some colorful background check scenarios that we presented to survey respondents . . . and their surprising answers. You won’t wan’t to miss the Q&A at the end.

Download Here

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Some things in life are free after all.  You just have to wait. We’ve published a number of white papers and webinars over the last year or two on topics ranging from the latest trends in background screening and survey results to compliance and best practices recommendations.

If you were one of those holdouts that just didn’t want to give us your contact information in order to get the content, your ship has come in.  We just published a bunch of them sans the need for registration.  Some of our most recent works include:

Your Applicants Have Something to Hide: Why You’re Not Finding It (Webinar)

No Shortcuts: Why Smarter Screening Matters

Background Screening and the Candidate Experience

Trends in Background Screening: 2011 Survey Results

Download More White Papers Here

Hope you enjoy!

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Screenshot of webinar

At long last, we are finally posting the recorded version of our webinar, “Your Applicants Have Something to Hide: Why You’re Not Finding It”.  Check out our description below:

A school teacher is accused of striking a child. The background check had reported no record of criminal activity; however, a school investigation following the incident reveals that the teacher had a pending assault and battery case..

Sadly, background check horror stories are more common than you think. Don’t let it happen to you!

Drawing from 13 years of experience, EmployeeScreenIQ’s webinar explains how to ensure accurate criminal background checks. You’ll also learn:

  • Why taking “shortcuts” can lead to compromised background checks
  • How companies can inadvertently hire violent criminals
  • How to maintain a positive candidate experience, even if negative results are revealed

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We are pleased to announce the appointment of Angela Bosworth to vice president of compliance and general counsel at EmployeeScreenIQ. In her new role, Angela will lead corporate compliance initiatives and help shape strategy that positions the fast-paced organization for future growth.

Angela joins EmployeeScreenIQ with broad industry experience including more than 20 years as a licensed attorney and over 10 years in the background screening industry, most recently as executive vice president of the national screening company OPENonline. She has extensive expertise in employment law, government affairs, compliance best practices and policy initiatives. She serves on the Board of Directors of the National Association of Professional Background Screeners (NAPBS), is a member of the NAPBS Background Screening Credentialing Council (BSCC), and is actively involved in the Society for Human Resource Management (SHRM) and ASIS International, the preeminent organization for security professionals. Bosworth, a frequent speaker and educator to the industry, is also a member of the Ohio State and Columbus Bar Associations.

In her role with EmployeeScreenIQ, Bosworth will have direct oversight and management of compliance programs, and will provide guidance in complex legal matters including state and federal legislation, EEO law, client education, adjudication, pre/adverse action process, NAPBS Accreditation and client and vendor contract management. Adding Bosworth to the leadership team allows the organization to expand on its commitment to best practices and provides a greater level of legal expertise to the company, clients and business partners.

Angela has an impressive track record in the background screening industry and we’re looking forward to her contributions. We anticipate much success as she takes charge of our existing compliance programs and develops new initiatives that reflect our ongoing commitment to excellence, innovation and high professional standards.

View Press Release

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All information contained on this website is provided by employeescreenIQ solely for the convenience of the site viewers. employeescreenIQ is not providing legal advice or counsel and nothing provided on this website or otherwise by employeescreenIQ should be deemed as legal guidance or advice. Users are solely responsible for complying with all local, state, and federal laws relating to the use of any information provided on this website and any information products provided by employeescreenIQ. Users should consult with their own legal counsel if they have questions regarding their legal responsibilities or any information provided by employeescreenIQ.