Employment Background Screening Is An Essential Tool for the Airline Industry
August 22, 2013
At a cruising altitude of 30,000 feet, airline passengers want to rest easy knowing that they are in good hands and will safely make it to their destination. They trust the airline they have chosen is taking all precautions to make sure that happens from the way they maintain their aircraft to the training of their employees.
As any human resource professional in the airline industry knows, employment background checks are an essential piece of this puzzle. And we all know that it’s not just the employees that are up in the air with passengers. There are mechanics (who should have an up-to-date license), the baggage handlers (do they have sticky fingers), the customer service personnel (have they exhibited violent and threatening behavior in the past) and just as importantly, the contractors, including food service vendors (they should be subjected to the same screening criteria as direct employees.)Read More
The Pro & Cons of Screening Job Applicants Using Social Media
August 20, 2013Read More
Judge Dismisses EEOC’s Employment Background Check Case As ‘Laughable’
August 12, 2013
Make sure to read the words in this word cloud carefully. “Laughable”. “Unreliable”. “Mind Boggling”.
Those are the words Judge Roger Titus of the U.S. District Court in Maryland used when he dismissed the Equal Employment Opportunity Commission’s (EEOC) case against Freeman Companies for what the commission alleged as discriminatory hiring practices related to Freeman’s use of criminal background checks and credit reports. I’ve included a copy of Freeman’s press release for their take on the case because the EEOC didn’t see fit to allow them to respond when they announced “this egregious” case.Read More
EmployeeScreenIQ’s List of Top 10 Employment Background Screening Advocates
July 22, 2013
It’s no secret that the employment background screening industry has been under intense scrutiny over the past few years from revised EEOC guidance on employers’ use of criminal records, to fines for Fair Credit Reporting Act violations, to myriad states creation of “Ban the Box” laws. And while we support actions that hold our industry and employers accountable for complying with these laws and maintaining the highest ethical standards, we also think that the employer’s we represent should be praised for the work they do to keep our nation’s workplaces safe.
We think that we do a decent job of advocating on behalf of our industry and the need for employee background checks and celebrating the incredible work done both by background screening companies and employers. However, every industry needs a group of committed, unbiased advocates to champion its causes. Therefore, I’m happy to present to you our list of the top employment background check advocates that promote responsible background screening practices and tirelessly defend employers’ use of employment background check. (more…)Read More
$10 Million Employment Screening Lesson for Cab Company
June 5, 2013
Here’s a real head-scratcher. Imagine that you are an employer (lol, if you’re reading this blog, you probably are), and you get the following criminal rap sheet on a prospective employee.
• Failure to obey a traffic signal, 2007
• Speeding, 2009
• Failure to pay attention, 2012
• Failure to obey a highway sign, 2012
• Tampering with a vehicle, 2011
• Speeding, 2007
• Failure to wear seat belt, 2007
• Failure to pay full time and attention, 2010
• Speeding, 2011
• Failure to obey a traffic signal, 2013
• Violation of good behavior on a misdemeanor offense
• Illegal sale of unapproved equipment
• Misdemeanor assault, 2011 (more…)
Colorado Restricts Use of Credit Reports in Employment Background Checks
May 2, 2013
Our friend Pam Devata at Seyfarth & Shaw blogged yesterday that Colorado became the ninth state to prohibit the use of employment credit reports in hiring. As Pam reports, Colorado’s law will prohibit employers from using “consumer credit information” for employment purposes.
Colorado joins eight other states–California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont and Washington—in restricting access to consumer credit in the hiring process. The rational for the state action is summarized in the bill’s introduction: (more…)Read More