EmployeeScreenIQ Weekly Wrap Up-November 16, 2012
November 16, 2012
With less than a week left before the big day-AKA Thanksgiving, you are probably busy preparing plans with your family or trying to get ahead with work due to the short work week for the upcoming holiday. With so many responsibilities vying for your attention, you may have missed some industry news highlighted in our blog this week. We covered two stories regarding employees with criminal records who work with children, including School Employees with Criminal Backgrounds and No Records Found for Babysitters with Criminal Records. We also caught wind of a few additional details about the developing background check ban in Seattle, Seattle Still Working to Ban Employer Access to Criminal Records. And finally, as an addition to last week’s blog on the investigative report by the Today Show on the inaccuracies of background screening companies, Nick Fishman, our Chief Marketing Officer offered an additional response with a slightly different perspective, Today Show Report Highlights Room for Improvement.
The Washington Policy Center posted an article on some additional information regarding a ban on employment background checks in Seattle. While background checks are not being banned altogether, employers in Seattle will be extremely limited when it comes to pre-employment screening. This “Job Assistance Legislation” offers both pros and cons. (See More)
As you’ve probably heard before, there are many cases of school employees having criminal records that are not revealed until after they have worked for a school system for a significant period of time. In some instances, this might be because the background check that was conducted was not thorough enough, however, in other cases, previous regulations allowed those with criminal records to work for a school district, as long as enough time had passed since they were convicted. (See More)
There are companies in our industry who report inaccurate information from time to time. It isn’t their goal to do so, but it’s faster and less expensive to do it that way. And guess what? It’s legal. The practice is referred to as contemporaneous notice and it requires employment background screening companies to report criminal records as is and without verifying the information. They then have the responsibility of sending the applicant a copy of their record and allowing them to dispute the results if they are incorrect. (See More)
Enjoy your weekend!