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.

Effective on May 4, 2012, employers in Massachusetts will need to follow some new state regulations if they conduct criminal background checks through the state’s Criminal Offender Record Information (CORI).

The state’s 2010 CORI law created a new source for employers to access criminal records, and along with that access is a new set of rules and regulations.  A “Ban the Box” provision went into effect in November, privacy and data security rules in March (these provisions apply to all Mass. employers regardless if they use CORI or not), and now the next wave, relating specifically to CORI criminal background checks, goes into effect next month.

The highlights:

• Employers who want to access 5 or more CORI reports annually are required to have a written policydescribing the method and use of the records.
• Safe Harbor provisions for employers who use the system.
• Written notification requirements for employers who take adverse action based on the records, including a requirement to provide the applicant with a copy of the report. This requirement is regardless of whether the employer obtains the information directly, or from a third party CRA (Consumer Reporting Agency).
• Employers using a CRA must make certifications to the CRA that it is compliant with CORI including providing required disclosures.
• Employers and CRAs must register for an account on the iCORI system, and undergo training and retraining as required.
• When employers are obtaining CORI information directly, they are required to provide consent forms for each applicant, and maintain those forms for one year from the date of signature. In addition, the employer mustverify the identity of the applicant by examining a government-issued ID, and certify that the applicant was properly identified.
• Employers are subject to storage rules, and must store copies of CORI reports in a secured, locked location with limited employee access. Electronic CORI records must be password-protected and encrypted and may not be stored using public cloud storage methods.
• Employers may not retain CORI reports for longer than seven years. If an employer disseminates CORI outside of its organization, the employer must maintain a detailed log, which must be maintained for at least one year for audit purposes. Employers may be subject to audits and complaints for failure to comply with the law.
• Penalties for violations of the CORI Law include civil fines of up to $5,000 for each knowing violation of the CORI law, and some violations may lead to criminal prosecution.

More information about this new law will be distributed as the regulations are reviewed and as guidance becomes available.  Please note that employers are never permitted to require an individual to provide a copy of his or her own CORI.  Also note, that unless mandated to do so, employers are not forced to use the CORI system.  County criminal record searches are still allowed (and recommended).

For those keeping up with all the latest content EmployeeScreenIQ has to offer, check out our new News and Media page featuring our most recent:

• Videos
• White Papers
• Case Studies
• Webinars
• Conferences and Speaking Engagements
• and much more

Let us know what you think.

http://www.employeescreen.com/news_media.asp

We are proud to announce that EmployeeScreenIQ has been recognized as a World Class Customer Service organization by SmartBusiness magazine.  I’m so unbelievably proud of our client relations department as well as our whole ops team for making this happen.  We value our clients and the trust they place in us to operate their employment screening programs.  We try to demonstrate it every day and it is an honor to be recognized for something we feel should be a common standard of care.

There will be some kind of formal presentation and individual awards event in June.  We’ll keep you posted.  In the meantime, here’s a little description of the award below.

The World Class Customer Service awards honor companies for their superior customer service. The program serves to raise awareness of the importance of customer service in the business world, recognize organizations that demonstrate exceptional customer service and share best practices in customer service from those that do it best.

We are proud to announce that EmployeeScreenIQ was recently named to Workforce Management Magazine’s 2012 “Hot List” of Employment Related Screening Providers. The list recognizes the top screening companies in our industry. There were a total of 14 companies recognized.

We have made the list for five (5) consecutive years!

View Hot List

Will you be in Atlanta for the Annual SHRM Conference (June 24-27)?  If so, we invite you stop by our booth #1716 to say hello and talk employment screening and background checks.  And we know no one visits the exhibit hall for the giveaways:), but if you’re one of those people, we’re going to have some awesome schwag!  Plus, we’ll be raffling off some great prizes as well.

Here’s a quick snapshot of the conference from SHRM:

Practical tools. Innovative ideas. Motivational sessions. The 2012 Annual Conference & Exposition in Atlanta has everything you need to return to your office and make a real impact. For education, networking, and professional development, this event simply has no peer.

From practical tips, to innovation in HR, to motivating people, our concurrent sessions will teach and inspire you. Our learning is organized into the following tracks that cover everything you need to know:

• Talent Management
• International HR
• Employment Law & Legislation
• Strategic Management
• Personal & Leadership Development
• Compensation & Benefits

They’re all part of the often lively, always informative background screening dialogue crossing our
social network in the last 48 hours.

Wherever you hang out, we’re there – Won’t you join us?