tag:blogger.com,1999:blog-71974748565183743842024-03-06T12:01:44.287-08:00Background Screening Made SimpleAnonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.comBlogger37125tag:blogger.com,1999:blog-7197474856518374384.post-74000979091427091172016-03-30T15:29:00.002-07:002016-05-09T15:57:06.759-07:00Surviving a Background Check: A Job-seeker's Guide<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: large; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Goals of this post...</span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"></span><br />
<ol style="margin-bottom: 0pt; margin-top: 0pt;">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">To make you (the applicant) far more prepared to answer the questions found on a background check form.</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">To make it easier for the background screening company to obtain the information needed to expedite your background check.</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">To inform you of your basic rights as an applicant undergoing a background check.</span></div>
</li>
</ol>
<div>
<div style="text-align: center;">
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;"><br /></span></span></div>
</div>
<div>
<div style="text-align: center;">
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;"><b>Are Pre-employment Background Checks That Common?</b></span></span></div>
</div>
<div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"></span><br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c930-cfdf-8a8f-b38294d7e5ca"></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
</span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgyMhCKlgsXAAwMWnOEzH34t3tTwI-0UIlB48gYF5iVPWUxtmlFtvgSAu43AlKl1s0K4PDsToYge0j89Zp-Wl6JTSJBW1PVgvRP1YrEpYL2ITsRMxX_IzywsA4huko8tr-Qkh10PH7RRhdA/s1600/Percentage+of+Companies+that+run+background+Checks.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Percentage of Companies that Use Pre-Employment Background Checks" border="0" height="182" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgyMhCKlgsXAAwMWnOEzH34t3tTwI-0UIlB48gYF5iVPWUxtmlFtvgSAu43AlKl1s0K4PDsToYge0j89Zp-Wl6JTSJBW1PVgvRP1YrEpYL2ITsRMxX_IzywsA4huko8tr-Qkh10PH7RRhdA/s320/Percentage+of+Companies+that+run+background+Checks.png" title="" width="320" /></a><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">You will likely be required to undergo a background check if you haven’t already. In 2015, a survey by the </span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Society of Human Resource Management<i> </i></span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">estimated that 68% of all organizations conduct background checks on all employees. Another 18% conduct background checks on select employees. Only 14% of employers do not perform any background check on new hires. </span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
</span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: large; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br /></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
</span>
<br />
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
<div class="separator" style="clear: both; line-height: 1.38; text-align: center;">
</div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: large; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Ban The Box Movement</span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdMGo30_HMbZrfhD_VaD_13Mvj21GdIe3xxSuJaADo4qw4S7Je3FswuhJ_TjQZVTSzo7M-fMYgl-ilCJiVPECp-n-7Ka555hlcWGt2ZP6rqftjPEaRVOjb4FcwENL_0VMC7kpYaC3OHCTM/s1600/Ban+the+Box+v6.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="Ban the Box" border="0" height="129" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdMGo30_HMbZrfhD_VaD_13Mvj21GdIe3xxSuJaADo4qw4S7Je3FswuhJ_TjQZVTSzo7M-fMYgl-ilCJiVPECp-n-7Ka555hlcWGt2ZP6rqftjPEaRVOjb4FcwENL_0VMC7kpYaC3OHCTM/s200/Ban+the+Box+v6.png" title="" width="200" /></a><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Ban the Box is an organized movement working to make it unlawful to ask an applicant if they have been arrested or convicted of a crime on a job application. Supporters behind this movement believe that asking the “Have you been arrested or convicted” question on an application for employment results in the disqualification of many applicants without any real facts about the arrest or conviction. Facts such as...</span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br /></span></span></div>
<ul style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b>The nature and gravity of the offense or offenses.</b></span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b>The time that has passed since the conviction and or completion of the sentence.</b></span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b>The nature of the job held or sought.</b></span></div>
</li>
</span></ul>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br /></span>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">In many cities and states, including Illinois, Ban the Box is law and applies to ALL businesses that employ more than 15 people with the exception of some federally regulated employers. </span></span></div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b id="docs-internal-guid-53fc90b0-c944-38ac-f9d5-3f21c434089b" style="font-weight: normal;"><br /></b></span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">However, even in places where Ban the Box is the law, this does not mean that an employer cannot ask the “Have you been arrested or convicted question” it just changes the time frame they can ask, from on the initial application, to after the potential employee has been notified of an impending interview. In some cases, the question can only be asked after a conditional offer of employment has been made. </span></span></div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b style="font-weight: normal;"><br /></b></span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">While you may wonder if the "Have you been arrested / convicted" questions really affects that many people you may be surprised to hear that </span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">over 45 percent of American men will be arrested before their 23rd birthday. </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">Based on this statistic from the FBI’s Uniform Crime Statistics, you quickly realize the impact of this question. </span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;"><br /></span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="font-family: "arial"; line-height: 1.38; white-space: pre-wrap;"><span style="font-size: large;">How do I Answer the "Have you been arrested / convicted" question?</span></span></span></div>
<ul style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; font-family: arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Should I disclose the possession of alcohol charge I got when I was 17? </span></div>
</li>
<li dir="ltr" style="background-color: transparent; font-family: arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Will that resisting arrest charge I received at a protest march in college hurt my chances? </span></div>
</li>
<li dir="ltr" style="background-color: transparent; font-family: arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Does the domestic violence charge that was dropped before I went to court still count? </span></div>
</li>
<li dir="ltr" style="background-color: transparent; font-family: arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">What if I received supervision? Is that still considered a conviction?</span></div>
</li>
</span></ul>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><b id="docs-internal-guid-53fc90b0-c967-8079-e223-35854329ab4f" style="font-weight: normal;"><br /></b></span></div>
<ol style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; font-family: arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b>Be up-front. </b></span><span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">You have a far better chance of being disqualified if you leave information out that you were asked to include. Unless you are certain that, for example, a criminal case was NOT a conviction or was expunged, and the employer asked specifically if you have been CONVICTED, as opposed to arrested or “charged with a crime".</span></div>
</li>
<li dir="ltr" style="background-color: transparent; font-family: arial; font-size: 14.6667px; font-style: normal; font-variant: normal; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b>Pre-screen yourself.</b></span><span style="background-color: transparent; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> If you have a recent criminal conviction, assume it is going to show up on a background check. Even if you have an old (7+ yrs) criminal record, don’t assume that it won’t be important. Furthermore, realize that a case in which the disposition recently changed to a non-conviction status will show up as such on the background check. Court records are not always 100% up-to-date. Once again, you are better off explaining the situation rather than taking the chance of the employer finding something you did not disclose.</span></div>
</li>
</span></ol>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
</div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: italic; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br /></span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: italic; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Insider tip: When you sign the authorization and disclosure form, it will list the name of the background screening agency along with a toll free number to contact them. Use it! Call them and tell them if you legitimately have an old criminal case that should NOT show up as a conviction. If they know in advance, a good screening agency will ask you for documentation, if available, as well as pulling the court file to verify what you have stated. They do not want to provide incorrect information any more than you want that old case to tarnish your image!</span></span></div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><br /></span></div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"></span><br /></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"><span style="font-family: "arial"; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">The Scope of the Background Check</span></span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span>
</span><br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Let’s fast forward a little and say you’ve received a job offer in which passing a background check is required. You sign a piece of paper, or click an “I agree” button online, authorizing an employer to peer into your past. The authorization form is thorough, but vague. It says you’re giving the company's agent (the background screening company) permission to look into your past. It mentions the possibility of checking everything from:</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span></span>
<br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Social Security Trace and Validation</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Residential History Trace from Social Security Number</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">50 State Sex Offender Registry</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">County Criminal Records</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Ordinance Violations</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Outstanding Warrants</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Federal Criminal Records</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Motor Vehicle Driving Records </span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Verification of Education</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Verification of Past Employment</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Personal References</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Professional References</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Credit History</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Civil Litigation </span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Bankruptcies</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Professional License Verification</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Reputation via Public Social Media</span></div>
</li>
</span></span></ul>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">To process all of these searches on every applicant's background check isn’t realistic in terms of budget or need. However, unless the potential employer tells you specifically what searches they are going to process, you typically won't know what the background check will include. In most cases, the higher paying the position of employment is, the more in-depth the background check will be. </span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"><br /></span>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Background Check Examples:</span></span></span><br />
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef"><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">A background check for an ENTRY/MID LEVEL management position will often include…</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
</span></span>
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Social Security Trace and Validation</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Residential History Trace from Social Security Number</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Nationwide Criminal Record Database</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">50 State Sex Offender Registry</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">County Criminal Records Search (County of Residence)</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Federal Criminal Record Search</span></div>
</li>
</span></span></ul>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-0f9a-6244-a36b74e19bef">
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"><b>And sometimes the following...</b></span></div>
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Past employment verification (Most Recent or Current Employer)</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Professional Reference questions (Two to Three)</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Education verification (Highest Level) </span></div>
</li>
</ul>
<br /><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">A more in-depth background check for a MID LEVEL TO C-SUITE level of employment might include.…</span></div>
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Social Security Trace and Validation</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Residential History Trace from Social Security Number</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Nationwide Criminal Record Database</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">50 State Sex Offender Registry</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">County Criminal Records Search (All Counties of Residence for 10 years)</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Federal Criminal Record Search</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Civil Judgments</span></div>
</li>
</ul>
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Past Employment Verification of all employers in last 20 years</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Professional Reference interviews</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Education Verification (All college level degrees)</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Reputation, Social Media, News Archives</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">International Verification when applicable</span></div>
</li>
</ul>
<br /><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">In most cases, an entry to mid-level position is not going to look into much more than those listed above. They have to weigh the cost of the background check against the risk of the PAST position of employment. Drug tests may also be included based on company policy.</span></div>
</span></span></div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><br /></span></div>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"></span><br /></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">Gaps or Negative Employment History</span></span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span>
</span><br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Should I leave that employer off my resume because I got fired or they don’t like me?</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">No, most employers are not going to say negative comments about you. Especially if it is a large company. The screening agency almost always goes through the Human Resources department or a third party database such as “The Work Number” and they will generally verify:</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span></span>
<br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Dates of employment</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Position held</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Hourly pay or annual salary</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Reason for leaving (sometimes)</span></div>
</li>
<li dir="ltr" style="font-family: Arial; font-size: 14.6667px; list-style-type: disc; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">We’ll ask about disciplinary actions but the answer 99% of the time is “Per company policy, we cannot release that information”</span></div>
</li>
</span></span></ul>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; font-style: italic; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"><br /></span>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; font-size: 14.6667px; font-style: italic; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Exception to the rule: Small businesses. Small companies typically don’t have Human Resources departments and will often provide us “the real dirt” on why someone left or was fired. It’s more personal with a small business and they often don’t have in-depth policies and procedures in place to prevent them from “letting loose” with comments. If you were at a small business and left on a bad note, be up-front. It’s far better if an explanation comes from you first rather than the company.</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"><br /></span>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Always list the staffing agency</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span></span>
<br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">If you worked through a staffing agency, you should provide the name of that agency along with where you were employed to the screening agency when filling out the Background Survey, or Background Check authorization form. Otherwise, the screening agency will contact the company you were placed at only to find that they have no record of you. The employment record is with the staffing company.</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
</span></span><br />
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85"><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Should I include a company I worked for that is no longer in business?</span><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span id="docs-internal-guid-53fc90b0-c979-e05b-73ee-2db2f88b2c85">
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Yes, provide as much information as possible on the company and note (if known) when they went out of business or if they were bought by another company. While the employment records may not still be available, we do look to confirm that the company existed through state corporate filings, information about it closing, etc. The screening agency will often ask you for copies of tax information, pay stubs, etc. to prove that you were employed there.</span></div>
<br /><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">What if I was self employed</span><br />
<div class="separator" style="clear: both; text-align: center;">
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiWpTWKCNnI-PxfLsT4-_o2c4e3hDye61Z6v0iAe160eJzeOw4iduITYSm52Clm6jNpfCc3TpGKfUITqeNoKi3lsqzDyK1lDz47jzeTFRlfWGc7yVvqggf3tLpnp5_N8IgeXcNDmzZ5D7pe/s1600/Small+Business.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="144" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiWpTWKCNnI-PxfLsT4-_o2c4e3hDye61Z6v0iAe160eJzeOw4iduITYSm52Clm6jNpfCc3TpGKfUITqeNoKi3lsqzDyK1lDz47jzeTFRlfWGc7yVvqggf3tLpnp5_N8IgeXcNDmzZ5D7pe/s200/Small+Business.jpg" width="200" /></a></span></div>
</div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Self employment is one of the things that we, as a screening agency, must look very close at. It’s a common way for applicants to cover up large gaps in employment that may have an underlying reason. Expect a screening agency to do their research along with asking you for proof of self employment via tax documents, business license, corporate filings if incorporated, etc. We’ve seen many claims of self employment with no evidence available to back it up, and our report must state that. An applicant is better off explaining why a large gap of employment existed. Most employers will understand if someone simply could not find work for an extended period of time, especially between 2008 and present.</span></div>
<div>
<span style="font-family: "arial"; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><br /></span></span></div>
</span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">Professional Reference Preparation</span></span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Not to be confused with a Past Employment Verification which verifies FACTS of your past employment as recorded by the Human Resources department such as.</span></span></div>
<ul style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Dates of employment</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Salary</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Title</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Reason for leaving (when available)</span></div>
</li>
</span></ul>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br /></span>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Professional References are more personal in terms of the questions and can be your best friend or your worst enemy. They are the most personal aspect of your background check and the one part that can change in an instant. Your dates of employment do not waiver, your education will not change overnight, your criminal record does not change quickly, if ever. But a professional reference is a person talking about their opinion of you. That opinion can be affected by their last impression of you, their mood that day, and/or how much they remember. Because of this, you have the opportunity to influence their response by giving them a heads up.</span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><b id="docs-internal-guid-53fc90b0-c97b-1c58-6166-2bddb5dc06e2" style="font-weight: normal;"><br /></b></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: italic; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Professional Reference Insider Tips!</span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">When you list a person as a professional reference…</span></span></div>
<ol style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Let them know in advance.</span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> </span></div>
</li>
</span></ol>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-left: 36pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">A </span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">quick</span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> email or phone call to let them know they may be contacted by a background screening company in regards to the job you’re applying for will go a long way. Ask them if you may provide their direct work phone number or work email address. While a mobile number is also very helpful, it may be too intrusive depending on your relationship with the reference. Some screening companies will not accept a mobile number as well, unless they are able to verify the reference is associated with the company provided. </span></span></div>
<ol start="2" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 700; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Use references that make sense.</span></div>
</li>
</span></ol>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-left: 36pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Just because you know the name of the CEO, doesn’t mean you should list them as a professional reference. I’ve seen Jeff Bezos (CEO of Amazon.com) listed as a reference on a background checks for customer service representative along with the toll free number to Amazon.com. Needless to say, they didn’t put us through to Mr. Bezos. A direct supervisor is your best bet. That may be the owner or CEO of a smaller business. If you were self employed, a client might be your best option. Make sure it is someone that is accessible and someone that remembers you. Anything else will likely delay the background check and may look negative on the final report. </span></span></div>
<ol start="3" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: decimal; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 700; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">We’re not writing a book but we do want important details.</span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> </span></div>
</li>
</span></ol>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-left: 36pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Background checks are a time consuming process, and unless the background agency is screening a high level executive, the questions are going to fairly simple. In addition, there should only be around five questions. The employer doesn’t want to read a novel, they just want to know that your references hold you in a positive light. Don’t worry about refreshing their memory about every detail of the work you did for them. You’re better off telling them you listed them as a reference because of the positive experience you had working with them and you felt they would have a good take on how you can be an asset to the potential employer.</span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><b style="font-weight: normal;"><br /></b></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Here are some examples of what a screening agency might ask a professional reference verification. </span></span></div>
<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><br /></span></div>
<ul style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">In what capacity did you work with him/her? Where and for how long?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">How well would you rate his/her verbal and written skills?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">What was the applicant's position and job duties?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Do you consider him/her to be trustworthy and reliable, if not, why?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">How well did he/she get along with associates?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Are you aware of why he/she left the company? Do you know if he/she is eligible for rehire? If not, why?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">How would you describe his/her job performance including strengths and weaknesses?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">How did he/she show initiative in his/her job?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">When he or she begins a task would you say he/she carries it through to completion?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">What can/could he/she do or have done to improve his/her job performance?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">What qualities do you feel he/she has that they bring to an employer?</span></div>
</li>
<li dir="ltr" style="background-color: transparent; color: black; font-family: Arial; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Given the opportunity is he/she someone you would want to work on the same team with in the future?</span></div>
</li>
</span></ul>
<div style="line-height: 1.38;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="font-family: "arial"; line-height: 22.08px; white-space: pre-wrap;"><span style="font-size: large;"><br /></span></span>
<span style="font-family: "arial"; line-height: 22.08px; white-space: pre-wrap;"><span style="font-size: large;">Education Exaggeration</span> </span></span></div>
<div>
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="font-family: "arial";"><span style="line-height: 22.08px; white-space: pre-wrap;">Verifying your education can be a grueling process, but the end result is usually the same. The screening agency will either obtain a confirmation that you did </span></span></span><span style="font-family: arial; line-height: 22.08px; white-space: pre-wrap;">or did not</span><span style="font-family: arial; line-height: 22.08px; white-space: pre-wrap;"> receive your diploma, degree, etc.</span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span>
</span><br />
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;"><b><br /></b></span></span>
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;"><b>Can I say I earned my H.S. Diploma if it was through a GED program?
</b>The employer most likely does not care if you have a GED or Diploma to meet an education requirement of their company. However, the screening agency will be on a wild goose without the specific information about the GED. This will often result in a report saying that the school has no record of graduation and that can cost you the job.
When filling out the background screening survey, you must put down that you received a GED and where so we can request verification through that specific Department of Education or School District.
<b>
College Education
</b>One of the most common education discrepancies we come across is when applicant’s list a college degree and we find that they attended but did not graduate from that institution. If you are a credit short, or a year short of graduation, don’t be tempted to “round up” to the nearest degree. It could cost you the job. You’re better off listing your dates of attendance and any reason as to why you didn’t finish at that time.</span></span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span></span>
<br />
<div dir="ltr" style="color: black; font-family: Arial; font-size: 14.6667px; font-style: normal; font-variant: normal; font-weight: 400; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-decoration: none; white-space: pre-wrap;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-size: 14.6667px; font-style: italic; font-weight: 700; line-height: 1.38;"><br /></span>
<span style="font-size: 14.6667px; font-style: italic; font-weight: 700; line-height: 1.38;">What Do All of These Educational Institutions Have In Common?</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span></span>
<br />
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiTQV9xat8wuD53m4T-CVW_d5HW99pw8JTaVicrPzhaVs5ihvEON8v1dqidISYGhyphenhyphenZQdUJZC3Ypx-YwgevvH1Le295YZTtOPFlKzf3S1t39V4EEy9u96FCgyA0pjav81q0mVYX1UxH90BSi/s1600/Diploma+Mill+Graphic+1.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiTQV9xat8wuD53m4T-CVW_d5HW99pw8JTaVicrPzhaVs5ihvEON8v1dqidISYGhyphenhyphenZQdUJZC3Ypx-YwgevvH1Le295YZTtOPFlKzf3S1t39V4EEy9u96FCgyA0pjav81q0mVYX1UxH90BSi/s200/Diploma+Mill+Graphic+1.png" width="183" /></a><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;"><i>What Do All of These Educational Institutions Have In Common?
Barrington University, Mobile, Alabama
Belford University Humble, Texas
Beloved Community Seminary, Oregon, Hawaii
Bennington University (not to be confused with Bennington College)
Berean Bible College in Poway, California
Berne University, Pennsylvania, Virginia, St. Kitts
Bernelli University, Virginia (United States)
Bethlehem Christian University, Culpeper, Virginia
Bettis Christian University, Arkansas
The Bible Doctrine Institute, Jacksonville, Florida
Bienville University Woodville, Mississippi.
Bircham International University (formerly Oxford International University)
Blackpool University
Blacksmith University, Nigeria
Brainwells University, United States and Canada
Brazilian Law International College
Brethren Bible Institute, Pathanamthitta, India
Breyer State University
Bridgewater University
Bridgewood University
Britain College of Management and Science
British West Indies Medical College of Naturopathic Medicine and Surgery
Brixton University, British Columbia
Brookside University, Barbados
Bronte International University
Burnell College, United Kingdom
Burnett International University, Haiti, St. Kitts
Buxton University</i></span></span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span></span>
<br />
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
</div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span></span>
<br />
<ol><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
<li><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; line-height: 1.38; white-space: pre-wrap;">They all begin with “B”</span></li>
<li><span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; line-height: 1.38; white-space: pre-wrap;">And, they will all sell you a degree of your choice without taking so much as a single course! </span></li>
</span></span></ol>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
<span style="font-family: "arial"; font-size: 14.6667px; font-weight: 700; line-height: 1.38; white-space: pre-wrap;">Beware of Diploma Mills!</span><br />
</span></span><br />
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">Diploma mills are unaccredited and mostly outright fake high schools and colleges that sell degrees for a price. To varying degrees they will offer degrees, transcripts, even class rings without having to attend a single class. Some operate as novelty degree providers while others state that they award real degrees for life experience and general knowledge. Which means that once you answer a few questions about life experience and pay a fee, your diploma arrives days later in the mail. I am not talking about online schools such as Phoenix University. There are many legitimate online degree programs. If you’re not sure, check it through the Department of Education via the link provided on your hand out. </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">Many people see this as a quick fix to meet an employer’s requirement of a high school level education or a college degree. And some people think it is actually a legitimate way to receive a degree in this age of the Internet. They are often shocked when we inform them that the degree they received online is not worth the paper it’s printed on.</span></span></span><br />
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;"><br /></span>
<span style="font-family: "arial"; font-size: large; line-height: 1.38; vertical-align: baseline; white-space: pre-wrap;">Know your rights</span><span style="font-family: "arial"; font-size: large; font-style: italic; line-height: 1.38; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: "arial"; font-size: large; line-height: 1.38; white-space: pre-wrap;">as an Applicant when it comes to Pre-employment Background checks!</span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span></span>
<div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span id="docs-internal-guid-53fc90b0-c97d-4511-53b2-971a5c6e0e1f">
</span>
</span></span><br />
<div dir="ltr" style="margin-bottom: 0pt; margin-top: 0pt;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;"><br /></span></span>
<span id="docs-internal-guid-53fc90b0-c97d-4511-53b2-971a5c6e0e1f"><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px; white-space: pre-wrap;">In your folder you will find a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act". This document, supplied by the Federal Trade Commission, summarizes the rights of an applicant when undergoing a report credit screening, or other report . One very common mistake that both employees and employers make, is thinking that the Fair Credit Reporting Act applies to only credit reports. This is not the case. While credit reports are covered by the FCRA, so are pre-employment background checks that don’t involve credit reports.
Important Rights (summarized) Provided to You by the Fair Credit Reporting Act (FCRA)
</span></span></span></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span id="docs-internal-guid-53fc90b0-c97d-4511-53b2-971a5c6e0e1f">
</span>
</span></span><br />
<ul><span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span id="docs-internal-guid-53fc90b0-c97d-4511-53b2-971a5c6e0e1f">
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">You can request a copy of your background check from the CRA. In cases of adverse action, one should be provided to you by default.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">You must give your consent for reports to be provided to employers.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">An employer is required to get your written permission before processing a background check on you. This permission should be in the form of an authorization and disclosure form which you signed either electronically or by hand.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">You must be told if information in your file has been used against you.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">A pre-adverse action notification must be issued to inform you if your background check may negatively impact your chances for employment.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">You have the right to know what is in your file.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">You have the right to dispute incomplete or inaccurate information</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">A pre-adverse action notification should include a copy of your background check for your review. You can and should dispute any information that you believe is not incomplete or negatively impacted you. </span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">If you believe any part of your background check is not accurate, you have the right to ask the background screening company to re-check that information and update any misinformation.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">Consumer reporting agencies may not report outdated negative information.</span></span></li>
<li><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 20.24px;">Background screening companies must follow rules in regards to what they can and cannot report based on state and federal laws. Most negative items can only be reported for a seven year time frame, while criminal conviction information can be reported indefinitely in most states.</span></span></li>
</span></span></span></ul>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span id="docs-internal-guid-53fc90b0-c97d-4511-53b2-971a5c6e0e1f">
</span>
</span></span><br />
<div style="color: black; font-family: Arial; font-variant: normal; text-decoration: none; white-space: pre-wrap;">
<div class="MsoListParagraphCxSpMiddle" style="background-color: white; color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.2px; line-height: 18.48px; margin: 0in 0in 0.0001pt; white-space: normal;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><i style="text-align: center; text-indent: -0.25in;"><i style="text-indent: -0.25in;"><span style="font-size: 10pt;">Please note: This summary is not </span></i><i style="text-indent: -0.25in;"><span style="font-size: 10pt;">intended to replace professional or legal guidance.</span></i></i></span></span></div>
<div class="MsoNormal" style="background: white; color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.2px; line-height: 18.48px; margin-bottom: 0in; white-space: normal;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><b><span style="font-family: "arial" , sans-serif; font-size: 10pt;">Questions? Please feel free to call our offices. We're here to help! 800-578-8600 x100 or email us at bjones@safescreener.com.</span></b></span></span></div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-size: 14.6667px; vertical-align: baseline;"></span><br /></span></span>
<div class="MsoListParagraph" style="background-color: white; color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13.2px; line-height: 18.48px; margin: 0in 0in 0.0001pt; white-space: normal;">
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;"><span style="font-family: "arial" , sans-serif; font-size: 10pt;"><br /></span><span style="font-family: "arial" , sans-serif; font-size: 10pt;">About the author:</span><span style="font-family: "arial" , sans-serif; font-size: 6.5pt;"><br /></span><span style="font-family: "arial" , sans-serif; font-size: 10pt;">Brad Jones is the Founder and Director of Operations of SafeScreener.com, a background screening agency that has been providing corporations of all sizes with applicant screening services since 2004. Brad is an active member of the National Association of Professional Background Screeners (NAPBS) and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com. </span><span style="font-family: "arial" , sans-serif; font-size: 10pt;"> </span><span style="font-family: "arial" , sans-serif; font-size: 10pt;"> </span><span style="font-family: "arial" , sans-serif; font-size: 10pt;"> </span><span style="font-family: "arial" , sans-serif; font-size: 6.5pt;"> </span><span style="font-family: "arial" , sans-serif; font-size: 6.5pt;"> </span><span style="font-family: "arial" , sans-serif; font-size: 6.5pt;"><br /></span><b><span style="font-family: "arial" , sans-serif; font-size: 10pt;">Please note:</span></b><span style="font-family: "arial" , sans-serif; font-size: 10pt;"> Any person or entity utilizing a third party to conduct applicant background checks for employment or leasing purposes must follow applicable federal and state laws including but not limited to EEOC Title VII, the Fair Credit Reporting Act and all applicable state laws. Articles, blogs, newsletter and other materials issued by Brad Jones or any employee of Background Screening Consultants LLC (DBA SafeScreener.com) should not be regarded as, or substituted for, legal advice.</span></span></span></div>
</div>
</div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac"><span style="background-color: transparent; vertical-align: baseline;">
</span></span></div>
</div>
<span id="docs-internal-guid-53fc90b0-c92f-3ead-bc90-aa06761cbaac">
</span></div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-75888188508050474742015-08-06T09:10:00.000-07:002016-04-05T13:52:52.850-07:00<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: left;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgvMDmVgJI7_tPqYkpxEGS7oog-mYkzH8ZUIfSIwKQ1NNPP4Bw2FcXxtdOZTHqQu5T5K6eIKnmzTxzhBXCD_YEjh7fV2ApDecnE2b9uhzyKgNI7RZTE6797_aqWq9Fk46n1pTohwptSP-CM/s1600/Court+Martial.jpeg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="196" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgvMDmVgJI7_tPqYkpxEGS7oog-mYkzH8ZUIfSIwKQ1NNPP4Bw2FcXxtdOZTHqQu5T5K6eIKnmzTxzhBXCD_YEjh7fV2ApDecnE2b9uhzyKgNI7RZTE6797_aqWq9Fk46n1pTohwptSP-CM/s200/Court+Martial.jpeg" width="200" /></a></div>
<h4>
<span style="line-height: 18.3999996185303px;"><span style="color: #660000; font-size: large;"><b>Military Court-martial Records Now Included!</b></span></span></h4>
</div>
<div class="MsoNormal">
<span style="line-height: 18.3999996185303px;">The complexities of criminal background checks are in large partly due to a compartmentalized structure of our courts in the United States. County criminal records are found in a completely separate court system than federal criminal records. Military judicial proceedings create yet another sector of important criminal data that is not easily accessible to the general public, but imperative for risk based decision making.</span><br />
<span style="line-height: 18.3999996185303px;"><br /></span>
<span style="line-height: 18.3999996185303px;">In our ever improving goal of making background screening simple to employers, non-profits, and property managers, we have added select military court-martial data to our existing Nationwide Criminal Record Databases at NO CHARGE TO OUR CLIENTS. Rather than sell our clients on another source of data, we're taking this opportunity to sell our clients on our dedication to providing the most complete and relevant data to protect their organizations and maintain diligent processes. Military court-martial data will include convictions such as </span>child pornography and indecent acts to false official
statements and controlled substance violations.<br />
For more information, please feel free to contact us at 888.578.8600.<br />
<br />
<span style="font-family: "trebuchet ms" , sans-serif;"><a href="http://www.safescreener.com/index.php/send-me-pricing?view=form" target="_blank"><span style="color: #000099; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Click here to have a free quote on background screening services emailed to you</span></a></span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span><span style="color: black; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: "trebuchet ms" , sans-serif; font-size: x-small;">Brad Jones is the Director of Operations for Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.</span></span><br />
<br />
<div class="MsoNormal">
<o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-89903658372481223552015-04-24T13:13:00.000-07:002016-04-05T13:59:38.657-07:00FCRA Compliance 101: COMMON MISCONCEPTIONS<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh2YTpD24o5tywwQGMoU8qLwLpGHpRyLVOyVybFzF81iPT9_4mw9BqLgoDFqaxeTb-e1rUPjZgPZUrX3sov31iQgbKK-nuoBIGkH3BS69WeG9WSAINrodjQ9MCfTM-lelP557OPFZfhLID-/s1600/Compliance.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="239" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh2YTpD24o5tywwQGMoU8qLwLpGHpRyLVOyVybFzF81iPT9_4mw9BqLgoDFqaxeTb-e1rUPjZgPZUrX3sov31iQgbKK-nuoBIGkH3BS69WeG9WSAINrodjQ9MCfTM-lelP557OPFZfhLID-/s1600/Compliance.png" width="320" /></a></div>
<span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="white-space: pre-wrap;">The legal landscape for Human Resource professionals is a constantly changing one. Never make the assumption that your </span><span style="white-space: pre-wrap;">Fair Credit Reporting Act (F.C.R.A) compliance is handled or monitored by another person, another department, or solely by the third party applicant background screening service. </span><span style="white-space: pre-wrap;">Assuming that your applicant screening processes are F.C.R.A. compliant without having and enforcing a documented process is a near guarantee that they're not. It's never too late to get on the right track!</span></b></span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="white-space: pre-wrap;"><br /></span></span>
<br />
<span style="font-size: large;"><span style="color: #990000; font-family: "calibri"; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Do any of these common F.C.R.A. </span><span style="color: #990000; font-family: "calibri"; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">compliance </span><b style="color: #990000;"><span style="font-family: "calibri"; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">misconceptions</span></b><span style="color: #990000; font-family: "calibri"; font-style: italic; vertical-align: baseline; white-space: pre-wrap;"> sound familiar at your organization? If they do, your company may be</span><span style="color: #990000; font-family: "calibri"; font-style: italic; vertical-align: baseline; white-space: pre-wrap;"> at risk for compliance violations from the Consumer Financial Protection Bureau, EEOC, or a class action lawsuit. </span><span style="color: #990000; font-family: "calibri"; font-style: italic; white-space: pre-wrap;"> </span></span><br />
<div>
<span style="color: #990000;"></span><br /></div>
<span style="color: black; font-family: "calibri"; font-size: large; vertical-align: baseline;"><span style="white-space: pre-wrap;">1. We don’t run credit reports on applicants, so the Fair Credit Reporting Act doesn't apply to our applican</span></span><span style="color: black; font-family: "calibri"; font-size: large; vertical-align: baseline; white-space: pre-wrap;">t screening practices.</span><br />
<span style="color: #660000;"><i><span style="font-family: "calibri"; font-style: normal; vertical-align: baseline; white-space: pre-wrap;"><i><b>False: If you use any third party company to provide you applicant screening services, you are obtaining a type of consumer report and are obligated to abide by the laws of the F.C.R.A.</b></i></span></i></span><br />
<span style="color: #660000;"><span style="font-size: large;"><b><i><span style="font-family: "calibri"; font-style: normal; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: small;"><i><br /></i></span></span></i></b></span></span>
<span style="font-size: large;"><b><i><span style="color: black; font-family: "calibri"; font-style: normal; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: small;"><i> </i></span></span></i></b></span><i><span style="color: black; font-family: "calibri"; font-size: 12pt; font-style: normal; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">2.<i> </i>The background screening provider we contract with says THEY are Fair Credit Reporting Act compliant, which makes us compliant by default.<i> </i></span></span></i><span style="color: black; font-family: "calibri"; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">If we're not, it's their liability.</span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><span style="font-size: small;"><i>False:<span style="color: black;"> </span>Your applicant screening provider may have a great program for F.C.R.A compliance, but it is impossible for the applicant screening provider to uphold the client's end of compliance as it involves the hiring managers decision process and actions.</i></span></span></b></span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><span style="font-size: small;"><i> </i></span></span></b><br class="kix-line-break" />3. An applicant background check authorization should be clearly visible, or attached, to each job application.</span></span><br />
<span style="font-size: large;"><i><b><span style="color: #660000;"><span style="font-family: "calibri"; font-size: small; font-style: normal; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline;"><b><span style="color: #660000;"><span style="font-size: small;"><i>False:<span style="color: black;"> </span>A background check authorization must NEVER be attached to or combined with the application for employment. This is an all too common element in class action lawsuits against corporations. </i></span></span></b></span></span></span></span></b></i><span style="color: black; font-family: "calibri"; font-size: small; vertical-align: baseline; white-space: pre-wrap;"><br class="kix-line-break" /> </span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;">4. Our company is located in an "employ at will" state so we're not obligated </span></span><span style="font-family: "calibri"; font-size: large; white-space: pre-wrap;">to inform an applicant if they are disqualified because of their background check.</span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;">False: "Employ at will" does not override the applicant's rights under the Fair Credit Reporting Act. If you use a third party screening provider, you're<span style="color: black;"> </span>obligated to provide a pre-adverse and an adverse action notification </span></i></span><span style="color: #660000;"><i><span style="font-size: small;"><u>if</u></span></i></span><span style="color: #660000;"><i><span style="font-size: small;"> the<span style="color: black;"> </span>decision is based <u>in any part</u> due to the result of the background check. </span></i></span></b></span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;"> </span></i></span></b><br class="kix-line-break" />5. We use an online database that provides us a "nationwide criminal record search". If a serious criminal record is reported from this database search, we have the right to withdraw the offer of employment.</span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline;"><b><span style="color: #660000;"><i><span style="font-size: small;">False: Not without further research. The results of a nationwide criminal record search (which go by many different brand names), must be followed up with direct research from the jurisdiction in which the record originated in order to confirm the information is up to date. </span></i></span></b></span></span></span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline;"><b><span style="color: #660000;"><i><span style="font-size: small;"><br /></span></i></span></b></span></span></span></span>
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;">6. Our company policy of NOT employing anyone who has a felony criminal conviction on their record in the last seven years is specific enough to be F.C.R.A. compliant and appease the EEOC. </span></span><br />
<span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="color: black; font-family: "calibri"; vertical-align: baseline;"><b><span style="color: #660000;"><i><span style="font-size: small;">False: Even with s<span style="color: black;"><span style="color: #660000;">pecific guidelines such as "Felony"</span></span> and "Seven Years", you'll need more of a matrix like decision process to show you're not making a blanket judgment. The EEOC has argued in recent cases against BMW and Dollar General, that "disparate impact" can result from anything less than a case by case assessment. While the EEOC has arguably over-stepped it's bounds in some cases against corporations, it's better for applicants and employers to have a strong procedure in place and stay under the radar of the EEOC. </span></i></span></b></span></span></span></span><br />
<span style="font-size: large;"></span><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiL6O2X2i8uyTz2Q9kSYY6uEoG1iVwI6oLE0M6z91iJ5j8HSJl0bYev6CQ2A2kT0ArfqaOixBCl-7IXZOEuvuNJ4N3r6vdGyHl_V8xtK0F8CWkETF-6HJ8S1abduJnHFD-qLAGZrZz8T3PN/s1600/EEOC_RADAR+Small.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiL6O2X2i8uyTz2Q9kSYY6uEoG1iVwI6oLE0M6z91iJ5j8HSJl0bYev6CQ2A2kT0ArfqaOixBCl-7IXZOEuvuNJ4N3r6vdGyHl_V8xtK0F8CWkETF-6HJ8S1abduJnHFD-qLAGZrZz8T3PN/s1600/EEOC_RADAR+Small.png" width="200" /></a><span style="font-family: "calibri"; font-size: large; white-space: pre-wrap;"><b>The bottom line</b></span><span style="font-family: "calibri"; font-size: 12pt; white-space: pre-wrap;">...</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: black; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">If you're not certain who handles each aspect of your F.C.R.A compliance, you're probably not compliant one hundred percent of the time.</span><span style="color: #1f497d; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="color: black; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Ask your applicant screening provider for documentation defining their role in F.C.R.A compliance, as well as what is expected of your company, the end user. You may be surprised to learn that simple steps are missing from your procedures, or that basic compliance requirements are not being met. If so, you're not alone. Over 50% of the Human Resource professionals we polled in an anonymous survey could not define their role in providing F.C.R.A. compliance while screening job applicants.</span></b></span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><b><br /></b></span>
<span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: black; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Don't wait until you are legally obligated to provide documentation of your F.C.R.A. compliance procedures to the EEOC or a class action attorney. A simple F.C.R.A checkup can help identify problems now and prevent serious legal issues down the road. Now is the time to get your F.C.R.A compliance back on track! </span></b></span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: black; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">For a basic compliance checklist, email </span><a href="mailto:FCRAChecklist@safescreener.com"><span style="color: #000099; font-size: 12pt; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">FCRAChecklist@safescreener.com</span></a><span style="color: black; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;"> or call 888.578.8600 x113. We’re here to help!</span></b></span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><a href="http://www.safescreener.com/index.php/send-me-pricing?view=form" target="_blank"><br /></a>
<a href="http://www.safescreener.com/index.php/send-me-pricing?view=form" target="_blank"><span style="color: #000099; font-size: 12pt; vertical-align: baseline; white-space: pre-wrap;">Click here to have a free quote on background screening services emailed to you</span></a></span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="color: black; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: "trebuchet ms" , sans-serif; font-size: x-small;">Brad Jones is the Director of Operations for Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.</span></span>Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-27645808592937699852014-09-09T14:53:00.000-07:002016-04-05T14:19:32.473-07:00Small Business needs to be BIG on Applicant Background Checks!<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjAkxsYY0JIhHg6rPADLPZYMju3tHKpUO15N0mytuh-m-jqRFMJKJcXSzM6ZKnE2NdrhxfYldRDZDvzvwORyUTmheZhU5wYyaZ5jao3-VubDOyZueKKJxZeEcc8klMen-qgWpZoxYKK_ZbO/s1600/Small+Business.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="144" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjAkxsYY0JIhHg6rPADLPZYMju3tHKpUO15N0mytuh-m-jqRFMJKJcXSzM6ZKnE2NdrhxfYldRDZDvzvwORyUTmheZhU5wYyaZ5jao3-VubDOyZueKKJxZeEcc8klMen-qgWpZoxYKK_ZbO/s1600/Small+Business.jpg" width="200" /></a></div>
<b><span style="font-size: large;">Small
businesses</span></b><span style="font-size: small;"> are </span><span style="font-size: small;">most vulnerable to the impact of a single "bad hire", yet small businesses are also the</span> least likely business demographic to conduct pre-employment background checks. Hmm? While
a number of factors contribute to this trend, the main deterrents to small
businesses maintaining an applicant screening program are... </div>
<div class="MsoNormal">
A) The assumption that
applicant screening is cost prohibitive vs the return on investment. </div>
<div class="MsoNormal">
B) Uncertainty in regards to legal compliance...which translates into time to determine the legalities, along with potential cost for expert advice. Below, we'll look at each of these
factors and separate the facts from fiction. </div>
<div class="MsoNormal">
<span style="font-size: 12pt;"><br /></span></div>
<div class="MsoNormal">
<span style="line-height: 115%;"><span style="color: #990000; font-size: large;"><b>A) Cost vs Return on Investment </b></span></span></div>
<div class="MsoNormal">
<span style="line-height: 115%;">The price of a background check will vary from background screening agency to
background screening agency but as a general guide, here is what you should expect
to pay for a background check from a reasonably priced professional background
screening company, per employee. </span><span style="line-height: 115%;">Keep in mind that several variables can go into the exact
pricing. For example, how many places an applicant lived in a short period of
time or how many recent places they worked. Consider this a chart of averages.</span></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjjtMykbcy1fXjeEePk2SakDqjLcwMWkAnbJNKpB4t1FEPhV8iIOCcD0u1P400h9iJ8tAlvVh3q3TNXY9pH7zXPt18YgwdFwE1OwMmEgcZECXuKPh1cPrvmtShAJY7PX1nKP_qQYn9sTx73/s1600/Average+Cost+of+a+Background+Check.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="273" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjjtMykbcy1fXjeEePk2SakDqjLcwMWkAnbJNKpB4t1FEPhV8iIOCcD0u1P400h9iJ8tAlvVh3q3TNXY9pH7zXPt18YgwdFwE1OwMmEgcZECXuKPh1cPrvmtShAJY7PX1nKP_qQYn9sTx73/s1600/Average+Cost+of+a+Background+Check.png" width="400" /></a></div>
<br /></div>
<div class="MsoNormal">
<span style="line-height: 115%;">To break this cost chart down a little further, I've listed the minimum searches
we (SafeScreener.com) would perform in each general "level" of screening. This does not take into account job specific
searches that could be added to any package such as Motor Vehicle Driving Records, Credit Reports, Drug
Testing, etc.<span style="font-size: small;"><o:p></o:p></span></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 11.0pt;"><b>Volunteer</b></span></div>
<ul>
<li>Nationwide Criminal Record Database Search: This is
a compilation database from many sources that are obtainable
electronically. Nationwide criminal
databases are NOT perfect, and if budget permits, should be used in conjunction with additional criminal record searches. (<a href="http://safescreener.blogspot.com/2011/12/scoop-on-nationwide-criminal-record.html" target="_blank">learn more about Nationwide Criminal Record Databases here</a>)</li>
<li>50 State Sex Offender Registry Search</li>
<li>Social Security Trace for residential history and
identity validation.</li>
</ul>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 11.0pt;"><b>Level One</b><o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
</div>
<ul>
<li>Nationwide Criminal Record Database Search: This is a compilation database from many sources that are obtainable electronically. Nationwide criminal databases are NOT perfect and, if budget permits, should be used in conjunction with additional criminal record searches. (<a href="http://safescreener.blogspot.com/2011/12/scoop-on-nationwide-criminal-record.html" target="_blank">learn more about Nationwide Criminal Record Databases here</a>)</li>
<li>50 State Sex Offender Registry Search</li>
<li>Social Security Trace for residential history and
identity validation.</li>
<li>Criminal record search in county of current
residence.</li>
</ul>
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 11.0pt;"><b>Level Two</b></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
</div>
<ul>
<li>Nationwide Criminal Record Database Search: This is a compilation database from many sources that are obtainable electronically. Nationwide criminal databases are NOT perfect and, if budget permits, should be used in conjunction with additional criminal record searches. (<a href="http://safescreener.blogspot.com/2011/12/scoop-on-nationwide-criminal-record.html">learn
more about Nationwide Criminal Record Databases here</a>)</li>
<li>50 State Sex Offender Registry Search</li>
<li>Social Security Trace for residential history and
identity validation.</li>
<li>Criminal Record Search in county of current
residence. (Preferably all counties from past seven years of residence
history.)</li>
<li>Federal Criminal Record Search via federal jurisdictions
based on residence history</li>
</ul>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 11.0pt;"><b>Level Three</b></span></div>
<ul>
<li>Nationwide Criminal Record Database Search: This is a compilation database from many sources that are obtainable electronically. Nationwide criminal databases are NOT perfect and, if budget permits, should be used in conjunction with additional criminal record searches. (<a href="http://safescreener.blogspot.com/2011/12/scoop-on-nationwide-criminal-record.html">learn
more about Nationwide Criminal Record Databases here</a>)</li>
<li>50 State Sex Offender Registry Search</li>
<li>Social Security Trace for residential history and
identity validation.</li>
<li>Criminal Record Search in county of current
residence. (Preferably all counties from past seven years of residence
history.)</li>
<li>Federal
Criminal Record Search via federal jurisdictions based on residence history.</li>
<li>Verification
of Education (highest level at minimum)</li>
<li><span style="font-family: "calibri" , sans-serif; line-height: 115%;">Verification of Past Employment (Dates, title, pay,
etc) of one or more past employers.</span></li>
</ul>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
When applicant screening is conducted through a
reputable background screening company <b>the value will exceed the costs many times over.</b> Along with limiting your exposure to a worst case scenario such as violent
behavior, fraud or theft. Recent studies (Center for American Progress 2012) have shown that replacing a "bad hire" will cost a company over 20% of the the applicant's full annual salary. In comparison, the cost of a single screening, as shown above, averages $15 to $100.</div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 12.0pt; mso-bidi-font-size: 11.0pt;"><br /></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<span style="color: #990000; font-size: large;"><b><span style="line-height: 18.3999996185303px;">B) Compliance and Legalities </span></b></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
Next, there is the issue of compliance. Large corporations have legal
representatives, even whole departments, focused on legal matters and
compliance. Small businesses on the
other hand may have just an owner wearing many hats. Slightly bigger companies may have a full time
Human Resources representative (or third party) but the laws that cover
background checks are often too much for people outside the background screening business to keep pace with. Don't let a lack of knowledge be a deterrent to proper applicant screening. Just as you'd trust a good accountant to know the tax laws and guide you
on how to abide by them, a good applicant screening company will guide you on applicant screening compliance matters. The greatest risk
comes when small businesses thinks they are immune to "The Fair Credit Reporting Act" because they
have less than fifty employees. While small businesses with under 50 employees are exempt from several government regulations, that is not the case with applicant background screening. Employers of any size are expected to follow
the rules of the Fair Credit Reporting Act which regulates all aspects of pre-employment background checks.<br />
<br />
Here are the most commonly forgotten/mishandled items that get employers into trouble when they process pre-employment background checks.</div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 11.0pt;"><b>Signed Authorizations</b><o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-bottom: 0.0001pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol";"><span style="font-size: small;">·</span><span style="font-family: "times new roman"; font-size: 7pt;"> </span><span style="font-family: "times new roman";"> </span></span>The employer MUST have a background check authorization form signed by
the applicant. Digital signatures are also acceptable. The authorization MUST be a separate document from any employment application forms.<span style="font-size: small;"><o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 11.0pt;"><b>"Adverse Action" Notifications</b></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<ul>
<li><b>Pre-Adverse Action Notice<span style="font-family: "symbol";">:</span></b><span style="font-family: "symbol"; text-indent: -0.25in;"><span style="font-family: "times new roman";"> </span></span><span style="text-indent: -0.25in;">If any part of the background check may disqualify the applicant from
employment, the employer MUST send the applicant a "Pre-Adverse
Action" notification. Your applicant screening vendor should make this process very easy to manage. With the right screening company, a simple click of the mouse can send the applicant a properly formatted pre-adverse
action notification. This notification
allows the applicant to see what was found on their background check and
dispute any information they deem as inaccurate.</span></li>
</ul>
<ul>
<li><b>Adverse Action Notice:</b> <span style="font-family: "symbol"; text-indent: -0.25in;"><span style="font-family: "times new roman";"> </span></span><span style="text-indent: -0.25in;">Assuming the report is not under dispute by the applicant who has already received the Pre-Adverse Action Notification (disputes rarely
occur), a final notification of adverse action must be provided to the
applicant after a recommended 5 business day period. This brief notice can be provided
via email, verbally, mailed, etc. </span><span style="text-indent: -0.25in;"> </span></li>
</ul>
</div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<i style="text-indent: -0.25in;">
</i></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<div style="text-align: left;">
<span style="color: #990000; font-size: large;"><b>The Bottom Line</b></span><span style="color: red; font-size: 16pt;"><o:p></o:p></span></div>
</div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
Small businesses cannot afford to underestimate the
importance of screening their employees.<span style="color: red;"> </span>With a smaller pool of
staff, the effect of hiring someone with fabricated qualifications or a dangerous
criminal history can have an immense negative impact on the business. Remember that you can be cost effective and
maintain due diligence by working with a reputable screening company. Look to partner with a screening company that
requires no monthly minimums, no set-up fees and no monthly or annual fees. A good background screening vendor will also provide F.C.R.A. compliance information and the tools to make it simple to follow state and
federal law at no additional charge.<span style="font-size: small;"><o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0.0001pt;">
<i style="text-align: center; text-indent: -0.25in;"><i style="text-indent: -0.25in;"><span style="font-size: 10pt;"><br /></span></i></i>
<i style="text-align: center; text-indent: -0.25in;"><i style="text-indent: -0.25in;"><span style="font-size: 10pt;">Please note: This summary is not </span></i><i style="text-indent: -0.25in;"><span style="font-size: 10pt;">intended to replace professional or legal guidance.</span></i></i><br />
<br /></div>
<div class="MsoNormal" style="background: white; margin-bottom: .0001pt; margin-bottom: 0in; mso-line-height-alt: 9.35pt;">
<b><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;">Questions? Please feel free to
call our offices. We're here to help! 800-578-8600 x100 or email us at
bjones@safescreener.com.</span></b></div>
<div class="MsoListParagraph" style="margin: 0in 0in 0.0001pt;">
<span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;"><br /></span>
<span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;">About the author:</span><span style="font-family: "arial" , "sans-serif"; font-size: 6.5pt;"><br />
</span><span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;">Brad Jones is the
Founder and Director of Operations of SafeScreener.com, a background screening
agency that has been providing corporations of all sizes with applicant
screening services since 2004. Brad is an active member of the National
Association of Professional Background Screeners (NAPBS) and serves on the
Chicago Chamber of Commerce's Workplace Well-being Committee. For more
information on applicant screening services, or a free F.C.R.A. Compliance
Checklist, please call 888.578.8600 x113 or email
bjones@safescreener.com.
</span><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;"> </span><span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;">
</span><span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;"> </span><span style="background: white; font-family: "arial" , "sans-serif"; font-size: 6.5pt;"> </span><span style="font-family: "arial" , "sans-serif"; font-size: 6.5pt;"> </span><span style="font-family: "arial" , "sans-serif"; font-size: 6.5pt;"><br />
</span><b><span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;">Please note:</span></b><span style="background: white; font-family: "arial" , "sans-serif"; font-size: 10.0pt;"> Any person or entity utilizing a third party to conduct
applicant background checks for employment or leasing purposes must follow
applicable federal and state laws including but not limited to EEOC Title VII,
the Fair Credit Reporting Act and all applicable state laws. Articles,
blogs, newsletter and other materials issued by Brad Jones or any employee of
Background Screening Consultants LLC (DBA SafeScreener.com) should not be
regarded as, or substituted for, legal advice.</span><span style="font-size: 12.0pt; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com1tag:blogger.com,1999:blog-7197474856518374384.post-63410023669809755262014-06-10T08:44:00.002-07:002016-04-05T14:26:32.332-07:00Illinois is Ready to Ban the Box! How Will This Effect Employers?<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZrKtWa_mumlq2afhu5TwjF0bJxgJU9VkIsmumwzObKWj6yjHg2VSgP3Xf2T-WkTo5DFuWoJj4xY6_IDtDYceT0LiO-Wj9thOAHP6hbzH2uoLhnxhiMu6SjOhwqLw_wPG4yushP5HHRtUr/s1600/Ban+the+Box+v6.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="206" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZrKtWa_mumlq2afhu5TwjF0bJxgJU9VkIsmumwzObKWj6yjHg2VSgP3Xf2T-WkTo5DFuWoJj4xY6_IDtDYceT0LiO-Wj9thOAHP6hbzH2uoLhnxhiMu6SjOhwqLw_wPG4yushP5HHRtUr/s1600/Ban+the+Box+v6.png" width="320" /></a></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>The Illinois Legislature passed the </b><span style="color: #3e3d40; font-weight: bold; line-height: 15.600000381469727px;">Job Opportunities for Qualified Applicants Act (H.B. 5701) on </span><b>May 29th which will effectively bar private employers with fifteen or more employees from inquiring about an applicant's criminal record history during the application stage of hiring.</b> <span style="color: #cc0000;"><b>Bill HB5701 will take effect Jan 1st, 2015 unless vetoed by Illinois Governor Pat Quinn.</b></span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Illinois isn't the first state to pass such a law. In fact, the movement known as <b>"Ban the Box" </b>has effectively pushed lawmakers in five states and 49 more local jurisdictions to eliminate questions in regards to criminal history from the application stage of pre-employment.</span><br />
<br />
<span style="color: #cc0000; font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Why's this Referred to as "Ban the Box"? </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">Most employers currently have job applications that pose the question "Have you been convicted of or plead guilty to a criminal offense?" with a check box next to the question and a small space for listing the circumstances. Naturally, an employer wants to protect themselves from people they feel might be unscrupulous in nature, steal from the company, or may hurt fellow employees or clients. </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="color: #cc0000; font-size: large;">Disparate What?</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">The argument made against the use of this question on the application or verbally, is that people who truthfully indicate they have a criminal record of some type, will be excluded immediately or devalued as a viable candidate. Therefore, the theory stands that disclosing the existence of a criminal record on a job application creates a statistical disparate impact against minority applicants. <b>Disparate impact is defined as: "</b><i style="background-color: white;"><b>a facially neutral employment practice that has an unjustified adverse impact on members of a protected class". </b></i><span style="background-color: white;">In other words, t</span><span style="background-color: white;">he employer isn't purposely discriminating based on race (they may not even know the race at this point) yet they are discriminating because the act of passing over applicants that have "checked the box" statistically creates a racial biased towards hiring Caucasians over other minorities protected by the EEOC. For those of your wondering how that conclusion is made, we will include the statistics provided by the Equal Employment Opportunity Commission below.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white;"><br /></span></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white; color: #073763;"><b>Equal Employment Opportunity Commission Data compiled for their release of "<a href="http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm" target="_blank">Enforcement Guidance</a>" (Consideration of Arrests and Convictions) 2012.</b></span></span><br />
<ul>
<li><span style="color: #073763;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Hispanic men </span><span style="font-family: "arial" , "helvetica" , sans-serif;">are incarcerated at three times the rate of white men</span></span></li>
<li><span style="color: #073763;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Black men are incarcerated at seven </span><span style="font-family: "arial" , "helvetica" , sans-serif;">times the rate of white men (with one in 15 African-American men incarcerated)</span></span></li>
</ul>
<span style="color: #073763;"><span style="font-family: "arial" , "helvetica" , sans-serif;">The EEOC concluded that..."<i>Compared to rates of criminal offending among racial groups, members of minority groups are </i></span><i><span style="font-family: "arial" , "helvetica" , sans-serif;">disproportionately arrested and incarcerated, due in large part to increased law enforcement in </span><span style="font-family: "arial" , "helvetica" , sans-serif;">poor urban areas, disproportionate treatment within the criminal justice system, </span><span style="font-family: "arial" , "helvetica" , sans-serif;">and societal </span><span style="font-family: "arial" , "helvetica" , sans-serif;">disadvantages that place minorities at much greater risk of being both offenders and victims of </span><span style="font-family: "arial" , "helvetica" , sans-serif;">violent crime. </span><span style="font-family: "arial" , "helvetica" , sans-serif;">Having a conviction may be more an indicator of living in a poor urban area </span><span style="font-family: "arial" , "helvetica" , sans-serif;">than an indicator of more engagement in crime than other applicants."</span></i></span><br />
<br />
<span style="color: #cc0000; font-family: "arial" , "helvetica" , sans-serif; font-size: large;">So what do I, the employer, need to do?</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">The Opportunities for Qualified Applicants Act specifies that... <i>"A</i></span><i><span style="font-family: "arial" , "helvetica" , sans-serif;">n employer or employment agency may not inquire about </span><span style="font-family: "arial" , "helvetica" , sans-serif;">or into, consider, or require the disclosure of the criminal record </span><span style="font-family: "arial" , "helvetica" , sans-serif;">or criminal history of an applicant until the applicant has </span><span style="font-family: "arial" , "helvetica" , sans-serif;">been determined qualified for the position and notified that </span><span style="font-family: "arial" , "helvetica" , sans-serif;">the applicant has been selected for an interview by the </span><span style="font-family: "arial" , "helvetica" , sans-serif;">employer or employment agency, or if there is not an interview, </span><span style="font-family: "arial" , "helvetica" , sans-serif;">until after a conditional offer of employment is made to the </span><span style="font-family: "arial" , "helvetica" , sans-serif;">applicant by the employer or employment agency".</span></i><br />
<br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">To put it simply... </span><br />
<ol>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Remove the "have you been convicted or plead guilty to a criminal offense" question from wherever it appears on your job application before Jan 1, 2015.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Do not ask the applicant about criminal record history prior to determining that the applicant's credentials qualify them for an interview or a conditional offer of employment.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">If criminal records are revealed by the applicant verbally or during the background screening process, take into consideration the type of crime, length of time since the event occurred, and the impact that crime would have, if any, on the position applied for. </span></li>
</ol>
<ul><ul><span style="font-family: "arial" , "helvetica" , sans-serif;">
<li>It's important to note that the process described here (#3) should always be taking place as it is the law under the Fair Credit Reporting Act as well as the more recent EEOC Guidance. </li>
</span></ul>
<span style="font-family: "arial" , "helvetica" , sans-serif;">
</span></ul>
<span style="font-family: "arial" , "helvetica" , sans-serif;">
</span><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<br />
<div>
<span style="color: #cc0000; font-family: "arial" , "helvetica" , sans-serif; font-size: large;">How will I protect my business and employees if I cannot ask if someone has a criminal record?</span></div>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Removing the question from your application does not mean you cannot conduct a thorough background check of the applicant. It simply moves your ability to find out about the criminal record back a step so the applicant isn't eliminated before they even get a chance to interview. <span style="background-color: white;">In theory, leveling the playing field up until an interview or conditional job offer is on the table. </span>At that stage, the employer has invested some time and possibly money into the potential employee making it more likely they will consider the circumstances of a past criminal record as opposed to immediately searching for a new candidate. </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="color: #cc0000; font-size: large;">Employers Exempt from this Law.</span></span></div>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="line-height: 15.600000381469727px;">The Job Opportunities for Qualified Applicants Act </span></span><span style="font-family: "arial" , "helvetica" , sans-serif;">bill exempts from its coverage the following employers. </span></div>
<div>
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Private employers with less than 15 employees on staff.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Employers who employ individuals licensed under the Emergency Medical Services (EMS) Systems Act.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Employers subject to state or federal laws requiring exclusion of applicants with certain criminal convictions</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Employers who require a standard fidelity bond where an applicant’s criminal conviction would disqualify the individual for such a bond.</span></li>
</ul>
<div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="font-size: x-small;"><br /></span></b></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="font-size: x-small;">Questions? Please feel free to call our offices. We're here to help! 800-578-8600 x100 or email us at bjones@safescreener.com.</span></b></span></div>
</div>
</div>
<br />
<span style="font-size: x-small;"><span style="font-family: "arial" , "helvetica" , sans-serif;">About the author:</span></span><br />
<span style="font-size: x-small;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Brad Jones is the Founder and Director of Operations of SafeScreener.com, a background screening agency that has been providing corporations of all sizes with applicant screening services since 2004. Brad is an active member of the National Association of Professional Background Screeners (NAPBS) and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.</span><span style="font-family: "arial" , "helvetica" , sans-serif;"> </span></span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"> </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"> </span> <br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;">Please note: Any person or entity utilizing a third party to conduct applicant background checks for employment or leasing purposes must follow applicable federal and state laws including but not limited to EEOC Title VII, the Fair Credit Reporting Act and all applicable state laws. Articles, blogs, newsletter and other materials issued by Brad Jones or any employee of Background Screening Consultants LLC (DBA SafeScreener.com) should not be regarded as, or substituted for, legal advice.</span>Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-86956509001935109242014-02-16T14:39:00.000-08:002016-04-05T14:33:22.767-07:00"Instant Background Checks!" "Same Day Results!" Fastest Turn Around Times Guaranteed!" <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<b><i><span style="font-size: 16.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">FAST</span></i></b><b><span style="font-size: 16.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"> Background Checks!</span></b><span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"> At what point does <b><i>SPEED</i></b> compromise ACCURACY?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 14.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEii5bNWIeCF2QqdL9j2W2D9GWFiMBmD8ufdwa_HG4nVXIBuBv-inz3JYQX3Tk1xG8UUjQM1tNvLMbk7ioAgbYx9vLtQz42rKYOx8je4VN0xzZFT4ejlqCMz6u4rpz5y7R5_XrtepZXpQFV3/s1600/Speed+Meter+3.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="165" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEii5bNWIeCF2QqdL9j2W2D9GWFiMBmD8ufdwa_HG4nVXIBuBv-inz3JYQX3Tk1xG8UUjQM1tNvLMbk7ioAgbYx9vLtQz42rKYOx8je4VN0xzZFT4ejlqCMz6u4rpz5y7R5_XrtepZXpQFV3/s1600/Speed+Meter+3.png" width="200" /></a></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
Many background
screening companies (including ours) love to brag about speedy turn-around-times.
And why not? After all, that is one of
the top concerns of Human Resource Professionals and recruiters that must often
hold positions in limbo waiting for the results of the background check. Screening companies throw around terms like
"Same Day", "24 Hours" and most of all
"INSTANT!" But is an instant
background check realistic? Or does
speed sacrifice the safeguards of the Fair Credit Reporting Act and thus put
the employer and the applicant at risk?</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
We've
created a straight forward ,and practical, chart of what employers can expect from a reputable
background screening company in terms of <b>Average
Turn Around Times vs Best Case Scenario Turn Around Times vs Consumer Beware</b>. <i>("Consumer
Beware" meaning unrealistic in terms of completing an authentic search the
majority of the time within the timeframe shown.)</i></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<i><span style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">*T-A-T = Turn Around Time *BD=Business Days</span><o:p></o:p></i></div>
<table border="1" cellpadding="0" cellspacing="0" class="MsoNormalTable" style="border-collapse: collapse; border: none; mso-border-alt: solid windowtext .5pt; mso-border-insideh: .5pt solid windowtext; mso-border-insidev: .5pt solid windowtext; mso-padding-alt: 0in 5.4pt 0in 5.4pt; mso-yfti-tbllook: 1184; width: 667px;">
<tbody>
<tr>
<td style="background: #DBE5F1; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div class="MsoTitle" style="margin-top: 0in;">
<br /></div>
<div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<span style="font-size: 11.0pt; mso-bidi-font-size: 16.0pt; mso-fareast-font-family: Calibri;">Report Type<o:p></o:p></span></div>
</td>
<td style="background: #DBE5F1; border-left: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<br /></div>
<div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<span style="font-size: 11.0pt; mso-bidi-font-size: 16.0pt; mso-fareast-font-family: Calibri;">Average T-A-T<o:p></o:p></span></div>
</td>
<td style="background: #DBE5F1; border-left: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<br /></div>
<div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<span style="font-size: 11.0pt; mso-bidi-font-size: 16.0pt; mso-fareast-font-family: Calibri;">Best Case T-A-T<o:p></o:p></span></div>
</td>
<td style="background: #DBE5F1; border-left: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<br /></div>
<div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<span style="color: #c00000; font-size: 11.0pt;">Consumer Beware if offered...<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: center;">
<br /></div>
</td>
<td style="background: #DBE5F1; border-left: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<br /></div>
<div class="MsoTitle" style="margin-top: 0in; text-align: center;">
<span style="color: #c00000; font-size: 11.0pt;">Here's Why...<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 61.6pt; mso-yfti-irow: 1;">
<td style="border-top: none; border: solid windowtext 1.0pt; height: 61.6pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Credit Reports<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; height: 61.6pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; height: 61.6pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; height: 61.6pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant Credit Reports without a compliance
inspection.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; height: 61.6pt; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Onsite compliance inspections are ALWYAS required
for companies to use consumer credit reports in their screening process.</span>
</div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Sex Offender Registry/ies<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if no record.</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if no record.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant results every time.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Instant results are only possible if no record is found. Records must be verified at their source to
be F.C.R.A. compliant.</span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">SSN Trace and Validation.<o:p></o:p></span></b></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if history exists. 24 hours if CBSV needed.</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if history exists. 2-3 hours if
CBSV needed.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
No secondary verification type offered.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">SSN's assigned after June 25, 2011 are<a href="http://safescreener.blogspot.com/2011/09/social-security-number-randomization.html">
randomized</a> making them difficult to verify. <a href="http://safescreener.blogspot.com/2011/09/social-security-number-randomization.html">See
our blog for details.</a> </span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Motor Vehicle Records<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant </div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
(In Most States)<span style="font-size: 7.0pt; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant </div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
(In Most States)<span style="font-size: 7.0pt; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Easy access with no permissible purpose
required.<span style="font-size: 7.0pt; mso-bidi-font-size: 11.0pt;"> <o:p></o:p></span></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Some states have very strict laws as to who can
receive driving records. Time frames vary
from state to state depending on purpose of the search.<o:p></o:p></span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Nationwide Criminal Database<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if no record.</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if no record.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant results every time.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Instant results are only possible if no record is found. Records must be verified at their source to
be F.C.R.A. compliant.</span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">International Criminal Database<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if no record.</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant if no record.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant results every time.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Not to be confused with criminal record searches
from specific countries. These are
database searches of wanted and debarred persons, terrorist watch lists, etc.</span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">County Criminal Record Search<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
2-3 BD's</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant / Same day for some counties.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant or same day guaranteed for any
county.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Roughly half of county courts <b>require onsite research </b>to obtain accurate criminal record dispositions.<o:p></o:p></span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Federal Criminal Record Search<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
1 BD if no record.</div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
1-2 BD's with records.</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
1-2 hours if no record. 1-2 BD's with records.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant results every time.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Federal Criminal Records do NOT contain dates of
birth or social security numbers. Hands-on
file research is frequently required. </span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Education Verifications<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Three Business Days</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Same or Next Day</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant or any guaranteed time frame.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Education verifications rely on communication with
institutions. Many require a written request and take 1-3 days to respond. <o:p></o:p></span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Employment Verifications<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Three Business Days</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Same or Next Day</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant or any guaranteed time frame.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Employment verifications rely on communication
with the employers HR Department. Many require a written request and take 1-3
days to respond.</span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">Professional Reference Verifications<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Three Days</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Same or Next Day</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant or any guaranteed time frame.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Most professional references are cooperative and
respond within one day. Many do not
however and multiple attempts will be needed to reach the individual.</span></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<b><span style="color: #002060;">International Criminal, Education, or Employment
Verifications<o:p></o:p></span></b></div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Varies greatly per region. 10 BD's days
on average.</div>
</td>
<td style="background: #D6E3BC; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 95.75pt;" valign="top" width="128"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Faster regions will still average 5 +
BD's.</div>
</td>
<td style="background: #E5B8B7; border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 109.65pt;" valign="top" width="146"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
Instant or next day international
criminal records.</div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 103.5pt;" valign="top" width="138"><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">There is NO single standard for international
verifications. A reputable screening company knows the proper route to
obtaining authentic information from each country. The process is never instant and rarely
quick. </span></div>
</td>
</tr>
</tbody></table>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">How can companies state they offer instant search
results when it's not always possible?<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
There are a couple
of ways a company can make the claim to have search results that are faster than
possible...</div>
<ol start="1" style="margin-top: 0in;" type="1">
<li class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1;"><b>The fine print says
otherwise:</b> You may see the big
bold words stating that a search offers instant results (for example, a
county criminal record search) but the fine print states that instant
results are only available in counties that offer fully electronic
access. In which case, instant
results may actually occur 35% of the time and take longer 65% of the
time.</li>
<li class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1;"><b>The search being
conducted isn't what you're expecting:</b>
In this situation, liability comes into play. If you select a
screening service that promotes (for example) "instant statewide criminal
record searches in all 50 states", chances are they are simply using
a nationwide criminal record database and filtering out the results of the
states not selected for the search.
This is a common practice and a dangerous method of conducting a criminal
record search because the client likely believes they are receiving full
coverage of every state searched.
Nationwide databases do not cover every jurisdiction in every (or any)
state. There are many gaps in criminal
record coverage which is why nationwide criminal record searches are best
used along with county criminal record searches to fill in the gaps based
on residence history and to verify records found. </li>
<li class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1;"><b>They go through the
motions but don't produce results: </b>Employment and professional
reference verifications are an important source of information on a
candidate. These types of
verifications require direct contact with an individual most of the
time. A company that guarantees
results same day or in a 24 hour period is going to have a very low rate
of success as you obviously can't force people to respond to an inquiry on
your terms. Realistically, it will
take two to three business days to achieve an 80 to 90 percent success
rate of gathering responses when real people must return correspondence. Trying
to force responses with cookie cutter emails and offshore call centers will
reduce your rate of completion drastically. Often to 40% or less. These "big box" methods can be
disruptive and annoying to the references as well leaving a bad impression
of your company. The best responses
are obtained by a phone call from a professional representative followed
by a personalized email that references the previous call. <b><o:p></o:p></b></li>
</ol>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">How do I find out if the company I'm using is
conducting searches that best serve our needs?<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
Ask
questions! At your request, your
screening company should provide you a very detailed description of what types
of searches they are providing.
"Statewide Criminal Record Search", or "Nationwide
Criminal Record Search" are not descriptions, they are categories or
product names. For example, we provide our
clients a detailed excel spreadsheet, or a 102 page PDF, which outlines every
jurisdiction included in our product called "Nationwide Criminal Record
Search". We also include a
description of what each jurisdiction releases, and exactly how often the
records from each jurisdiction are updated.
In terms of reference verifications you can ask for a summary of the
company’s practices that include...</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "wingdings"; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">ü<span style="font-family: "times new roman"; font-size: 7pt;">
</span></span><!--[endif]-->Are the references contacted by in-house staff
or an offshore call center?</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "wingdings"; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">ü<span style="font-family: "times new roman"; font-size: 7pt;">
</span></span><!--[endif]-->How often are references contacted and by what
methods?</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "wingdings"; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">ü<span style="font-family: "times new roman"; font-size: 7pt;">
</span></span><!--[endif]-->How many attempts are made to contact a
reference before the search is returned as "Unable to Complete"?</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "wingdings"; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">ü<span style="font-family: "times new roman"; font-size: 7pt;">
</span></span><!--[endif]-->Do you contact the applicant if the reference or
employment verification is lacking necessary information?</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "wingdings"; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">ü<span style="font-family: "times new roman"; font-size: 7pt;">
</span></span><!--[endif]-->What is your procedure if a referral is
unreachable or refuses to provide information?</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
Remember,
you are the client and you have a right to know what you are paying for. Any background screening company that
declines, or even hesitates, to provide details on criminal record sources,
verification policies or the specifics on any other search type should raise a
red flag for your company. There are
many good screening companies out there.
Ask the right questions in the beginning and you won't need to worry
about getting exactly what you're paying for. </div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<b><span style="font-size: 16.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">The Bottom Line<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
Speed is a
nice benefit to have in your background screening process and some searches can
be lightning fast. If speed is your top priority however, you're going to get
short changed on quality and safety. Shortcuts rarely produce benefits in life
and such is true in the background screening industry. Certain searches <b>REQUIRE </b>research by human eyes
and <b>REQUIRE </b>cooperation from third parties. Understanding the time required for
real results will prevent you from sacrificing diligence for speed. </div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<br />
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="apple-style-span"><b><span style="font-size: 10pt; line-height: 115%;">Brad Jones is the Founder
and Director of Operations of SafeScreener.com, a background screening agency that
has been providing corporations of all sizes with applicant screening services
since 2004. Brad is an active member of
the National Association of Professional Background Screeners (NAPBS) and serves
on the Chicago Chamber of Commerce's Workplace Well-being Committee. For
more information on applicant screening services, or a free F.C.R.A. Compliance
Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.</span></b></span><b><o:p></o:p></b></div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com3tag:blogger.com,1999:blog-7197474856518374384.post-87437769554636813192013-07-09T08:48:00.002-07:002013-07-15T10:53:07.257-07:00Time for a F.C.R.A. / EEOC Compliance Check Up?<div style="background-color: transparent;">
<br />
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjD-Ts-VdaIwvyEmzvUBAdi6Yq6LF0GomjrzR2rataBN1sPP-YhU9FE62OckIuOQNAQOLqKopdaXn7_cfeH0kJsnjRYaA1ZCIV8paPnvZRxflkL2Fy2sVQP0mx2G2LKhMxhoi4ZLpuhjvMs/s1600/FCRA+CHECK-UP+2013.jpg.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="149" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjD-Ts-VdaIwvyEmzvUBAdi6Yq6LF0GomjrzR2rataBN1sPP-YhU9FE62OckIuOQNAQOLqKopdaXn7_cfeH0kJsnjRYaA1ZCIV8paPnvZRxflkL2Fy2sVQP0mx2G2LKhMxhoi4ZLpuhjvMs/s200/FCRA+CHECK-UP+2013.jpg.png" width="200" /></a></div>
<span style="font-family: Trebuchet MS, sans-serif;"><b><span style="white-space: pre-wrap;">The legal landscape for Human Resource professionals is a constantly changing one. Never make the assumption that your </span><span style="white-space: pre-wrap;">Fair Credit Reporting Act (F.C.R.A) compliance is handled or monitored by another person, another department, or solely by the third party applicant background screening service. </span><span style="white-space: pre-wrap;">Assuming that your applicant screening processes are F.C.R.A. compliant, without having and enforcing a documented process, is a near guarantee that they're not and can lead your company down a dangerous road.</span></b></span><br />
<span style="font-weight: normal;"><span style="font-family: Trebuchet MS, sans-serif;"><span style="white-space: pre-wrap;"><br /></span></span></span>
<br />
<span style="font-size: large;"><span style="color: #990000; font-family: Calibri; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Do any of these common F.C.R.A. </span><span style="color: #990000; font-family: Calibri; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">compliance </span><b style="color: #990000;"><span style="font-family: Calibri; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">misconceptions</span></b><span style="color: #990000; font-family: Calibri; font-style: italic; vertical-align: baseline; white-space: pre-wrap;"> sound familiar at your organization? If they do, your company may be</span><span style="color: #990000; font-family: Calibri; font-style: italic; vertical-align: baseline; white-space: pre-wrap;"> at risk for compliance violations from the Consumer Financial Protection Bureau, EEOC, or a class action lawsuit. </span><span style="color: #990000; font-family: Calibri; font-style: italic; white-space: pre-wrap;"> </span></span><br />
<div style="text-align: left;">
<span style="color: #990000;"></span><br /></div>
<i><span style="background-color: transparent; color: black; font-family: Calibri; font-size: large; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">1. We don’t run credit reports on applicants, so the Fair Credit Reporting Act doesn’t apply to our applican</span></i><span style="background-color: transparent; color: black; font-family: Calibri; font-size: large; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">t screening practices.</span><br />
<span style="color: #660000;"><i><span style="background-color: transparent; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><i><b>False: If you use any third party company to provide you applicant screening services, you are obtaining a type of consumer report and are obligated to abide by the laws of the F.C.R.A.</b></i></span></i></span><br />
<span style="color: #660000;"><span style="font-size: large;"><b><i><span style="background-color: transparent; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: small;"><i><br /></i></span></span></i></b></span></span>
<span style="font-size: large;"><b><i><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: small;"><i> </i></span></span></i></b></span><i><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">2.<i> </i>The background screening provider we contract with says THEY are Fair Credit Reporting Act compliant, which makes us compliant by default.<i> </i></span></span></i><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;">If we're not, it's their liability.</span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><span style="font-size: small;"><i>False:<span style="color: black;"> </span>Your applicant screening provider may have a great program for F.C.R.A compliance but it is impossible for the applicant screening provider to uphold the client's end of compliance as it involves the hiring managers decision process and actions.</i></span></span></b></span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><span style="font-size: small;"><i> </i></span></span></b><br class="kix-line-break" />3. An applicant background check authorization should be a part of, or attached to, each job application.</span></span><br />
<span style="font-size: large;"><i><b><span style="color: #660000;"><span style="background-color: transparent; font-family: Calibri; font-size: small; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><span style="font-size: small;"><i>False:<span style="color: black;"> </span>A background check authorization must NEVER be attached to or combined with the application for employment. </i></span></span></b></span></span></span></span></b></i><span style="background-color: transparent; color: black; font-family: Calibri; font-size: small; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br class="kix-line-break" /> </span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">4. Our company is located in an "employ at will" state so we're not obligated </span></span><span style="font-family: Calibri; font-size: large; white-space: pre-wrap;">to inform an applicant if they are disqualified because of their background check.</span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;">False: "Employ at will" does not override the applicant's rights under the Fair Credit Reporting Act. If you use a third party screening provider, you're<span style="color: black;"> </span>obligated to provide a pre-adverse and an adverse action notification if the<span style="color: black;"> </span>decision is based in any part due to the result of the background check. </span></i></span></b></span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;"> </span></i></span></b><br class="kix-line-break" />5. We use an online database that provides us a "nationwide criminal record search". If a serious criminal record is reported from this database search, we have the right to withdraw the offer of employment.</span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;">False: Not without further research. The results of a nationwide criminal record search (which go by many different brand names), must be followed up with direct research from the jurisdiction in which the record originated in order to confirm the information is up to date. </span></i></span></b></span></span></span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;"><br /></span></i></span></b></span></span></span></span>
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">6. Our company policy of NOT employing anyone who has a felony criminal conviction on their record in the last seven years is specific enough to be F.C.R.A. compliant and appease the EEOC. </span></span><br />
<span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: large;"><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><span style="color: #660000;"><i><span style="font-size: small;">False: Even with s<span style="color: black;"><span style="color: #660000;">pecific guidelines such as "Felony"</span></span> and "Seven Years", you'll need more of a matrix like decision process to show you're not making a blanket judgment. The EEOC has argued in recent cases against BMW and Dollar General, that "disparate impact" can result from anything less than a case by case assessment. </span></i></span></b></span></span></span></span><br />
<span style="font-size: large;"></span><br />
<span style="font-family: Calibri; font-size: large; white-space: pre-wrap;"><b>The bottom line</b></span><span style="font-family: Calibri; font-size: 12pt; white-space: pre-wrap;">...</span><br />
<span style="font-family: Trebuchet MS, sans-serif;"><b><span style="background-color: transparent; color: black; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">If you're not certain who handles each aspect of your F.C.R.A compliance, you're probably not compliant one hundred percent of the time.</span><span style="background-color: transparent; color: #1f497d; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: black; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Ask your applicant screening provider for documentation defining their role in F.C.R.A compliance, as well as what is expected of your company, the end user. You may be surprised to learn that simple steps are missing from your procedures, or that basic compliance requirements are not being met. If so, you're not alone. Nearly half of the Human Resource professionals we polled in an anonymous survey could not define their role in providing F.C.R.A. compliance while screening job applicants.</span></b></span><br />
<span style="font-family: Trebuchet MS, sans-serif;"><b><br /></b></span>
<span style="font-family: Trebuchet MS, sans-serif;"><b><span style="background-color: transparent; color: black; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Don't wait until you are legally obligated to provide documentation of your F.C.R.A. compliance procedures to the EEOC or a class action attorney. A simple F.C.R.A checkup can help identify problems now and prevent serious legal issues down the road. Now is the time to get your F.C.R.A compliance back on track! For a basic compliance checklist, email </span><a href="mailto:FCRAChecklist@safescreener.com"><span style="background-color: transparent; color: #000099; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">FCRAChecklist@safescreener.com</span></a><span style="background-color: transparent; color: black; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> or call 888.578.8600 x113. We’re here to help!</span></b></span><br />
<span style="font-family: Trebuchet MS, sans-serif;"><a href="http://www.safescreener.com/index.php/send-me-pricing?view=form" target="_blank"><br /></a>
<a href="http://www.safescreener.com/index.php/send-me-pricing?view=form" target="_blank"><span style="background-color: transparent; color: #000099; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">Click here to have a free quote on background screening services emailed to you</span></a></span><br />
<span style="font-family: Trebuchet MS, sans-serif;"><br /></span>
<span style="background-color: transparent; color: black; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Trebuchet MS, sans-serif; font-size: x-small;">Brad Jones is the Director of Operations for Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.</span></span></div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com6tag:blogger.com,1999:blog-7197474856518374384.post-66692416721174206662013-06-10T15:35:00.001-07:002016-04-05T14:39:45.162-07:00Why Salary Verifications Should Be a Standard Part of Your Background Screening Package<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEighatWy9a9vHpFc1UZzkOwlD04yHkLVkosEriRPSg7vTDzndy-iIx9GFTQtP0TCAMrlF2z-naG02FbvSGTOK6GM3qYuZd3g0OFeLXzey6jJQ26ZBwQqHhk8hbcpTwQU4SX9-Ema33ypOHd/s1600/Money+2.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEighatWy9a9vHpFc1UZzkOwlD04yHkLVkosEriRPSg7vTDzndy-iIx9GFTQtP0TCAMrlF2z-naG02FbvSGTOK6GM3qYuZd3g0OFeLXzey6jJQ26ZBwQqHhk8hbcpTwQU4SX9-Ema33ypOHd/s200/Money+2.jpg" width="200" /></a></div>
The value of verifying the prior salary of an applicant is often overlooked<span style="font-size: large;">.</span> While verifying the past employment dates and titles are common parts of mid-level and executive background screening package, make sure you understand the procedures being used by your applicant screening vendor. Do they also attempt to verify salary information? If so, to what extent? After all, a verification of salary through a business owned by the applicant's uncle, friend, neighbor, parent, etc, can make for a tempting opportunity to have someone "verify" a seriously inflated or even nonexistent salary. Likewise, if an applicant knows that his prior company will not disclose salary information, they may feel confident in exaggerating their stated income.<br />
<br />
<span style="color: #cc0000; font-size: large;">Why does it matter?</span><br />
At a lower level position with standard pay guidelines, it really doesn't. You're going to pay the employee based on the positions rate and raises will come from performance and time. But when you're looking at someone to fill a mid or high level position that has a wide range of pay based on previous performance and/or experience, it matters a lot. This person is an investment and you need to know if they pulled their own weight at their previous employers.<br />
<br />
An impressive talker is not always an impressive worker and you wouldn't be the first to place a "bouncer" in a high paying position. <i><b style="background-color: yellow;">("bouncer": One who bounces from company to company siphoning a large salary until the company realizes they've been duped.)</b></i> Imagine hiring a regional sales person with a salary of $200,000 plus bonus/commission based on a great interview and an impressive resume citing years of sales experience, accolades, and C-level pay. Only to find out months later that they never actually earned more than a base salary of $40,000 and very little commission from their past two employers. You're back to square one. You have lost $100,000 of payroll and an equal amount in training and expenses. Trust can be overrated at times.<br />
<br />
So how do you know if you're getting an accurate portrayal of an employees previous income? Here's a few tips on how to avoid overcompensating an applicant who's experience and past pay may be more fiction than fact.<br />
<br />
<span style="color: #cc0000; font-size: large;">Option 1) Human Resources / Payroll Department.</span><br />
The most common method can also be the most inconsistent if it is not completed by a professional. <br />
This is where a professional researcher, as opposed to a call center, can make all the difference. A researcher will verify that they are calling a legitimate business, cross referencing information from the company's website, Secretary of State filings, and phone listings, against the data provided by the applicant. With a signed authorization, about 50% of companies will provide salary information. That percentage drops to approximately 20% with smaller employers that do not have designated HR staff.<br />
<br />
<b>Pros: </b> Typically no additional cost on top of the background check. Information as reliable as the person processing the verification.<br />
<b>Cons:</b> About half of all companies won't accommodate this type of request. Information as reliable as the person processing the verification.<br />
<br />
<span style="color: #cc0000; font-size: large;">Option 2) Third Party Records Manager</span><br />
A prime example would be "The Work Number", which is a company that manages the past employment records of many large corporations. Your background screening vendor will often have an existing account with "The Work Number" so that they can quickly access employment records of applicants when needed. Salary information however, is NOT always a default part of this search. It depends on the internal policy of the company itself as to if they allow salary information to be released. If they don't allow this information....See Option 4, as that may be your only option.<br />
<br />
<b>Pros: </b> Fast and usually accurate information if the company uses "The Work Number" and allows salary information.<br />
<b>Cons:</b> You'll only find large corporations on this database and the price can be $15.00 to $25.00 per search.<br />
<br />
<span style="color: #cc0000; font-size: large;">Option 3) Tax / Payroll Records from the Applicant:</span><br />
This option simply means that the screening agency requests documentation directly from the applicant such as a W2, 1040, Check Stub or other official document. Again, the experience of a professional researcher can make a big difference in obtaining what documents make the most sense and then evaluating those documents for authenticity.<br />
<br />
<b>Pros: </b> Typically no additional cost on top of the background check. This type of documentation cannot easily be forged. <br />
<b>Cons: </b> Older records<b> </b>becomes harder for the applicant to locate in a timely manner.<br />
<br />
<span style="color: #cc0000; font-size: large;">Option 4) I.R.S. Salary Verifications:</span><br />
That's right, the IRS will actually do something for YOU! For a small fee of course. And while you can get this information yourself, you'll get it in a matter of days instead of weeks if you pay a few extra dollars and go through a reputable background screening company. With this type of verification you can select a particular year or multiple years, and request a copy of stated income from tax documentation. Of course, you'll need a signed authorization from the applicant to do this.<br />
<br />
<b>Pros:</b> Rock solid, indisputable income information.<br />
<b>Cons:</b> Additional cost to the background check. Approximately $10.00 to $15.00 per applicant per year search.<br />
<br />
In summary, a good background screening provider will start with option one and work their way down. They will verify the legitimacy of the company and if an HR or Payroll department exists, proceed to request information. For small or self owned companies they may jump to Option 3 or Option 4 depending on the situation. Larger companies may require Option 2. Option 4 is blanket option that can work in any situation where salary information is essential. In the end, it's important to remember that the dishonest resume comes from a dishonest applicant, and lies about experience or salary can be as bad, if not worse, than a criminal conviction.<br />
<br />
<span style="background-color: white; color: #222222; font-family: "arial" , sans-serif; font-size: 13px; line-height: 20.796875px;"><i>Brad Jones is President of Background Screening Consultants LLC (DBA SafeScreener.com), an applicant background screening agency in Chicago. Brad has worked with hundreds of corporations, nonprofit organizations, and government agencies to establish FCRA compliant applicant screening protocols since 1996. Prior to being fully engaged with the background screening industry, Brad specialized in fraud investigations and complex due diligence related to corporate acquisitions. Brad is an active member of the National Association of Professional Background Screeners as well as a Chicagoland Chamber of Commerce member, serving on the Health and Wellness Coalition as well as the Workplace Well-Being Committee. Brad can be reached at bjones@safescreener.com or 312.985.5010 x113</i></span><br />
<div style="background-color: white; border: 0px; color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 20.796875px; margin-bottom: 15px; margin-top: 10px; padding: 0px; vertical-align: baseline;">
<span style="line-height: 24px;"></span></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 20.796875px; margin-bottom: 15px; margin-top: 10px; padding: 0px; vertical-align: baseline;">
<div class="MsoNormal">
<b>Please note: </b>Any person or entity utilizing a third party to conduct applicant background checks for employment or leasing purposes must follow applicable federal and state laws including but not limited to EEOC Title VII, the Fair Credit Reporting Act and all applicable state laws. Articles, blogs, newsletter and other materials issued by Brad Jones or any employee of Background Screening Consultants LLC (DBA SafeScreener.com) should not be regarded as, or substituted for, legal advice. </div>
</div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com4tag:blogger.com,1999:blog-7197474856518374384.post-70795773021937556092013-04-10T10:17:00.000-07:002013-04-10T20:35:18.985-07:00What Exactly is a "Universal Background Check"?<div class="separator" style="clear: both; text-align: left;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgEEB0TZPoUkduwBfbmkag1TrJmmAEm72EMyf_nM3QO-ym4_gqfeLlRBnoRaQhdysx0tFir-7sEuwbZMi1BqFiM2W5_IrqGj0JasvvvfKjsx5HD6sv_lqeB4eUNLVBw8E24DqFLR727zkkN/s1600/NICS-emblem.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgEEB0TZPoUkduwBfbmkag1TrJmmAEm72EMyf_nM3QO-ym4_gqfeLlRBnoRaQhdysx0tFir-7sEuwbZMi1BqFiM2W5_IrqGj0JasvvvfKjsx5HD6sv_lqeB4eUNLVBw8E24DqFLR727zkkN/s200/NICS-emblem.jpg" width="200" /></a></div>
No matter which side of the political fence you fall on, by now you are familiar with the phrase "Universal Background Check". It's the hot topic in the gun control debate and may soon become law. What you likely haven't heard is an explanation of what a background check for gun ownership does and does not consists of. A question we've received a lot lately, and one that everyone should know the answer to.<br />
<div>
<br /></div>
<div>
First off, let's clarify on the terminology. <b> A "Universal Background Check" is called "Universal" in relation to the circumstances it takes place under, as opposed to what the background check includes. </b> In this case "Universal" would mean any sale/transfer of a firearm in the United States to a private citizen.<br />
<br />
Background screening serves many different purposes and can be made up of completely different data depending on it's purpose and determined by who's performing the background check. The purpose of the "Universal Background Checks" in relation to gun ownership is to fill in the "gaps" or "loopholes" that are argued to exist when people purchase guns through private parties instead of licensed firearm dealers. Licensed dealers, known as "Federal Firearm Licensees" must conduct a background check when selling a firearm, even at a gun show. Private sellers can sell guns to other private parties in the same state without any type of background check. This results in somewhere between 10% and 40% percent of guns sales requiring no background check, depending on who you ask. </div>
<div>
<span style="font-family: inherit;"><br /></span>
<span style="color: #990000; font-size: large;">Where Does the Background Check Data Come From?</span><br />
<span style="font-family: inherit;">The information contained in these federal background checks overlaps but is not the same source data that you'll find in a pre-employment background check or "Nationwide Criminal Background Databases". </span><span style="font-family: inherit;">There are multiple federal sources that make up the background check database collectively known as the </span><span style="background-color: white; line-height: 16px;">National Instant Criminal Background Check System or "NICS" for short. NICS is technically one of the databases used in the background check but also serves as an access point for all four databases to the end user such as a firearms dealer. </span><span style="background-color: white; line-height: 16px;"> The four databases that collectively serve as a background check for licensed gun sales </span><br />
<ol>
<li><span style="background-color: white; line-height: 16px;"><b>Interstate Identification Index (III)</b>: Criminal Histories</span></li>
<li><span style="background-color: white; line-height: 16px;"><b>National Crime Information Center (NCIC)</b>: Warrants, Protection Orders and Criminal Records.</span></li>
<li><span style="background-color: white;"><b style="line-height: 16px;">National Instant Criminal Background Check System (NICS)</b><span style="line-height: 16px;">: Known individuals who are prohibited from owning firearms due to: criminal records, mental disability, dishonorable military discharge, etc. <i>(see list below) </i></span></span></li>
<li><span style="background-color: white;"><span style="line-height: 16px;"><b>Department of Homeland Security, Immigration and Customs Enforcement (ICE)</b>: Used only if the customer is NOT a United States Citizen.</span></span></li>
</ol>
<span style="color: #990000; font-size: large;">What Kind of Background History Would Prevent Someone From Purchasing a Firearm?</span><br />
<b>One or more of the following items found during a NICS background check would normally prevent someone from purchasing a firearm.</b><br />
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person who has been convicted in any court of a crime punishable by imprisonment for a term exceeding one year or any state offense classified by the state as a misdemeanor and is punishable by a term of imprisonment of more than two years.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit;">Persons who are fugitives of justice—for example, the subject of an active felony or misdemeanor warrant.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">An unlawful user and/or an addict of any controlled substance; for example, a person convicted for the use or possession of a controlled substance within the past year; or a person with multiple arrests for the use or possession of a controlled substance within the past five years with the most recent arrest occurring within the past year; or a person found through a drug test to use a controlled substance unlawfully, provided the test was administered within the past year</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person who, being an alien, is illegally or unlawfully in the United States.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person who, being an alien except as provided in subsection (y) (2), has been admitted to the United States under a non-immigrant visa.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person dishonorably discharged from the United States Armed Forces.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person who has renounced his/her United States citizenship.</span><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">The subject of a protective order issued after a hearing in which the respondent had notice that restrains them from harassing, stalking, or threatening an intimate partner or child of such partner. This does not include ex parte orders.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person convicted in any court of a misdemeanor crime which includes the use or attempted use of physical force or threatened use of a deadly weapon and the defendant was the spouse, former spouse, parent, guardian of the victim, by a person with whom the victim shares a child in common, by a person who is cohabiting with or has cohabited in the past with the victim as a spouse, parent, guardian or similar situation to a spouse, parent or guardian of the victim.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person who is under indictment or information for a crime punishable by imprisonment for a term exceeding one year.</span></li>
</ul>
<ul style="background-color: white; border: 0px; line-height: 1.5em; list-style: square outside; margin-bottom: 0.75em !important; margin-left: 1.5em; margin-right: 0px; margin-top: 0.5em; padding: 0px 0px 0px 1em; vertical-align: baseline;">
<li style="border: 0px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;"><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;">A person adjudicated mental defective </span><span style="font-family: inherit; font-variant: inherit; line-height: inherit;"><i>(term used by FBI, not us)</i></span><span style="font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit;"> or involuntarily committed to a mental institution or incompetent to handle own affairs, including dispositions to criminal charges of found not guilty by reason of insanity or found incompetent to stand trial.</span></span></li>
</ul>
<div>
<span style="color: #990000; font-size: large;">The Achilles' Heel.... Inconsistent Mental Health Records </span></div>
<div>
<div style="font-family: inherit;">
For example, at the time of the Virginia Tech Massacre of 32 people, Virginia did not submit mental health records to NICS so there was no record in NICS of the shooter receiving mental health treatment. Such a record may have prevented Seung-Hui Cho from purchasing firearms. That has since changed in Virginia and many other states. Now 28 States have adopted laws requiring some mental health records be reported to NICS. However, the degree to which each of these 28 states supply mental health records varies tremendously. Some states have submitted less than 50 total records to NICS in total while others have submitted tens of thousands. Eight states only require mental health records to be reported to an in-state database that can be accessed by firearms dealers within their home state along with NICS. If the person purchases a firearm in a different state, their mental health records would not come into play.</div>
<div style="font-family: inherit;">
<br /></div>
<div style="font-family: inherit;">
To make matters more confusing, there is no standard time frame for states<i> (the one's that do report) </i>to report this information. On one side you have Virginia now reporting in 24 hours, while Tennessee reports only four times a year and Wisconsin only requires reporting "In a timely manner". </div>
<div style="font-family: inherit;">
<br /></div>
<div style="font-family: inherit;">
<span style="color: #990000; font-family: inherit; font-size: large;">The Bottom Line</span></div>
<span style="font-family: inherit;">Overall, the NICS background check for purchasing firearms is an </span>incredibly in-depth system but certainly not perfect. <span style="font-family: inherit;">Individual states are coming around when it comes to making mental health records available but it's a slow and tedious process. The reason for so much hesitation is understandable. Mental and physical health records are protected by a slew of state privacy laws as well as HIPAA and the Americans with Disabilities Act. Chances are, the battle between privacy and safety won't end anytime soon.</span></div>
<div style="font-family: inherit;">
<span style="font-family: inherit; font-size: x-small;"><i style="font-weight: normal;">*Statistics provided from the FBI, NRA, and Law Center to Prevent Gun Violence.</i></span><br />
<b style="color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 24px;"><br /></b>
<b style="color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 24px;">About the author:</b></div>
<span style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 20.796875px;">Brad Jones is President of Background Screening Consultants LLC (DBA SafeScreener.com), an applicant background screening agency in Chicago. Brad has worked with hundreds of corporations, nonprofit organizations, and government agencies to establish FCRA compliant applicant screening protocols since 1996. Prior to being fully engaged with the background screening industry, Brad specialized in fraud investigations and complex due diligence related to corporate acquisitions. Brad is an active member of the National Association of Professional Background Screeners as well as a Chicagoland Chamber of Commerce member, serving on the Health and Wellness Coalition as well as the Workplace Well-Being Committee. Brad can be reached at bjones@safescreener.com or 312.985.5010 x113</span><br />
<div style="border: 0px; color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 20.796875px; margin-bottom: 15px; margin-top: 10px; padding: 0px; vertical-align: baseline;">
<span style="line-height: 24px;"></span></div>
<div style="border: 0px; color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 20.796875px; margin-bottom: 15px; margin-top: 10px; padding: 0px; vertical-align: baseline;">
<div class="MsoNormal">
<b>Please note: </b>Any person or entity utilizing a third party to conduct applicant background checks for employment or leasing purposes must follow applicable federal and state laws including but not limited to EEOC Title VII, the Fair Credit Reporting Act and all applicable state laws. Articles, blogs, newsletter and other materials issued by Brad Jones or any employee of Background Screening Consultants LLC (DBA SafeScreener.com) should not be regarded as, or substituted for, legal advice. </div>
</div>
</div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com4tag:blogger.com,1999:blog-7197474856518374384.post-67729977809780918132013-02-10T10:17:00.003-08:002013-02-10T12:23:12.305-08:00Kmart Settles FCRA Class Action for $3,000,000<br />
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiN7775QpqMz0GJYR2VVtlo9-iQwTiBQAKsTUOIb33vnZYxChEyuN-f9ToOr9JIEQeBhPczki0fsHOvUZlIGiSlSNyjbpEtGiTVqQ2La1xNWvaq3beB7jg_b8qJtpWPdZzLU7hHIutOcVn_/s1600/Blue+Light+4.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="160" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiN7775QpqMz0GJYR2VVtlo9-iQwTiBQAKsTUOIb33vnZYxChEyuN-f9ToOr9JIEQeBhPczki0fsHOvUZlIGiSlSNyjbpEtGiTVqQ2La1xNWvaq3beB7jg_b8qJtpWPdZzLU7hHIutOcVn_/s200/Blue+Light+4.png" width="200" /></a></div>
<b><span style="font-size: large;">Are FCRA compliance laws being followed by your hiring managers, recruiters, or even yourself? Really? </span></b>Let's face it, many very smart HR professionals assume they are compliant in their applicant screening processes because nobody has told them otherwise, and nothing consequential has happened...yet. HR professionals wear a lot of hats and can't be on top of every changing law in every field they deal with day in and day out.<br />
Kmart's HR personnel assumed they were compliant in their screening processes. Yet this well respected retailer has been hit by a class action lawsuit for allegedly not abiding by the rules of the Fair Credit Reporting Act.<br />
<br />
It's important to understand that there is a growing trend of class action attorneys actively seeking out missteps in the actions of hiring managers and recruiters for corporations viewed as having deep pockets. In Kmart's case it was alleged that at least 64,500 applicants were affected by being denied their rights<i> (actually the right to know what their rights were)</i> when the company allegedly failed to provide "pre-adverse action" letters prior to declining employment to individuals that that were passed over due to the results of their background checks. While that original reasoning for the class action lawsuit proved tough to prove, the class action attorneys were able to argue that the pre-adverse action forms used by Kmart had not been updated with required information regarding a simple change of contact data replacing the Federal Trade Commission (FTC) with the Consumer Financial Protection Bureau CFPB. This change of contact information for the new enforcement agency of the FCRA was recently put into effect. Officially Jan 1, 2013.<br />
<br />
While Sears Holding Corp. has not admitted any wrong doing in this case, they have agreed to settle for three million dollars to avoid potentially costlier litigation.<br />
<br />
According to the Kmart class action lawsuit,<b><i> “Defendants knew or should have known about their legal obligations under the FCRA. These obligations are well-established in the plain language of the FCRA and in the promulgations of the Federal Trade Commission,”</i></b><br />
<br />
<b><span style="color: blue; font-size: large;">THE BOTTOM LINE</span></b><br />
<b>F.C.R.A. compliance doesn't need be difficult or time consuming if two basic conditions apply.</b><br />
1) You work with a reputable screening company that offers you easy to use compliance tools and free training to those that utilize background checks.<br />
2) A consistent (and enforced) company policy exists that addresses the hiring managers role in F.C.R.A. compliance and assistance. Specifics of their role should be provided by your applicant screening company.<br />
Keep in mind, while a reputable background screening provider will handle many aspects of F.C.R.A. compliance and send you compliance training materials, that does not mean that your hiring managers procedures are in (or know how to be) in compliance. Simple steps must be taking for BEFORE an applicant is rejected in part or entirely due to the results of a background check. Request training sessions from your screening provider for each hiring manager or recruiter. <b>Thirty minutes of training can save millions of dollars in settlement costs!</b><br />
<br />
<a href="http://ia700705.us.archive.org/2/items/gov.uscourts.vaed.272989/gov.uscourts.vaed.272989.56.0.pdf" target="_blank">Pitt v. K-Mart Corp., Case No. 11-cv-00697, U.S. District Court for the Eastern District of Virginia</a><br />
<br />
<br />
<div class="post-body entry-content" id="post-body-8081204114493281898" itemprop="description articleBody" style="background-color: white; color: #333333; font-family: Georgia, serif; font-size: 13px; line-height: 1.6em; margin: 0px 0px 0.75em;">
<div style="border: 0px; margin-bottom: 15px; margin-top: 10px; padding: 0px; vertical-align: baseline;">
<div class="MsoNormal">
<span style="line-height: 24px;"><b>About the author:</b></span></div>
<div class="MsoNormal">
<div style="color: #222222; font-family: arial, sans-serif;">
Brad Jones is President of Background Screening Consultants LLC (DBA SafeScreener.com), an applicant background screening agency in Chicago. Brad has worked with hundreds of corporations, nonprofit organizations, and government agencies to establish FCRA compliant applicant screening protocols since 1996. Prior to being fully engaged with the background screening industry, Brad specialized in fraud investigations and complex due diligence related to corporate acquisitions. Brad is an active member of the National Association of Professional Background Screeners as well as a Chicagoland Chamber of Commerce member, serving on the Health and Wellness Coalition as well as the Workplace Well-Being Committee. Brad can be reached at bjones@safescreener.com or 312.985.5010 x113</div>
</div>
<span style="line-height: 24px;"></span></div>
<div style="border: 0px; margin-bottom: 15px; margin-top: 10px; padding: 0px; vertical-align: baseline;">
<div class="MsoNormal">
<b>Please note: </b>Any person or entity utilizing a third party to conduct applicant background checks for employment or leasing purposes must follow applicable federal and state laws including but not limited to EEOC Title VII, the Fair Credit Reporting Act and all applicable state laws. Articles, blogs, newsletter and other materials issued by Brad Jones or any employee of Background Screening Consultants LLC (DBA SafeScreener.com) should not be regarded as, or substituted for, legal advice. <o:p></o:p></div>
<div>
<br /></div>
</div>
<div style="clear: both;">
</div>
</div>
<div class="post-footer" style="background-color: white; color: #999999; font-family: 'Trebuchet MS', Trebuchet, Arial, Verdana, sans-serif; font-size: 10px; letter-spacing: 0.1em; line-height: 1.4em; margin: 0.75em 0px; text-transform: uppercase;">
</div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com4tag:blogger.com,1999:blog-7197474856518374384.post-7349488325365223702013-02-01T09:21:00.000-08:002013-02-10T11:42:55.182-08:00Moving on up! (Or South)<div>
With all this GREAT weather in Chicago, (currently 0 degrees with a wind chill of -15) we decided to move our offices closer to beautiful Grant Park and the lake front! </div>
<div>
<br /></div>
<div>
Actually we just needed more space, but the park and lake will be an added bonus in the spring! Please make note that our new address is as follows...<br />
<div>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi2se8j5stwvWSc0nrVIeCbYABLKMoRR4Aio3AKsFE4J5ZTVNDp1OIiKFdztv6yUddUhGpMQZbbixO2XUidUK-q7mNoo2R90nXX10ghQ85f0N0bc33mq7Q1EGxwI9mvXFdEt-zG9HwZXUoH/s1600/SafeScreener.com+New+Location+2013.png" imageanchor="1" style="clear: left; display: inline !important; margin-bottom: 1em; margin-right: 1em; text-align: center;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi2se8j5stwvWSc0nrVIeCbYABLKMoRR4Aio3AKsFE4J5ZTVNDp1OIiKFdztv6yUddUhGpMQZbbixO2XUidUK-q7mNoo2R90nXX10ghQ85f0N0bc33mq7Q1EGxwI9mvXFdEt-zG9HwZXUoH/s400/SafeScreener.com+New+Location+2013.png" height="290" width="400" /></a></div>
<div>
Have questions, comments, or just want to say hello? Feel free to call our offices anytime at 888.578.8600 or email us at contact@safescreener.com. We're here to help!</div>
</div>
<div>
<br /></div>
<div>
<br /></div>
Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com1tag:blogger.com,1999:blog-7197474856518374384.post-29942343005385151712012-12-07T13:55:00.003-08:002012-12-14T09:54:07.669-08:00NEW! Income Tax Return Verifications Give You CONFIRMED Income and Employment Information Directly from the IRS<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-Aybvm5giV1Y/UMJlKi-PtZI/AAAAAAAAABo/zZIeoIXy_6U/s1600/Depositphotos_5348322_xs.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="http://4.bp.blogspot.com/-Aybvm5giV1Y/UMJlKi-PtZI/AAAAAAAAABo/zZIeoIXy_6U/s1600/Depositphotos_5348322_xs.jpg" height="140" width="200" /></a></div>
<div class="MsoNormal">
<!--[if gte vml 1]><v:shapetype id="_x0000_t75" coordsize="21600,21600"
o:spt="75" o:preferrelative="t" path="m@4@5l@4@11@9@11@9@5xe" filled="f"
stroked="f">
<v:stroke joinstyle="miter"/>
<v:formulas>
<v:f eqn="if lineDrawn pixelLineWidth 0"/>
<v:f eqn="sum @0 1 0"/>
<v:f eqn="sum 0 0 @1"/>
<v:f eqn="prod @2 1 2"/>
<v:f eqn="prod @3 21600 pixelWidth"/>
<v:f eqn="prod @3 21600 pixelHeight"/>
<v:f eqn="sum @0 0 1"/>
<v:f eqn="prod @6 1 2"/>
<v:f eqn="prod @7 21600 pixelWidth"/>
<v:f eqn="sum @8 21600 0"/>
<v:f eqn="prod @7 21600 pixelHeight"/>
<v:f eqn="sum @10 21600 0"/>
</v:formulas>
<v:path o:extrusionok="f" gradientshapeok="t" o:connecttype="rect"/>
<o:lock v:ext="edit" aspectratio="t"/>
</v:shapetype><v:shape id="Picture_x0020_1" o:spid="_x0000_s1026" type="#_x0000_t75"
style='position:absolute;margin-left:301.5pt;margin-top:44.6pt;width:197.25pt;
height:138pt;z-index:1;visibility:visible;mso-wrap-style:square;
mso-wrap-distance-left:9pt;mso-wrap-distance-top:0;mso-wrap-distance-right:9pt;
mso-wrap-distance-bottom:0;mso-position-horizontal:absolute;
mso-position-horizontal-relative:text;mso-position-vertical:absolute;
mso-position-vertical-relative:text'>
<v:imagedata src="file:///C:\Users\Stacie\AppData\Local\Temp\msohtmlclip1\01\clip_image001.jpg"
o:title="Depositphotos_5348322_xs"/>
<w:wrap type="square"/>
</v:shape><![endif]--><!--[if !vml]-->We are pleased to
announce the release of our new IRS Income Tax Return Verification
Service. This service provides verified
income and W2 information directly from the IRS. </div>
<div class="MsoNormal">
<b><u><span style="font-size: 12.0pt; line-height: 115%;"><br /></span></u></b></div>
<div class="MsoNormal">
<b><u><span style="font-size: 12.0pt; line-height: 115%;">Who Would Benefit From This Service?<o:p></o:p></span></u></b></div>
<div class="MsoNormal">
<b>Property Managers:</b> Provides you with verified income information
directly from the IRS for your potential tenants.</div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>HR Managers:</b> Provides IRS verified salary and employment
history information in making upper management hiring decisions.</div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Mortgage Lenders:</b> Verified income information for the
underwriting process. </div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<b><u><span style="font-size: 12.0pt; line-height: 115%;"><br /></span></u></b></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<b><u><span style="font-size: 12.0pt; line-height: 115%;">Why Go Beyond a Standard Employment Verification?<o:p></o:p></span></u></b></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-size: 12pt; line-height: 115%;">Because direct IRS information...</span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
</div>
<ul>
<li><span style="font-family: Symbol; text-indent: -0.25in;"><span style="font-family: 'Times New Roman'; font-size: 7pt;"> </span></span><span style="text-indent: -0.25in;">Strengthens due diligence in processes.</span></li>
<li><span style="text-indent: -0.25in;"> Mitigates fraud in instances of false Social
Security Number information.</span></li>
<li><span style="font-family: Symbol; text-indent: -0.25in;"><span style="font-family: 'Times New Roman'; font-size: 7pt;"> </span></span><span style="text-indent: -0.25in;">Provides employers with factual salary history.</span></li>
<li><span style="font-family: Symbol; text-indent: -0.25in;"><span style="font-family: 'Times New Roman'; font-size: 7pt;"> </span></span><span style="text-indent: -0.25in;">Helps landlords make secure rental decisions as it provides a verified income source. </span></li>
</ul>
<br />
<div class="MsoNormal">
<b><u><span style="font-size: 12.0pt; line-height: 115%;">How Does it Work?<o:p></o:p></span></u></b></div>
<div class="MsoNormal">
A 4506T (<a href="http://www.irs.gov/pub/irs-pdf/f4506t.pdf" target="_blank">Click here to see a sample form</a>) request form will
need to be filled out and signed by the applicant for each year of tax return
information to be released. This service will return information in relation to the
following tax filings: (1040, 1065, 1120, 1120A, 1120H, 1120L, 11205) and
Income (W2, 1099, 1098 series and 5498 series).</div>
<div class="MsoNormal">
<b><u><span style="font-size: 12.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;"><br /></span></u></b></div>
<div class="MsoNormal">
<b><u><span style="font-size: 12.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">What's the Turn-around-time?<o:p></o:p></span></u></b></div>
<div class="MsoNormal">
Once the signed authorization is submitted to SafeScreener, please
allow approximately two business days for IRS to process the request. After two
business days, SafeScreener will provide you with the results of the search. (<a href="http://www.safescreener.com/attachments/article/9/IRS%201040%20example.pdf" target="_blank">Clickhere</a> to view a sample return or <a href="http://www.safescreener.com/attachments/article/9/IRS%20W2%20Transcript%20example.pdf" target="_blank">here</a>
to view a sample W2.)</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
Contact us
today at 888-578-8600 or contact@safescreener.com to get signed up to start
processing your IRS Income Verifications today!</div>
Anonymousnoreply@blogger.com3tag:blogger.com,1999:blog-7197474856518374384.post-83463967998749364952012-11-06T08:08:00.001-08:002012-11-06T13:08:20.053-08:00The Last Word: Finding the Value in Conducting Employee Exit Interviews<br />
<div class="MsoNormal">
<v:shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f">
<v:stroke joinstyle="miter">
<v:formulas>
<v:f eqn="if lineDrawn pixelLineWidth 0">
<v:f eqn="sum @0 1 0">
<v:f eqn="sum 0 0 @1">
<v:f eqn="prod @2 1 2">
<v:f eqn="prod @3 21600 pixelWidth">
<v:f eqn="prod @3 21600 pixelHeight">
<v:f eqn="sum @0 0 1">
<v:f eqn="prod @6 1 2">
<v:f eqn="prod @7 21600 pixelWidth">
<v:f eqn="sum @8 21600 0">
<v:f eqn="prod @7 21600 pixelHeight">
<v:f eqn="sum @10 21600 0">
</v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:formulas>
<v:path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f">
<o:lock aspectratio="t" v:ext="edit">
</o:lock></v:path></v:stroke></v:shapetype><v:shape id="Picture_x0020_1" o:spid="_x0000_s1026" style="height: 122.9pt; margin-left: 363.8pt; margin-top: 60pt; mso-position-horizontal-relative: text; mso-position-horizontal: absolute; mso-position-vertical-relative: text; mso-position-vertical: absolute; mso-wrap-distance-bottom: 0; mso-wrap-distance-left: 9pt; mso-wrap-distance-right: 9pt; mso-wrap-distance-top: 0; mso-wrap-style: square; position: absolute; visibility: visible; width: 123.1pt; z-index: 1;" type="#_x0000_t75">
<v:imagedata o:title="" src="file:///C:\Users\Stacie\AppData\Local\Temp\msohtmlclip1\01\clip_image001.png">
<w:wrap type="square">
</w:wrap></v:imagedata></v:shape><span style="font-family: Arial, Helvetica, sans-serif;">When conducted properly, exit interviews are a valuable tool in
determining the best way to improve employee retention and morale within your
organization. However, getting employees
to feel comfortable enough to share their true feelings about their soon to be
former employer can be a tricky game. </span></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></b></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;">Who Should Conduct an
Exit Interview? <o:p></o:p></span></b></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-vl0K-wHA6uE/UJk1wPnD1GI/AAAAAAAAABI/qCA095M-pMU/s1600/Depositphotos_8670523_xs.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="http://2.bp.blogspot.com/-vl0K-wHA6uE/UJk1wPnD1GI/AAAAAAAAABI/qCA095M-pMU/s1600/Depositphotos_8670523_xs.jpg" width="200" /></a><span style="font-family: Arial, Helvetica, sans-serif;">In order to receive the most honest, relevant feedback, it
is recommended to utilize a neutral, non-biased third party. Using a direct supervisor will certainly not
provide the most candid feedback about that supervisor's performance or the
functioning of a specific department.
Likewise, having Human Resources conduct the interview can cause the
parting employee to become uneasy. After
all, "HR" holds the employment files and becomes a point of contact
for a past employment verification. The
employee will not want any "skeletons" looming in their past employer
closet.</span></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></b></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;">When Should an Exit
Interview Be Conducted?<o:p></o:p></span></b></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">You want to catch the employee at a time when they are still
in the mood to talk about their past employer, but not at a time where they may
still be disgruntled about the circumstances that caused them to leave. The best feedback comes when the employee has
had a reasonable amount of time to evaluate their departure from the company
and reflect on their experience. They'll
be better suited to offer constructive criticism a week or longer after they
have left the company.</span></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></b></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;">What Should You Ask?<o:p></o:p></span></b></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">First of all, you want to be honest with your employees
about why you are conducting the interview.
If the departed employee thinks it is being conducted so the company can
get "the dirt" on other employees, or find out what company the
person's now working with, they will be on the defensive. Be upfront and let the employee know how the
data is going to be used, if it's anonymous, and who will have access to the
information. </span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">In order to create measurable statistics, you will want to
use a rating system for the majority of your questions. A rating system will allow you to compare
data across departments, positions, time frames or any other criteria that may reveal
a trend you're looking for. We often
recommend a 1 through 5 rating scale, where 1 equals "Extremely
Dissatisfied", all the way up to a 5, which would indicate "Extremely
Satisfied". Numerical data will
allow you to quickly establish trends and patterns with the employees that
leave your organization. </span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">However, to get the most descriptive information out of your
exit interviews, you will want to follow up with open-ended questions to obtain
more specific information. Some examples of open-ended exit interview questions
are, but are not limited to, the following:</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"><br /></span></div>
<div class="MsoNormal">
</div>
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">What are three things you think the company
could do to improve employee retention?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">What was the most satisfying part of your role
with the company?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"><span style="font-size: 7pt;"> </span></span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">If you could pick one policy or procedure to do
away with, what would it be?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"><span style="font-size: 7pt;"> </span></span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">What type of support could the company have
provided to help you conduct your job more effectively?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">What factors lead you to the rating of your
immediate supervisor?</span></li>
</ul>
<br />
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;">Be Consistent</span></b></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Conducting exit interviews is a time consuming process. Phone interviews will consume the most time,
but also yield the most information when conducted by qualified interviewers. To get the most out of the initiative, the
interviews must be conducted consistently on all employees that leave the
company by choice. Keep in mind, if you
aren't going to actually use the data to help improve your organization, this
process isn't going to be worthwhile.</span></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></b></div>
<div class="MsoNormal">
<b><span style="font-family: Arial, Helvetica, sans-serif;">Look for trends</span></b></div>
<div class="MsoNormal">
</div>
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">How long, on average, does your typical employee
stay with the company?</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">Does it vary
drastically by location, position or manager?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">Do most of your departing employees rate their direct
supervisors poorly?</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">It may be time to
invest in leadership training.</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"> </span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">Do departing employees rave about the workplace
culture or think the company lacks direction?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">Is the geographic location your biggest deterrent
to long term employees?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">Did the departing employee leave for more pay
and benefits, or simply a "better" company with the same pay?</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">Would a few perks have changed their
perspective?</span></li>
</ul>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">When used correctly, the data you receive is priceless.</span><span style="font-family: Arial, Helvetica, sans-serif;"> </span><span style="font-family: Arial, Helvetica, sans-serif;">The key is not to sit on the data.</span><span style="font-family: Arial, Helvetica, sans-serif;"> </span><span style="font-family: Arial, Helvetica, sans-serif;">Use what you learn to make improvements.</span><span style="font-family: Arial, Helvetica, sans-serif;"> </span><span style="font-family: Arial, Helvetica, sans-serif;">Your strongest areas will make excellent
selling points to prospective new employees.</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">To receive a free evaluation of your current exit interview
program, feel free to contact us 888-578-8600 or contact@safescreener.com. SafeScreener.com offers several solutions in
providing an optimal exit interview program to best suit the needs of your
organization.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
Anonymousnoreply@blogger.com2tag:blogger.com,1999:blog-7197474856518374384.post-1663140053600322972012-10-29T13:11:00.000-07:002016-04-05T14:48:42.767-07:00The Scoop for 2013 - New Background Authorization Forms For All!<br />
<div class="MsoNormal">
</div>
<div class="separator" style="clear: both; text-align: center;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: right;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBEQEyTGUFYF_-3FwGTBvMDD18tP8op7KiadRIo-lTFVfGNYALwGFxrZkFNt-hMgPRmYCkQ7oWzxsTYYrJgVML387ANuPi4V44R0hj4tldBUlA26Y9G5oPr6QOEpufD-fowoQX__1xO4ON/s1600/Legislation.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBEQEyTGUFYF_-3FwGTBvMDD18tP8op7KiadRIo-lTFVfGNYALwGFxrZkFNt-hMgPRmYCkQ7oWzxsTYYrJgVML387ANuPi4V44R0hj4tldBUlA26Y9G5oPr6QOEpufD-fowoQX__1xO4ON/s1600/Legislation.jpg" /></a></div>
<v:shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f"><v:stroke joinstyle="miter"></v:stroke><v:formulas><v:f eqn="if lineDrawn pixelLineWidth 0"></v:f><v:f eqn="sum @0 1 0"></v:f><v:f eqn="sum 0 0 @1"></v:f><v:f eqn="prod @2 1 2"></v:f><v:f eqn="prod @3 21600 pixelWidth"></v:f><v:f eqn="prod @3 21600 pixelHeight"></v:f><v:f eqn="sum @0 0 1"></v:f><v:f eqn="prod @6 1 2"></v:f><v:f eqn="prod @7 21600 pixelWidth"></v:f><v:f eqn="sum @8 21600 0"></v:f><v:f eqn="prod @7 21600 pixelHeight"></v:f><v:f eqn="sum @10 21600 0"></v:f></v:formulas><v:path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f"></v:path><o:lock aspectratio="t" v:ext="edit"></o:lock></v:shapetype><v:shape alt="https://encrypted-tbn2.gstatic.com/images?q=tbn:ANd9GcQ_hd0gFyZOimO4RQCoB3EWfLx5b3HBiA4BxDdmJk_3Q6J7ru1H" id="Picture_x0020_1" o:spid="_x0000_s1026" style="height: 84.3pt; margin-left: -0.3pt; margin-top: 26.5pt; mso-position-horizontal-relative: text; mso-position-horizontal: absolute; mso-position-vertical-relative: text; mso-position-vertical: absolute; mso-wrap-distance-bottom: 0; mso-wrap-distance-left: 9pt; mso-wrap-distance-right: 9pt; mso-wrap-distance-top: 0; mso-wrap-style: square; position: absolute; visibility: visible; width: 87.45pt; z-index: -1;" type="#_x0000_t75" wrapcoords="-370 0 -370 21139 21489 21139 21489 0 -370 0"><v:imagedata o:title="ANd9GcQ_hd0gFyZOimO4RQCoB3EWfLx5b3HBiA4BxDdmJk_3Q6J7ru1H" src="file:///C:\Users\Stacie\AppData\Local\Temp\msohtmlclip1\01\clip_image001.jpg"></v:imagedata><w:wrap type="tight"></w:wrap></v:shape>In July 2010, the Dodd-Frank Wall Street Reform and Consumer Protection Act was signed into law and the Consumer Financial Protection Bureau (CFPB) was given the authority to enforce the Fair Credit Reporting Act. (Prior to this, the Federal Trade Commission held the primary enforcement authority over the FCRA.) The CFPB has implemented mandates to the required (per FCRA) applicant authorization forms for background checks. <b>These required text changes must be implemented by January 1, 2013.</b></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>What Forms Will be Updated?</b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The following documents will be updated:</div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;">
</div>
<ul>
<li><span style="font-family: "symbol"; text-indent: -0.25in;"><span style="font-family: "times new roman"; font-size: 7pt;"> </span></span><span style="text-indent: -0.25in;">A Summary of Your Rights Under the FCRA: </span><i style="text-indent: -0.25in;">(This document is optionally provided to applicants prior to the background check and always provided to an applicant when taking Pre-Adverse Action.)</i></li>
<li><span style="font-family: "symbol"; text-indent: -0.25in;"><span style="font-family: "times new roman"; font-size: 7pt;"> </span></span><span style="text-indent: -0.25in;">Notice to Users of Consumer Reports: </span><i style="text-indent: -0.25in;">(This document states the obligations of users under the FCRA and should be kept on file by each of our clients.)</i></li>
</ul>
The main difference in these forms is that the CFBP is now listed as the contact for FCRA related information, as opposed to the Federal Trade Commission.<br />
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>How Does This Impact You?<o:p></o:p></b></div>
<div class="MsoNormal">
Each current user of SafeScreener PRO will receive a revised applicant authorization form via email which includes the required information update from the CFBP. An updated document titled "Notice to Users of Consumer Reports" will also be provided for clients to simply retain on file. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
A representative from SafeScreener.com may contact you to address any questions or concerns you may have regarding these documents. Prospective clients of SafeScreener.com will automatically receive the new forms from this point forward, to ensure compliance is met for the January 1 start date.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As always, if you have any questions about these new forms and how they will impact your background screening process, feel free to contact us at 888-578-8600 or contact@safescreener.com. </div>
<br />Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-66951877561031348672012-10-26T08:20:00.003-07:002012-10-26T08:21:28.803-07:00Compliance Update: North Carolina E-Verify Laws Went Into Effect October 1, 2012<br />
<div class="MsoNormal">
<!--[if gte vml 1]><v:shapetype id="_x0000_t75" coordsize="21600,21600"
o:spt="75" o:preferrelative="t" path="m@4@5l@4@11@9@11@9@5xe" filled="f"
stroked="f">
<v:stroke joinstyle="miter"/>
<v:formulas>
<v:f eqn="if lineDrawn pixelLineWidth 0"/>
<v:f eqn="sum @0 1 0"/>
<v:f eqn="sum 0 0 @1"/>
<v:f eqn="prod @2 1 2"/>
<v:f eqn="prod @3 21600 pixelWidth"/>
<v:f eqn="prod @3 21600 pixelHeight"/>
<v:f eqn="sum @0 0 1"/>
<v:f eqn="prod @6 1 2"/>
<v:f eqn="prod @7 21600 pixelWidth"/>
<v:f eqn="sum @8 21600 0"/>
<v:f eqn="prod @7 21600 pixelHeight"/>
<v:f eqn="sum @10 21600 0"/>
</v:formulas>
<v:path o:extrusionok="f" gradientshapeok="t" o:connecttype="rect"/>
<o:lock v:ext="edit" aspectratio="t"/>
</v:shapetype><v:shape id="Picture_x0020_1" o:spid="_x0000_s1026" type="#_x0000_t75"
alt="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhy411I2uvcxqWj8thOGs_A7Ubic_NVDnAJnqv24mNhptwrhKTd0SmEoCGdpeAmwIzrT21SZ2282ih2GpFhuuEzaHaPnjS3o2kqeNu275QX8iIU3jZ77mInwvA38tNONWMN8qJZi2WFL-I/s200/E-verify_Logo.png"
style='position:absolute;margin-left:300.6pt;margin-top:22.7pt;width:141.3pt;
height:82.5pt;z-index:-1;visibility:visible;mso-wrap-style:square;
mso-wrap-distance-left:9pt;mso-wrap-distance-top:0;mso-wrap-distance-right:9pt;
mso-wrap-distance-bottom:0;mso-position-horizontal:absolute;
mso-position-horizontal-relative:text;mso-position-vertical:absolute;
mso-position-vertical-relative:text' wrapcoords="-229 0 -229 21207 21554 21207 21554 0 -229 0">
<v:imagedata src="file:///C:\Users\Stacie\AppData\Local\Temp\msohtmlclip1\01\clip_image001.png"
o:title="E-verify_Logo"/>
<w:wrap type="tight"/>
</v:shape><![endif]--><!--[if !vml]--></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">E-Verify, the government system that
allows employers and designated agents of employers, to compare information on
the "Form I-9" to the Department of Homeland Security and Social
Security Administration to confirm employment eligibility, is now a requirement
for some employers in the state of North Carolina.</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhy411I2uvcxqWj8thOGs_A7Ubic_NVDnAJnqv24mNhptwrhKTd0SmEoCGdpeAmwIzrT21SZ2282ih2GpFhuuEzaHaPnjS3o2kqeNu275QX8iIU3jZ77mInwvA38tNONWMN8qJZi2WFL-I/s1600/E-verify_Logo.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhy411I2uvcxqWj8thOGs_A7Ubic_NVDnAJnqv24mNhptwrhKTd0SmEoCGdpeAmwIzrT21SZ2282ih2GpFhuuEzaHaPnjS3o2kqeNu275QX8iIU3jZ77mInwvA38tNONWMN8qJZi2WFL-I/s200/E-verify_Logo.png" /></a><span style="font-family: Arial, Helvetica, sans-serif;">The North Carolina General Assembly passed E-Verify
legislation that became effective October 1, 2012 and will be phased in, until
fully implemented, on July 1, 2013. Here's what you need to know:</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
</div>
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">·</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;">
</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">October 1, 2012: Employers with 500 or more
employees will be required to use E-Verify for NEW hires.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">·</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;">
</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">January 1, 2013: Employers with 100 or more
employers will be required to use E-Verify for NEW hires.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">·</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -0.25in;">
</span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -0.25in;">July 1, 2013: Employers with 25 or more
employees will be required to use E-Verify for NEW hires.</span></li>
</ul>
<!--[if !supportLists]--><br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">At this time, employers who hire seasonal workers for less
than 90 days within a 12 month period, and employers with less than 24
employees, are not required to utilize E-Verify. </span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">For quick reference, check out this link from the National
Conference of State Legislatures, which breaks down E-Verify requirements by
state: <a href="http://www.ncsl.org/issues-research/immig/e-verify-faq.aspx#9.">http://www.ncsl.org/issues-research/immig/e-verify-faq.aspx#9.</a></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Need help with your E-Verify and Form I-9 compliance? We can
help! Contact us at 888-578-8600 or contact@safescreener.com in order to discuss
our E-Verify and Form I-9 solutions.</span></div>
<br />
Anonymousnoreply@blogger.com3tag:blogger.com,1999:blog-7197474856518374384.post-3746595417560414042012-10-14T13:51:00.000-07:002012-10-14T13:51:35.287-07:00Supporting Our Community!<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1jIlJAq_ZJsIyNYL3GhCgeo-zv4u6veB8MzVoo8DwOBs8UTUwdzhdq0Ez0gN8r_B8EmeYKb0EV4YasMGReJGHavrliFlOHOlD7n_vFr69q8ZpdMfT4Oiu9ArCH6VjNLVJ7soUsUmsmykZ/s1600/Comer+Kids+Classic+2012.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1jIlJAq_ZJsIyNYL3GhCgeo-zv4u6veB8MzVoo8DwOBs8UTUwdzhdq0Ez0gN8r_B8EmeYKb0EV4YasMGReJGHavrliFlOHOlD7n_vFr69q8ZpdMfT4Oiu9ArCH6VjNLVJ7soUsUmsmykZ/s1600/Comer+Kids+Classic+2012.jpg" height="253" width="400" /></a></div>
SafeScreener.com is a proud sponsor of the Robert Morris University Spirit Squad in the 10th Annual Comer Kids' Classic Walk today in beautiful Hyde Park Chicago. The Comer Kids' Classic supports the Comer Children's Hospital at the University of Chicago. <br />
<br />
Nice job ladies of the RMU Spirit Squad!!!<br />
<br />Anonymoushttp://www.blogger.com/profile/01633495747099525752noreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-80812041144932818982012-10-09T07:50:00.001-07:002012-10-10T04:42:00.954-07:00THE EEOC's New "Guidance" on Employment Background Screening. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdDC0bNdu0V9vqz7JhjyEOZsVxBLcsZULT18EUpMV8IDgQ3GXORZirtkLois5Us95NGF61Fk2jUAO-as6PBnQV7PGHq5TKSXUCYqp6PjSs9BHuL0Mp8A_hWkoTsjoRnekuGo1IfU7i0FA/s1600/Tangled+in+Red+Tape.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdDC0bNdu0V9vqz7JhjyEOZsVxBLcsZULT18EUpMV8IDgQ3GXORZirtkLois5Us95NGF61Fk2jUAO-as6PBnQV7PGHq5TKSXUCYqp6PjSs9BHuL0Mp8A_hWkoTsjoRnekuGo1IfU7i0FA/s200/Tangled+in+Red+Tape.jpg" width="170" /></a><br />
<div class="sectioninfo" style="border-bottom: 0px; border-left: 0px; border-right: 0px; border-top: 0px; margin: 10px 0px 15px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">
<div class="description" style="border-bottom: 0px; border-left: 0px; border-right: 0px; border-top: 0px; margin: 10px 0px 15px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">
<div class="content" style="border-bottom: 0px; border-left: 0px; border-right: 0px; border-top: 0px; margin: 10px 0px 15px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">
<div style="border-bottom: 0px; border-left: 0px; border-right: 0px; border-top: 0px; margin-bottom: 15px; margin-top: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">
<b id="internal-source-marker_0.1461804744321853" style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">What could be scarier during the Halloween season than discussing new government regulations on employers? (Insert blood curdling scream here.)</span></b><b id="internal-source-marker_0.1461804744321853" style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"> </span></b><b id="internal-source-marker_0.1461804744321853" style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">On April 25, 2012 the Equal Employment Opportunity Commission (EEOC) issued new "Guidance" </span><span style="font-family: Arial; font-size: 15px; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">(Guidance is literally the term used when referencing the new 2012 EEOC provisions)</span><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"> in regards to the long standing Title VII regulations. More specifically, </span><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">the EEOC's new Guidance addresses the "Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions”</span><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"> under Title VII of the Civil Rights Act of 1964. </span></b><b id="internal-source-marker_0.1461804744321853" style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">The new Guidance does affect how you utilize pre-employment background checks, and the revisions aren't all that simple. Trying to follow the EEOC's new Guidance to the letter would leave most employers bound by red tape from citing statistics and studies during the hiring process. At this point the finality, and even legality, of the EEOC's new Guidance is questionable as many, including Congress, feel the EEOC has overstepped its bounds. Even though the EEOC does not create laws, they can and will go after businesses they feel are not adhering to the new guidelines. To date, the anti-Guidance backlash from groups representing the private sector, as well some on Capitol Hill, has not been loud enough to impact the EEOC's decision to enforce the new Guidance. </span></b><b id="internal-source-marker_0.1461804744321853" style="font-weight: normal;"><span style="color: #660000; font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Here we take a summarized look at the new EEOC Guidance and what you, as an employer, can do to to stay in the good graces of the EEOC.</span></b><br />
<b id="internal-source-marker_0.1461804744321853" style="font-weight: normal;"><span style="font-family: Arial; font-size: 19px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;"><br /></span></b>
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 19px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Quick History</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">The EEOC’s purpose has always been to enforce Title VII, which prohibits employment discrimination based on race, color, religion, sex, or national origin. It's important to note that having a criminal record is not listed as a protected basis in Title VII. Therefore, whether a covered employer’s reliance on a criminal record to deny employment violates Title VII depends on whether it is part of a claim of employment discrimination based on race, color, religion, sex, or national origin. In order to determine if discrimination exists, the EEOC looks for the existence of factors known as “disparate treatment” and “disparate impact.” </span></b><br />
<b style="font-weight: normal;"><span style="font-family: Arial;"><span style="font-size: 15px; white-space: pre-wrap;"><br /></span></span><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">What is Disparate Treatment?</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">Disparate treatment is discrimination in which “the employer simply treats some people less favorably than others because of their race, color, religion, sex, or national origin”. Whether or not an employer can be found liable “depends on whether the protected trait…actually motivated the employer’s decision”.</span></b><br />
<b style="font-weight: normal;"><span style="font-family: Arial;"><span style="font-size: 15px; white-space: pre-wrap;"><br /></span></span><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">What Is Disparate Impact?</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">Disparate impact focuses on discriminatory consequences. Disparate impact involves “employment practices that are facially neutral in their treatment of different groups, but that in fact fall more harshly on one group than another and cannot be justified by business necessity. It's important to note that motive is NOT required to prove disparate impact.</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="font-family: Arial; font-size: 19px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Why Is the EEOC Making Changes Now?</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">With the "Great Recession" resulting in a high percentage of unemployed people, there's far more applicants than normal in a smaller pool of available jobs. As they are tasked to do, the EEOC looks for ways to level the playing the field with job applicants and assure that protected groups are not being discriminated against. The EEOC looked at statistical data collected between 1991 and 2011 and noted a significant increase in the number of Americans, particularly in the working age population, who have had contact with the criminal justice system. </span></b><br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><b style="font-weight: normal;"><span style="vertical-align: baseline; white-space: pre-wrap;">1991: 1.8% of the adult population had served time in prison.</span></b></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><b style="font-weight: normal;"><span style="vertical-align: baseline; white-space: pre-wrap;">2001: 2.7% (1 in 37 adults) had served time in prison.</span></b></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><b style="font-weight: normal;"><span style="vertical-align: baseline; white-space: pre-wrap;">2007: 3.2% of all adults in the United States (1 in every 31) were under some form of correctional control involving probation, parole, prison or jail.</span></b></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><b style="font-weight: normal;"><span style="vertical-align: baseline; white-space: pre-wrap;">The Department of Justice’s Bureau of Justice Statistics has concluded that if incarceration rates do not decrease, approximately 6.6% of all persons born in the United States in 2001 will serve time in state or federal prison during their lifetimes</span></b></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><b style="font-weight: normal;"><span style="vertical-align: baseline; white-space: pre-wrap;">African Americans and Hispanics are arrested at a rate that is 2 to 3 times their proportion of the general population. "Assuming that current incarceration rates remain unchanged, about 1 in 17 White men are expected to serve time in prison during their lifetime; by contrast, this rate climbs to 1 in 6 for Hispanic men; and to 1 in 3 for African American men.” </span><span style="font-size: 13px; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">EEOC Guidance April 25, 2012</span></b></li>
</ul>
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">The resulting determination by the EEOC was that the disproportionately high number of job applicants belonging to to protected groups will be found to have a criminal record during a pre-employment background check thus reducing their chances for employment unfairly. While the EEOC did </span><span style="font-family: Arial; font-size: 15px; font-weight: bold; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">not</span><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"> change the basic framework of Title VII to include convicted individuals as a protected group, they did add language that has opened the door for the EEOC or applicants to claim discrimination far more easily. In short, employers would have to thoroughly document why an applicant with a criminal record was not hired in order to avoid potential discrimination claims.</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="font-family: Arial; font-size: 19px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">What Employers Can Do To Stay In The EEOC's Good Graces?</span><br /><span style="font-family: Arial; font-size: 19px; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Easy as 1,2,3,4,5,6,7,8,9... </span><br /><span style="font-family: Arial; font-size: 19px; font-style: italic; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">The EEOC's April 12th Guidance provides several suggestions and best practices for employers to follow when using criminal background checks to make employment decisions. </span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"></span><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"></span></b><b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;"><span style="background-color: lime;"><br /></span></span></b><br />
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;"><span style="background-color: lime;">(The Easy Parts)</span></span></b><br />
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Get Hiring Managers Up To Speed</span></b><br />
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;"></span></b><br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><b style="font-weight: normal;">
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Don't utilize blanket policies or practices that exclude people from employment based on any criminal record. </span></li>
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li style="font-family: Arial; font-size: 15px; list-style-type: circle; vertical-align: baseline;"><span style="font-style: italic; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">e.g. We do not hire anybody that has a felony record.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: circle; vertical-align: baseline;"><span style="font-style: italic; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">e.g. We do not hire anyone that has a criminal conviction in the last 3 years.</span></li>
</ul>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Train managers, hiring officials and decision makers about Title VII and its prohibition on employment discrimination.</span></li>
</b></ul>
<b style="font-weight: normal;"><br /></b>
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Questions about Criminal Records</span></b><br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><b style="font-weight: normal;"><span style="vertical-align: baseline; white-space: pre-wrap;">When asking questions about criminal records, limit inquiries to records for which exclusion would be job related for the position in question and consistent with business necessity.</span></b></li>
</ul>
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Confidentiality</span></b><br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><b style="font-weight: normal;">
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Keep information about applicants’ and employees’ criminal records confidential. Only use it for the purpose for which it was intended.</span></li>
</b></ul>
<b style="font-weight: normal;">
</b>
<b style="font-weight: normal;"><br /></b>
<b style="font-weight: normal;"><span style="background-color: yellow; font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">(The Harder Parts)</span></b><b style="font-weight: normal;">
<span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="font-family: Arial; font-size: 15px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Make Policies: </span><span style="font-family: Arial; font-size: 15px; font-style: italic; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">Document Document Document! </span></b><br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><b style="font-weight: normal;">
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Develop a narrowly tailored written policy and procedure for screening applicants and employees for criminal conduct.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Identify essential job requirements and the actual circumstances under which the jobs are performed.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Determine the specific offenses that may demonstrate unfitness for performing such jobs.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Identify the criminal offenses based on all available evidence.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Determine the duration of exclusions for criminal conduct based on all available evidence.</span></li>
</b></ul>
<span style="font-family: Arial;"><span style="font-size: 15px; white-space: pre-wrap;"><b style="background-color: #ea9999;"><br /></b></span></span>
<span style="font-family: Arial;"><span style="font-size: 15px; white-space: pre-wrap;"><b style="background-color: #ea9999;">(The...<i>Are You Serious?</i> Parts)</b></span></span><br />
<ul style="margin-bottom: 0pt; margin-top: 0pt;"><b style="font-weight: normal;">
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Include an individualized assessment.</span></li>
<ul style="margin-bottom: 0pt; margin-top: 0pt;">
<li style="font-family: Arial; font-size: 15px; list-style-type: circle; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;"><i>EEOC Suggestions:</i></span></li>
<ul>
<li style="font-family: Arial; font-size: 15px; list-style-type: circle; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">(a) inform the individual of his/her exclusion based on a criminal record</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: circle; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">(b) provide the individual an opportunity to demonstrate that he/she should not be excluded.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: circle; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">(c) consider whether the individual assessment shows that the exclusion policy should not be applied. </span></li>
</ul>
</ul>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Record the justification for the policy and procedures.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Note and keep a record of consultations and research considered in crafting the policy and procedures.</span></li>
<li style="font-family: Arial; font-size: 15px; list-style-type: disc; vertical-align: baseline;"><span style="vertical-align: baseline; white-space: pre-wrap;">Train managers, hiring officials, and decision makers on how to implement the policy and procedures consistent with Title VII.</span></li>
</b></ul>
<br />
<b style="font-weight: normal;"></b>
<b style="font-weight: normal;"><span style="font-family: Arial; font-size: 19px; font-weight: bold; vertical-align: baseline; white-space: pre-wrap;">The Bottom Line</span><br /><span style="font-family: Arial; font-size: 15px; vertical-align: baseline; white-space: pre-wrap;">Although the 2012 Guidance is not legally binding, the EEOC can and will audit companies it believes are non-compliant. Only time will tell how much weight the courts give to the Guidance when ruling on Title VII cases from here on forward. While "to the letter" compliance is arguably not feasible for most companies, you can bet that those which make a solid effort to adapt will be safer than those that choose to test the legal waters by ignoring the Guidance in its entirety. Ask your background screening provider if they offer a criminal record decision matrix which could help simplify the most difficult aspects of the EEOC suggested compliance measures.</span></b></div>
</div>
</div>
</div>
<div style="border-bottom: 0px; border-left: 0px; border-right: 0px; border-top: 0px; margin-bottom: 15px; margin-top: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">
<div class="MsoNormal">
<br />
<span style="line-height: 24px;"><b>About the author:</b></span></div>
<div class="MsoNormal">
<div style="background-color: white; color: #222222; font-family: arial, sans-serif;">
Brad Jones is President of Background Screening Consultants LLC (DBA SafeScreener.com), an applicant background screening and drug testing firm in Chicago. Brad has worked with hundreds of corporations, nonprofit organizations, and government agencies to establish F.C.R.A compliant applicant screening protocols since 1996. Prior to being fully engaged with the background screening industry, Brad specialized in fraud investigations and complex due diligence related to corporate acquisitions at Investigative Research Consultants Inc, a detective agency in Chicago. Brad is an active member of the National Association of Professional Background Screeners as well as a Chicagoland Chamber of Commerce member, serving on the Health and Wellness Coalition as well as the Workplace Well-Being Committee. Brad can be reached at bjones@safescreener.com or 312.985.5010 x113<br />
<br />
<b>Background Screening Consultants LLC</b><br />
<b>www.SafeScreener.com</b><br />
<b>650 W Lake St</b><br />
<b>Chicago IL 60661</b><br />
<b>contact@safescreener.com</b><br />
<b>888.578.8600</b></div>
</div>
<span style="line-height: 24px;">
</span></div>
<div style="border-bottom: 0px; border-left: 0px; border-right: 0px; border-top: 0px; margin-bottom: 15px; margin-top: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">
<div class="MsoNormal">
<b>Please note: </b>Any person or entity utilizing a third party to
conduct applicant background checks for employment or leasing purposes must
follow applicable federal and state laws including but not limited to EEOC
Title VII, the Fair Credit Reporting Act and all applicable state laws. Articles, blogs, newsletter and other
materials issued by Brad Jones or any employee of Background Screening Consultants LLC (DBA SafeScreener.com)
should not be regarded as, or substituted for, legal advice. <o:p></o:p></div>
</div>
Unknownnoreply@blogger.com6tag:blogger.com,1999:blog-7197474856518374384.post-12702429427127576452012-03-08T08:50:00.001-08:002016-04-05T14:49:39.645-07:00SafeScreener PRO is Now Live!<br />
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit; font-size: large;"><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial;">"Better, Faster, Smarter</span><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial;">..Yet Amazingly SIMPLE".</span></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh3h2yqgLodH2mAoicYuF1AYQGw25jhuxIPuMIQM4X1BPCZ5Vl1ebtRUEW1Fvb7-iqW4qBKqxRiJ5Y9KK8mbP0Qr7HT-xKoDy2tY7Znw0mnoyKbRc7yR71XX3RDA6m8ZOyN2kALBP4VuZo/s1600/UPGRADE+2012.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><span style="color: #444444; font-family: inherit;"><img border="0" height="143" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh3h2yqgLodH2mAoicYuF1AYQGw25jhuxIPuMIQM4X1BPCZ5Vl1ebtRUEW1Fvb7-iqW4qBKqxRiJ5Y9KK8mbP0Qr7HT-xKoDy2tY7Znw0mnoyKbRc7yR71XX3RDA6m8ZOyN2kALBP4VuZo/s200/UPGRADE+2012.jpg" width="200" /></span></a></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;">Just when you thought <i>(if you're one of our clients)</i> that
applicant screening couldn't get any easier, our release of SafeScreener PRO arrives
and raises the bar for all things labeled, "user friendly". While maintaining our core business principle
of "keeping it simple", we added an abundance of upgrades to
functionality, compliance and security. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: inherit;"><span style="background-color: white; color: #444444;">One notable feature, fondly referred to as "</span><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial;"><span style="background-color: white; color: #444444;">Click
and GO!", is grabbing a lot of attention with HR and Property Managers
alike, due to its ability to greatly reduce workload.</span><b style="background-color: white; color: #444444;"> </b><span style="background-color: white; color: #444444;">By using the new Click and GO! feature, a Hiring or Property Manager
can </span><b style="background-color: white;"><span style="color: #990000;">enter </span></b></span><b><span style="background-color: white; color: #990000;">just a name and email address to initiate any level of background
check!</span> </b><span style="color: #444444;">The
SafeScreener PRO system then emails an invite to the applicant, which instructs
them to click on a secure link and enter all required information. Information captured electronically direct
from the applicant can include everything from basic identifiers such as date
of birth and social security number, to more in-depth information such as
education, past employment, personal and professional references, and
more. The Click and GO! method creates a</span><b> <span style="background-color: white; color: #990000;">HUGE reduction in paperwork</span></b><span style="color: #444444;">, as well
as virtually eliminating data entry time and data entry errors. Simultaneously, it adds an important layer of
data security, as the applicant's sensitive data is input directly into our
encrypted system for processing. <o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><span style="font-family: inherit;">Some of the
most important upgrades are the ones you won't even notice, and that's the
idea. One such compliance upgrade in the
SafeScreener PRO release provides you (and all users on your account) with more
compliant applicant authorization forms that are tied to the Click and GO!
feature. To meet changing state
requirements, and make sure our clients utilize proper forms, we've built in
various Fair Credit Reporting Act compliance documents. This means, in addition to the standard applicant
authorization form, "If then" logic, based on the applicant's answers
during data entry, automatically selects and displays the proper authorization
text to the applicant. The applicant's permission
and signature is then captured through state of the art digital signature
technology. All this makes the Click and
GO! process extremely easy to use for the applicant, effortless for the client,
and compliant for everyone!</span><span style="font-size: small;"><o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: inherit;"><span style="color: #444444; font-size: 12pt;"><b>Additional
updates in the SafeScreener PRO applicant screening system include...</b></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<br />
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="line-height: 115%;"><span style="color: #444444; font-family: inherit; font-size: large;">Convenience Features</span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
</div>
<ul>
<li><span style="line-height: 115%;"><span style="color: #444444; font-family: inherit;">Ability
for clients to save partially entered reports and finish the request later.</span></span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;"><span style="line-height: 115%;">Batch
uploading for volume requests.</span><span style="line-height: 115%;"> </span><span style="line-height: 115%;">Perfect
for recurring screening needs such as periodic Criminal Record Searches or
Motor Vehicle Driving Records.</span></span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit; font-size: large;">Security and Compliance
Features</span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Advanced
Fair Credit Reporting Act compliance features per state rules. In addition to a standard authorization form, "If then" logic
(based on applicant's answers) automatically selects proper authorization text
during applicant direct entry in California and New York.</span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Integrated
digital signatures for safe and secure applicant direct data entry.</span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Upgraded
secure login with MFA (multi factor authentication) to meet new requirements
set by credit bureaus and provide the highest level of security to applicant
data.</span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Truncated
Social Security Numbers and Dates of Birth on all completed reports.</span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Applicant
copy (per state law, or adverse action requirement) can exclude information
that is not required, such as personal and professional reference comments.</span></li>
</ul>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">IP
Restrictions: To limit a users access to office only, office and home, etc.</span></li>
</ul>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 150%; margin-left: 0in; mso-add-space: auto;">
<span style="color: #444444; font-family: inherit;"><span style="line-height: 150%;"><span style="font-size: large;">I-9 and E-Verify integration</span> </span><i><span style="line-height: 150%;">(additional fees apply to this feature<o:p></o:p></span></i></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Full integration. Easily added
to any background check . No separate
login.</span></li>
</ul>
<div class="MsoListParagraphCxSpLast" style="margin-left: 0in;">
</div>
<ul>
<li><span style="color: #444444; font-family: inherit;">Available I-9 document storage and audit tools. <i> </i><i style="line-height: 150%;"><span style="line-height: 150%;"> </span></i></span></li>
</ul>
<span style="font-family: inherit;"><span style="color: #444444;">To
find out more about the new SafeScreener PRO applicant screening system, email </span><a href="mailto:contact@safescreener.com">contact@safescreener.com</a><span style="color: #444444;"> and request a demo of the SafeScreener PRO system, or call 888.578.8600 x 100. As always, there is no set-up fee and not monthly or annual fees. You only pay for the background checks you process. SafeScreener.com
(Background Screening Consultants LLC) is located at 650 W Lake St, Chicago,
Illinois. SafeScreener.com has been providing employers, property managers, and non-profit
organizations with applicant screening solutions since 1996.</span></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;">Contact: <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;">Brad Jones <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;"><a href="mailto:bjones@safescreener.com">bjones@safescreener.com</a><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;">888.578.8600
x113<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="color: #444444; font-family: inherit;">bjones@safescreener.com</span><o:p></o:p></div>
Unknownnoreply@blogger.com3tag:blogger.com,1999:blog-7197474856518374384.post-23131006671012697972011-12-29T15:58:00.000-08:002011-12-29T16:00:19.947-08:00The Scoop on Nationwide Criminal Record Database Searches<br />
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #c00000; line-height: 115%;"></span></b></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiVa-_cOLHtv8vqREDA4aEvvGAK1YlOomWMrG8nMdUUljB-abXmBL1GYNSOPSaHy6H9tR6qk8M1trhuMlTrKTbN5cX2s4S85cCX7Puv_tAEAdNEoSd-J6jTS1O5SGZ7Wo3sApopZS5_k4o/s1600/Criminal+Record+Search.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiVa-_cOLHtv8vqREDA4aEvvGAK1YlOomWMrG8nMdUUljB-abXmBL1GYNSOPSaHy6H9tR6qk8M1trhuMlTrKTbN5cX2s4S85cCX7Puv_tAEAdNEoSd-J6jTS1O5SGZ7Wo3sApopZS5_k4o/s200/Criminal+Record+Search.png" width="193" /></a></div>
<div class="MsoNormal">
They are advertised all
over the internet. Run a nationwide criminal record search on anyone for this
(insert low amount) price! Or, if a hiring manager at your organization, you
may include a Nationwide Criminal and Sex Offender search to your background
screening reports. However, you may wonder, what do these searches include? Is
an individual's full criminal history really available within a few minutes
only with the click of a button?
</div>
<div class="MsoNormal">
The answer to this question is, NO. A Nationwide Criminal
database does not and cannot provide a full criminal history on any given
individual. A Nationwide Criminal database is a constantly changing collection
of approximately 350 to 500 million records that have been compiled from
readily available data from all 50 states. Some states may include in depth
information, from felonies down to traffic tickets, where other states may only contribute
severe offenses, in which time was served, furnished from the Department of Corrections.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="color: #c00000; line-height: 115%;">So, why would anyone even bother with a Nationwide Criminal Record Search?</span></span> </div>
<div class="MsoNormal">
Well, a Nationwide Criminal Record Database is a great,
budget conscious preliminary tool for background screening. These databases usually
include information from sex offender registries from all 50 states, as well as
data from many local County Courts, State Repositories, Terrorist Watch lists
and Federal Most Wanted lists. In
addition, a Nationwide Criminal Database Search is perfect as a supplemental search if
your current employment screening budget doesn't allow for much more than a
criminal records search in the applicant's current county of residence.</div>
<div class="MsoNormal">
<br /></div>
<div style="border: solid #4F6228 1.0pt; mso-border-alt: solid #4F6228 .5pt; mso-element: para-border-div; padding: 1.0pt 4.0pt 1.0pt 4.0pt;">
<div class="MsoNormal" style="border: none; mso-border-alt: solid #4F6228 .5pt; mso-padding-alt: 1.0pt 4.0pt 1.0pt 4.0pt; padding: 0in;">
<i style="mso-bidi-font-style: normal;">Want to learn more about how criminal records are separated by
jurisdiction? Check out our <a href="http://www.safescreener.com/criminalsearchtypescomparisonchart.htm" target="_blank">Criminal Record Search Comparison Chart</a> which explains in detail the
difference between county, state, federal, and nationwide criminal record
searches.</i></div>
</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, one must proceed with caution when taking advantage
of Nationwide Criminal Record Databases for conducting employment screening. The
following issues must be considered when deciding to utilize a Nationwide
Criminal Record Database as part of your screening program: </div>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>How often this data is updated: Some courts may
only provide updates to wholesale database providers, weekly, monthly, or even
quarterly. </li>
</ul>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>Technology glitches: A system glitch for any particular
jurisdiction may prevent records from being displayed for that area when a
search is conducted.</li>
</ul>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>Missing identifiers: Some courts will leave off
pertinent information such as full dates of birth, or a middle initial. </li>
</ul>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>Inaccurate data: Court records may have been
dismissed or expunged, but not updated through the database provider. The court
may provide limited information as well, leaving confusing data for final
dispositions, or charge levels of cases. </li>
</ul>
<div class="MsoNormal">
<i style="mso-bidi-font-style: normal;">Always ask your
Nationwide Criminal Record provider for FULL details regarding coverage and
update frequency for your primary state(s) of operation.</i></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="color: #c00000; line-height: 115%;">What if a criminal record is discovered on my applicant from a Nationwide Criminal Record Database Search?</span></span></div>
<div class="MsoNormal">
Always think of a Nationwide Criminal Record Databases as a
broad sweeping net, as opposed to a pinpoint tool for finding criminal
records. It's bound to pick up on some
data that may not apply to the applicant, especially if they have a common
name. Your screening provider should
always take precautionary steps to eliminate similar name or partial date of
birth matches on behalf of the applicant.
Steps to filter out bad data in order to protect the applicant include...</div>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>Reviewing the Social Security Number residence
history of the applicant to determine if residency existed near the location of
the offense at a corresponding time frame.</li>
</ul>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>Review physical descriptions of inmates and
dates of release whenever possible through the State Department of Corrections.</li>
</ul>
<ul>
<li><span style="font-family: Symbol;"><span style="font: 7pt "Times New Roman";"></span></span>Review offender photos and reported addresses
through State Sex Offender Registry records.</li>
</ul>
<div class="MsoNormal">
Along with these preliminary filters, always follow FCRA
(Fair Credit Reporting Act) guidelines and best practices to ensure a fair due
diligence process to the applicant. </div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><u>Before</u></b>
adverse action is taken towards an applicant or a consumer report is
finalized...</div>
<div class="MsoNormal">
1. Present any
potentially adverse data found to the applicant and allow them to dispute the
information.</div>
<div class="MsoNormal">
2. Establish a protocol ensuring that your nationwide criminal
record database provider automatically verifies adverse data directly at the
jurisdiction of origination. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="color: #c00000; line-height: 115%;">The verdict?</span></span></div>
<div class="MsoNormal">
Overall, a Nationwide Criminal Record Database Search is a
great tool in order to quickly "sweep" for records across the country in a budget
friendly manner. Coverage is not
perfect, so it's best used in conjunction with county criminal record
searches. Most importantly, Fair Credit
Reporting Act rules must be followed before reporting adverse items that could
affect the applicant chances for employment, promotion, etc. </div>
<div class="MsoNormal">
<br /></div>
<div style="border: solid #4F6228 1.0pt; mso-border-alt: solid #4F6228 .5pt; mso-element: para-border-div; padding: 1.0pt 4.0pt 1.0pt 4.0pt;">
<div class="MsoNormal" style="border: none; mso-border-alt: solid #4F6228 .5pt; mso-padding-alt: 1.0pt 4.0pt 1.0pt 4.0pt; padding: 0in;">
<i style="mso-bidi-font-style: normal;"> A reputable background screening
provider will automatically take precautions against providing you archived and
potentially inaccurate data, but never assume this is the case. Always verify the procedures of your
screening company for your own protection, and for the protection of the
applicant.</i></div>
</div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<i><span style="font-family: "Arial Narrow","sans-serif"; font-size: 8pt;">About
the author:</span></i></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Arial Narrow","sans-serif"; font-size: 10pt;">Stacie Nielsen is the Director of Research at
Background Screening Consultants LLC and a highly experienced researcher of
criminal and civil data. Please note:
Any person or entity utilizing a third party to conduct applicant background
checks for per-employment or leasing purposes must follow applicable federal
and state laws including, but not limited, to the Fair Credit Reporting Act.
Articles, blogs, newsletter and other materials issued by Background
Screening Consultants LLC (SafeScreener.com) should not be regarded as, or
substituted for, legal advice. </span><span style="font-family: "Arial Narrow","sans-serif"; font-size: 10pt;"><br />
<br />
Background Screening Consultants LLC<br />
www.SafeScreener.com<br />
650 W Lake St<br />
Chicago, IL 60661<br />
contact@safescreener.com<br />
P: 888.578.8600<br />
F: 888.548.0421 </span></div>
<div class="MsoNormal">
<br /></div>Unknownnoreply@blogger.com4tag:blogger.com,1999:blog-7197474856518374384.post-60138645337776376152011-12-16T15:24:00.000-08:002016-04-05T14:55:16.276-07:00Tenant Screening: The Best Money a Landlord Can SpendA tenant background check can easily mean the difference between positive cash flow from an ideal tenant, or spending the next year (along with thousands on legal fees) trying to evict a bad one. <br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhmklGox6_TIljLsnHRB2vvwlmPXh-RO1ILq1OUVUOeM-bnVGMn86Mc6VPITasSwRu0SRqrsAq24Na9HRBftXzaxcAtNkb1mYgR3_SbfLDAlzx7_wJdESBxt6YOAQAJGl0CUfVjwLB59TA/s1600/Tenant+Check.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="140" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhmklGox6_TIljLsnHRB2vvwlmPXh-RO1ILq1OUVUOeM-bnVGMn86Mc6VPITasSwRu0SRqrsAq24Na9HRBftXzaxcAtNkb1mYgR3_SbfLDAlzx7_wJdESBxt6YOAQAJGl0CUfVjwLB59TA/s200/Tenant+Check.jpg" width="200" /></a></div>
It makes no difference whether you're a property management company with 10,000 units, or an independent landlord renting your basement out for extra income. Conducting a tenant background check prior to leasing should be standard protocol. After all, you're entrusting your property, your equity, and your liability, to a person you know nothing about. <br />
A diligent tenant background check will cost (on average) between $25.00 and $75.00, depending on how in-depth the conducted background check will be. A very basic rule of thumb is to plan on spending at least the equivalent to 5% of one month's rent on a background for each signer of the lease. For example, if you're renting an apartment at $1,000 per month, you should be willing to spend at least $50 screening each signer on the lease. Foregoing a background check to save a few bucks is comparable to buying a home without an inspection, or purchasing a car you've never driven. You simply cannot make a reliable decision based on appearances, intuition or hearsay. <br />
<br />
<div style="color: #990000;">
<span style="font-size: large;">The Key Elements of a Tenant Background Check</span><br />
<br />
<b style="color: black;">Social Security Number "SSN" Verification and Residential History.</b><br />
<ol style="color: black;">
<ul>
<li>Importance: High</li>
<li>Speed: Instant / Minutes</li>
<li>Reason: If you start a background check with falsified or mistakenly incorrect information, and you do not conduct this step, your final report is worthless. You've only verified that a nonexistent person has no negative findings about them, or you may be searching the right name in the wrong place. The SSN verification involves processing the SSN through databases that match the number to names found in credit bureau and other proprietary databases. This search will typically reveal the following information for the owner of the SSN: </li>
<ul>
<li>Year and State of SSN issuance</li>
<li>Name variations</li>
<li>Maiden and married names</li>
<li>Date of birth</li>
<li>Addresses of residence for up to 20 years</li>
<li>Date of death (if owner of the SSN is deceased)</li>
</ul>
</ul>
</ol>
</div>
<b>Criminal Record and Sex Offender Registry Search</b><br />
<ol>
<ul>
<li>Importance: High</li>
<li>Speed: Instant to 48 hours, depending on the jurisdictions searched.</li>
<li>Reason: You certainly don't want to rent your property to someone with a history of violent behavior. You also don't want to rent your property to someone with a history of drug trafficking, prostitution, theft, sex offenses or other illegal activities. It's your property, and it will be your liability at stake if a neighbor is hurt by a tenant that you placed without screening.</li>
</ul>
</ol>
<ol><ul>
</ul>
</ol>
<b>Past Evictions</b><br />
<ol>
<ul>
<li>Importance: High</li>
<li>Speed: Instant / Same Day</li>
<li>Reason: Everyone deserves a second chance, but an evictions search may reveal if someone has already used up their second, third or fourth chance. A tenant with a history of evictions can become very good at avoiding the boot and extending their stay to a year or more without making a single payment.</li>
</ul>
</ol>
<ol><ul>
</ul>
</ol>
<b>Liens and Judgments </b><br />
<ol>
<ul>
<li>Importance: Medium/High</li>
<li>Speed: Same Day</li>
<li>Reason: Circumstance is key when looking at Liens and Judgments. A judgment from a car accident or a tax lien of fifty dollars does not mean that a person is a high risk. However, a number of judgments or liens in recent years can indicate a pattern that you don't want to be a part of. Look at the amounts and case summaries. Judgments or liens based on non- payment of contracts are a solid red flag.</li>
</ul>
</ol>
<ol><ul>
</ul>
</ol>
<b>Bankruptcies</b><br />
<ol>
<ul>
<li>Importance: Medium</li>
<li>Speed: Same Day</li>
<li>Reason: Like evictions and other civil actions, you have to look at the circumstances. One bankruptcy does not make a bad tenant, but it does raise their level of risk. Multiple bankruptcies or multiple filings for bankruptcy that were not approved is a pattern.</li>
</ul>
</ol>
<ol><ul>
</ul>
</ol>
<b>Credit Report</b> <i>(availability varies as restrictions prevent easy access to landlords)</i><br />
<ol>
<ul>
<li>Importance: Medium/High</li>
<li>Speed: Instant/Same day for property management companies. Varies for landlords.</li>
<li>Reason: Credit reports are a powerful tool for establishing a person's financial history. They indicate years of payment history for virtually every credit card, car lease, or mortgage payment a person has, or has not, made, along with timeliness collections and overall debt. On the down side, credit reports are not much help when your tenant has little or no credit history. You could very well get a report that simply states an applicant's name and address.</li>
</ul>
</ol>
Two years ago I would have said that a credit report should be a part of any tenant background check. They still are for property management companies. However, as an independent landlord, getting a credit report on an individual isn't as simple as it used to be. Beware of websites offering instant credit reports that you can conduct on other people. Many are scams to collect personal data, or sell you something other than an actual credit report. Independent landlords can obtain a credit report on potential applicants one of two ways.<br />
<br />
1) Utilizing an authorized distributor such as<a href="https://safescreener.mysmartmove.com/Index.aspx" target="_blank"> SafeScreener.com Smart Moves</a>. Through our partnership with TransUnion, we offer a combination criminal record database search and credit report to landlords. <i>(evictions, liens and judgments are not included) </i>This method requires the potential tenant to respond directly to the credit bureau's "emailed permission request" immediately after the report is ordered by the landlord. This is the credit bureaus way of assuring the landlord has the applicant’s permission to run the report. <i>Note: Don't even think about trying to send the permission request to yourself as it has several security features to prevent this. Not to mention, it's a federal offense to do so. </i> How quickly the applicant responds determines how quickly the landlord will receive the credit report. If the applicant doesn't have an email address, this process does not work.<br />
<br />
2) Another simpler, and arguably more in-depth option we offer is our <a href="http://safescreenertenantscreen.weebly.com/" target="_blank">SafeScreener Tenant Due Diligence</a> screening package. This option includes all searches listed above, minus the credit report. <br />
The combination of evictions, liens, judgements and bankruptcy searches act as a safety net for finding financial problems without the use of a credit report.<br />
To combine the thoroughness of this search with the historical financial data found in a credit report, we recommend requesting that the applicant provide a copy of their own credit report. The advantage to this method is that the credit report will cost nothing for the applicant or the landlord, and it will not negatively effect the applicant's credit score, as it would in option one.<br />
If this option is utilized, it's important to send the applicant to the proper source for obtaining their own credit report. <span style="background-color: yellow;">The only website that should be used by an applicant, or anyone, to pull their own credit report is <a href="http://www.annualcreditreport.com./" target="_blank">www.annualcreditreport.com. </a></span> This is the <u>one and only</u> website that is absolutely free as it was established by the "Big Three" credit bureaus to comply with regulatory demands of the U.S. Government. There is no cost to view your credit report once a year, without a credit score. To view the numerical score, enable credit monitoring services, or view an updated report more often, will have a fee associated with the request.<br />
<br />
<span style="color: #660000; font-size: large;">The Bottom Line:</span><br />
When it comes to renting property a landlord is loaning a valuable asset to (for all intensive purposes) a complete stranger. The renter has a pretty good idea of what they are getting, as they can walk the property, try out the appliances and see most potential problems, if any exist. <br />
Without a background check, the landlord is rolling the dice and has only a signed contract that may not be worth the paper it's printed on if things go south. The renter that doesn't pay his rent is just as unlikely, or unable, to pay a civil judgment. Your best defense from a bad tenant is to learn from their history. As we all know, history is bound to repeat itself.<br />
<br />
For more information on obtaining tenant background checks, contact SafeScreener.com at 888.578.8600 or click on the following link <a href="http://safescreenertenantscreen.weebly.com/">http://safescreenertenantscreen.weebly.com/</a><br />
<br />
<br />
<i>Brad Jones is a licensed investigator and Director of Operations of Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. Please note: Any person or entity utilizing a third party to conduct applicant background checks for pre-employment or leasing purposes must follow applicable federal and state laws including but not limited to the Fair Credit Reporting Act. Articles, blogs, newsletter and other materials issued by Background Screening Consultants LLC (SafeScreener.com) should not be regarded as or substituted for legal advice. </i><br />
<br />
Background Screening Consultants LLC<br />
www.safescreener.com<br />
650 W Lake St<br />
Chicago, IL 60661<br />
contact@safescreener.com<br />
P: 888.578.8600<br />
F: 888.548.0421Unknownnoreply@blogger.com13650 W Lake St, Chicago, IL 60661, USA41.8819283 -87.644547341.870106299999996 -87.6642883 41.8937503 -87.6248063tag:blogger.com,1999:blog-7197474856518374384.post-88504040548700863962011-11-08T15:38:00.000-08:002011-12-19T07:57:40.526-08:00SafeScreener.com Receives A+ Accreditation From the Better Business BureauWe're happy to say that receiving an A+ on your report card doesn't lose any luster after you've graduated! The SafeScreener.com team is very proud to have earned the highest accreditation rating available from the Better Business Bureau!
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg2lxT3qgpBDJRrIIyM-spaYVJcaczYj-oelqtcu24BDdRlxy7fTu1_KJHvdon_Z1TUuY3CjnfzRXSDSH9LZ_7-5opvGkdWgrlN8LNaea5RkVyUPdG9AtwQ5WZ9-AeeG4wfpzowz_yidBo/s1600/BBB+A+Plus.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="136" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg2lxT3qgpBDJRrIIyM-spaYVJcaczYj-oelqtcu24BDdRlxy7fTu1_KJHvdon_Z1TUuY3CjnfzRXSDSH9LZ_7-5opvGkdWgrlN8LNaea5RkVyUPdG9AtwQ5WZ9-AeeG4wfpzowz_yidBo/s400/BBB+A+Plus.png" width="118" /></a></div>
While SafeScreener has consistently achieved A+ ratings with the Better Business Bureau since our inception in 1996, we recently chose to become an Accredited BBB Member which means we opened our doors to a more in-depth evaluation. Accreditation with the BBB raises the bar of our quality and service guarantee to all of our clients. We want current and potential clients to know that at SafeScreener.com, we gladly put our reputation and our BBB A+ standing to the test with each organization we have the honor to partner with.Unknownnoreply@blogger.com2tag:blogger.com,1999:blog-7197474856518374384.post-40679156535662805572011-10-17T10:35:00.000-07:002011-10-17T10:35:35.010-07:00Who's in the Driver's Seat of Your F.C.R.A Compliance?<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgCJfhHw1Pkgsk8DZ2JPmESuTcK2qizSGECL-H2L2prysm-DEhU97xhyphenhyphenn7dXzt8R8V5_btrYisQ6GtAiBl6bUkJtwi67Z3xKLMIk_PIPJurZE3heHPDNWVjgAtni16s_K1BNDbzsvmJ6jc/s1600/Risk+Ahead.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="199" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgCJfhHw1Pkgsk8DZ2JPmESuTcK2qizSGECL-H2L2prysm-DEhU97xhyphenhyphenn7dXzt8R8V5_btrYisQ6GtAiBl6bUkJtwi67Z3xKLMIk_PIPJurZE3heHPDNWVjgAtni16s_K1BNDbzsvmJ6jc/s200/Risk+Ahead.jpg" width="200" /></a></div>
<div style="background-color: transparent;">
<span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Human Resources professionals often make the assumption that their Fair Credit Reporting Act compliance is handled and/or monitored by another person, another department, or solely by the third party applicant background screening service. Simply assuming that you’re F.C.R.A compliant in your pre-employment screening processes can lead your company down a dangerous road. This road can end in steep Federal Trade Commission fines, or worse, a class action lawsuit. </span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span class="Apple-style-span" style="font-size: large;"><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-style: italic; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Do any of these common F.C.R.A. compliance </span><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-style: italic; font-variant: normal; font-weight: bold; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">misconceptions</span><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-style: italic; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> sound familiar at your organization? If they do, your company may </span><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-style: italic; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">be at risk for compliance violations.</span></span><br /><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-size: 12pt; font-style: italic; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><b><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">1. “We don’t run credit reports, so the Fair Credit Reporting Act doesn’t apply to us.”</span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br class="kix-line-break" />2. “The background screening provider we contract with says THEY are Fair Credit Reporting Act compliant, which makes us compliant by default.”</span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br class="kix-line-break" />3. “An applicant background check authorization should be part of, or attached to, your job application."</span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br class="kix-line-break" />4. “We don’t have to tell the applicant why they were not hired if our company is located in an employ at will or fire at will state.”</span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><br class="kix-line-break" />5. “We use an online database that provides us a nationwide criminal record search. If a serious criminal record comes back on this report, we don't hire the applicant.”</span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">6. "We don't hire anyone that has a criminal record in the last seven years."</span></b><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">The bottom line is very simple.</span><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">If you're not certain who handles what aspect of your F.C.R.A compliance, you're probably not compliant one hundred percent of the time.</span><span style="background-color: transparent; color: #1f497d; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Ask your pre-employment screening provider for documentation defining their role in F.C.R.A compliance, as well as what is expected of your company, the end user. You may be surprised to learn that simple steps are missing, or that basic compliance requirements are not being met. If so, you're not alone. Nearly half of the Human Resource professionals we polled in an anonymous survey could not define their role in providing F.C.R.A. compliance while screening job applicants. </span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Don't wait until you are legally obligated to provide documentation of your F.C.R.A. compliance procedures to a class action attorney. A simple F.C.R.A checkup can help identify problems now and prevent serious legal issues down the road. Now is the time to get your F.C.R.A compliance back on track! For a basic compliance checklist, email </span><a href="mailto:FCRAChecklist@safescreener.com"><span style="background-color: transparent; color: #000099; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">FCRAChecklist@safescreener.com</span></a><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> or call 888.578.8600 x113. We’re here to help.</span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><a href="http://www.safescreener.com/ApplicantScreeningQuoteV2.html"><span style="background-color: transparent; color: #000099; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: underline; vertical-align: baseline; white-space: pre-wrap;">Click here to have a free quote on background screening services emailed to you.</span></a><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-size: 12pt; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br /><span style="background-color: transparent; color: black; font-family: Calibri; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-size: x-small;">Brad Jones is a licensed investigator and President of Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.</span></span></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-7197474856518374384.post-19085892494981609622011-09-22T14:06:00.000-07:002011-09-26T13:39:55.537-07:00Social Security Number Randomization, and how "CBSV" can help.<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEitbGCVGkRbQn-ZK6F9HlNXnrOwGpPAXrwqUZ6fRE6SLttqMMkdJra98mWCJ7zUK4IJ757qaclXBi8N65qed07u-QtsRcLk6qvRzazq_NY2ZG6QK0ZW7brYn27POXujW0n6ljf6c-k1b6A/s1600/Lottery+Balls.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;"><br /></span></a></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif; font-size: 16px; line-height: 18px;"><b></b></span><br />
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif; font-size: 16px; line-height: 18px;"><b><b><span style="color: #c00000; font-size: 14pt; line-height: 115%;">Important to: </span></b><b><span style="font-size: 12pt; line-height: 115%;">employers, property
managers, non-profit organizations and financial institutions. </span></b></b></span></div>
<br />
<span class="Apple-style-span" style="font-size: 16px; line-height: 18px;"><b><span class="Apple-style-span" style="font-family: Verdana, sans-serif;">As of June 25th, 2011...</span></b></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<ul><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEitbGCVGkRbQn-ZK6F9HlNXnrOwGpPAXrwqUZ6fRE6SLttqMMkdJra98mWCJ7zUK4IJ757qaclXBi8N65qed07u-QtsRcLk6qvRzazq_NY2ZG6QK0ZW7brYn27POXujW0n6ljf6c-k1b6A/s1600/Lottery+Balls.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEitbGCVGkRbQn-ZK6F9HlNXnrOwGpPAXrwqUZ6fRE6SLttqMMkdJra98mWCJ7zUK4IJ757qaclXBi8N65qed07u-QtsRcLk6qvRzazq_NY2ZG6QK0ZW7brYn27POXujW0n6ljf6c-k1b6A/s200/Lottery+Balls.jpg" width="200" /></span></a></ul>
<span class="Apple-style-span" style="line-height: 18px;"><span class="Apple-style-span" style="font-family: Verdana, sans-serif;">Newly issued Social Security numbers, (assigned primarily to newborns and new U.S. Citizens), received
an extra layer of protection from identity theft. <span class="Apple-style-span" style="color: #0b5394; font-size: x-small;"><b>That's good.</b></span></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><span class="Apple-style-span" style="line-height: 18px;"><b><br /></b></span><span class="Apple-style-span" style="line-height: 18px;">The Social Security Administration gained a
more expansive pool of Social Security numbers to assign to individuals. <span class="Apple-style-span" style="color: #0b5394; font-size: x-small;"><b>Also good.</b></span></span></span><br />
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><span class="Apple-style-span" style="line-height: 18px;"><span class="Apple-style-span" style="color: #0b5394; font-size: x-small;"><b><br /></b></span></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><span class="Apple-style-span" style="line-height: 18px;">Employers,
property managers, and </span><span style="line-height: 18px;"> </span><span class="Apple-style-span" style="line-height: 18px;">non-profits inadvertently received a new
headache as a once straightforward method of verifying identity through Social Security numbers just became more difficult and more expensive. </span><span style="line-height: 18px;"><span class="Apple-style-span" style="color: #0b5394; font-size: x-small;"><b>Not so good.</b></span></span></span><br />
<ul>
</ul>
</div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<b><span style="font-family: Verdana, sans-serif; font-size: 14pt; line-height: 115%;">What changed?</span></b></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Verdana, sans-serif; line-height: 115%;">Social Security number<b> r<span class="Apple-style-span" style="color: red;">a</span>n<span class="Apple-style-span" style="color: #3d85c6;">d</span>o<span class="Apple-style-span" style="color: #38761d;">m</span>i<span class="Apple-style-span" style="color: #7f6000;">z</span>a<span class="Apple-style-span" style="color: #741b47;">t</span>i<span class="Apple-style-span" style="color: #0b5394;">o</span>n went into effect on June 25th, 2011</b>. This means that any Social Security number issued
after June 25th, 2011 will be issued by lottery from a "pool" of all
available remaining Social Security numbers, excluding a few blocks of numbers. Prior to June 25th, 2011, all the way back to 1936,
Social Security numbers were issued based on a formula that included a
geographic indicator or "area number" (the first three digits) and a
"group number" (the fourth and fifth digits). The last four digits were known as the
"serial number". </span><br />
<span class="Apple-style-span" style="line-height: 18px;"><span class="Apple-style-span" style="font-family: Verdana, sans-serif;">Randomization was deemed necessary for two reasons.</span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><b><span style="line-height: 115%;">1)</span></b><span style="line-height: 115%;"> <b>Population growth: </b>In several areas of
the United States, population growth has resulted in a shortage of available numbers based on the
original formula. The new random pool
will evenly distribute all available numbers to the areas that need them. Think of it as switching to a family plan on
your mobile phones which allows unused minutes from one person to be used by
another person that went over their limit.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><b><span style="line-height: 115%;">2) Identity theft:</span></b><span style="line-height: 115%;"> With the explosive growth of the Internet and information access that goes with it, identity theft has run rampant in the past decade. Using the Social Security Administration's own
"data issuance tables" along with death indexes, birth announcements
and other public data sources, identity thieves can literally construct Social Security numbers that will pass basic SSN Verifications, which simply report if
a number has been issued by the Social Security Administration, along with the state
and year of issuance. Randomization removes these tools from identity thieves
for <b>newly issued</b> SSN's.<span class="Apple-style-span" style="font-size: small;"><o:p></o:p></span></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<b><span style="font-family: Verdana, sans-serif; font-size: 14pt; line-height: 115%;">How does this
effect employers, leasing companies and non-profit organizations?<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Verdana, sans-serif; line-height: 115%;">Virtually every employer, volunteer organization
or landlord that utilizes background checks to screen their applicants has a
Social Security Verification (often known as a "SSN Trace" or
"Address History Verification") built in to their background screening
package. It is a valuable tool used by
background screening companies that validates an applicant's Social Security number
through a multi-step process. This
process involves...<span class="Apple-style-span" style="font-size: small;"><o:p></o:p></span></span></div>
<ol start="1" style="margin-top: 0in;" type="1">
<li class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1;"><span style="font-family: Verdana, sans-serif; line-height: 115%;">Determining the
State of Issuance via the area number.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1;"><span style="font-family: Verdana, sans-serif; line-height: 115%;">Determining the
approximate time of issuance via the group number.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1;"><span style="font-family: Verdana, sans-serif; line-height: 115%;">Revealing a
history of name, date of birth and address history associations via
several proprietary databases.<o:p></o:p></span></li>
</ol>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><span style="line-height: 115%;"><span class="Apple-style-span" style="font-size: small;">With randomization now in effect,</span><b> </b><span class="Apple-style-span" style="font-size: small;">step one and two are undeterminable</span><b> </b><span class="Apple-style-span" style="font-size: small;">on
NEW Social Security numbers</span><b> </b>as the "area"
and "group" numbers are no longer coded in to the SSN. Step three will still be applicable in
determining the history of an active Social Security number once history of credit
exists for the individual. </span><span style="font-size: x-small; line-height: 115%;"> </span><i><span class="Apple-style-span" style="font-size: x-small;">(Note:
Credit history is a major source of data for Social Security number verifications conducted by screening companies)</span><o:p></o:p></i></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;">Of course, the vast majority of new randomized Social
Security numbers will be issued to newborns and children, thus postponing the
effect these numbers will have on employers/ leasors/ non-profits until today's
children enter the workforce years down the road. <span style="line-height: 115%;">However,
employers that frequently hire immigrants that have newly issued Social
Security numbers will immediately notice that they're suddenly unable to verify
identity in the pre-employment background check stage of hiring. While tools such as eVerify and SSNVS (Social
Security Number Verification System) are viable post employment solutions, it is ILLEGAL to use either of these options in
the pre-employment stage. Unfortunately,
the result of proper usage of these alternatives (post employment) is an
abundance of red-tape and time between the time of hiring and proper dismissal when
a Social Security number appears to be invalid. <o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Verdana, sans-serif; font-size: 14pt; line-height: 115%;"><b>The Solution</b> </span><span style="font-family: Verdana, sans-serif; line-height: 115%;"><span class="Apple-style-span" style="color: #073763;">(Consent Based Social Security Number Verification System)</span><b style="font-size: 14pt;"><o:p></o:p></b></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Verdana, sans-serif;"><span class="Apple-style-span" style="line-height: 115%;">The only current solution to verifying that an individual's
name and date of birth match the Social Security number provided during an
applicant background check, is to ask your applicant screening provider to
utilize the <b>Consent Based Social Security Verification System</b>. Known as "CBSV", this system represents the first time the Social Security Administration has granted access directly to pre-employment background screening providers. This relatively new <i>(new in the sense that it is finally cost effective and easily </i></span><span class="Apple-style-span" style="line-height: 18px;"><i>accessible)</i></span><span class="Apple-style-span" style="line-height: 115%;"> system is also the only method to verify that a new Social Security number belongs
to an applicant </span><b style="line-height: 115%;">before you hire them</b><span class="Apple-style-span" style="line-height: 115%;">. Once
again, other methods such as SSNVS and eVerify are only legally </span><span class="Apple-style-span" style="line-height: 18px;">accessible</span><span class="Apple-style-span" style="line-height: 115%;"> after
the applicant has been hired.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Verdana, sans-serif; line-height: 115%;"><br /></span><br />
<b><span style="font-family: Verdana, sans-serif; font-size: 14pt; line-height: 21px;">Is it Free? </span></b><br />
<span style="font-family: Verdana, sans-serif; line-height: 115%;">Like most things in life, no. The Social Security Administration invested a great deal of tax payer money into creating this new service, and they have established a structured fee schedule to access the information. Exact costs depend on the service you use to connect with the system. Expect to pay fees between 7 and 15 dollars per search.</span><br />
<span style="font-family: Verdana, sans-serif; line-height: 115%;"><br /></span><br />
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><span class="Apple-style-span" style="line-height: 18px;">While the CBSV will slightly raise the cost of
background screening across the board, the ability to determine a false identity before an applicant is brought on-board FAR outweighs the alternative. Discovering an employee's Social Security number is false through eVerify or SSNVS once they're employed can results in a labyrinth of procedures and red-tape, which equals time and money. </span></span><span class="Apple-style-span" style="font-family: Verdana, sans-serif; line-height: 18px;">Spending a few extra few dollars on the front end will save you a bundle on the bottom line.</span><br />
<span class="Apple-style-span" style="font-family: Verdana, sans-serif;"><span class="Apple-style-span" style="line-height: 18px;"><br /></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Verdana, sans-serif; line-height: 115%;"><b>For questions or pricing in regards to CBSV,
SSNVS, eVerify or other acronyms that effect your applicant screening
processes, please email contact@safescreener.com or call 888.578.8600
x113. We're here to help!</b><span class="Apple-style-span" style="font-size: small;"><o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in;">
<em><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; color: #333333; font-family: Verdana, sans-serif; font-size: 9pt; line-height: 115%;">Please note: Recommendations in regards to
F.C.R.A Compliance and industry best practices issued by Background Screening
Consultants LLC (SafeScreener.com) should not be regarded as or substituted for
legal advice.</span></em><span style="font-family: 'Arial Narrow', sans-serif; font-size: 12pt; line-height: 115%;"><o:p></o:p></span></div>
Unknownnoreply@blogger.com2tag:blogger.com,1999:blog-7197474856518374384.post-523157660079523402011-08-16T13:00:00.000-07:002011-08-17T13:53:23.879-07:00Is Your Pre-Employment Screening Provider Safe Harbor Certified?<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj86pDmAR02TgF5ZGars3N1zbaoTNUfRBLTDyxjfX7uum49WTdoSlg8_2lq6i2IgDXL3_XmRci3xk4Sx1ZMiFyYk14W_Vu9go_Cp3VApOsjwBn2UpMt6l6645J2PNkW0Nfw5e12PoXPkvE/s1600/World+Flags+1.jpg" onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}"><img style="float:right; margin:0 0 10px 10px;cursor:pointer; cursor:hand;width: 200px; height: 199px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj86pDmAR02TgF5ZGars3N1zbaoTNUfRBLTDyxjfX7uum49WTdoSlg8_2lq6i2IgDXL3_XmRci3xk4Sx1ZMiFyYk14W_Vu9go_Cp3VApOsjwBn2UpMt6l6645J2PNkW0Nfw5e12PoXPkvE/s200/World+Flags+1.jpg" border="0" alt="" id="BLOGGER_PHOTO_ID_5641562293458020290" /></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEin6FUiGHxLRWnxQQKQEWH5u28X8WXjshxrNrtwOvSFoj-qs8WrhdUsGA-7oOAVF_rYI9JDqMAiu3V2G8WTHdr_FDvTOs8jhzNrRQoe5PYxhyEpnPpKzAxz5cJZVxrDN9VUr5ctdpnglgE/s1600/World+Flags+1.jpg" onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}"></a>The best applicant isn't always around the corner, or even in the next state. The world is quickly becoming a smaller place with a diverse workforce essential for international services and trade. <div>
<br /></div><div><span class="Apple-style-span"><span class="Apple-style-span" ><b>FACT:</b></span> </span></div><div><span class="Apple-style-span"></span><span class="Apple-style-span">Currently over 12% of the U.S. population consists of foreign born residents. </span> </div><div>
<br /></div><div>That means 12 percent or more of your applicant background checks may involve international criminal record searches, international education verifications, and international past employment verifications. </div><div>
<br /></div><div>You need a background screening company capable of retrieving data from anywhere in the world. You also need a screening agency that will keep your applicant's sensitive information secure by following the data transmission laws of the United States, as well as countries abroad. </div><div>
<br /></div><div>One way a company can demonstrate their commitment to data security and international compliance is by completing a government certification process known as <a href="http://export.gov/safeharbor/eu/index.asp">Safe Harbor</a>. This certification ensures that a companies policies and protocols meet the standards of both the United States and European Union; each a leading proponent of applicant privacy.</div><div>
<br /></div><div><div><span class="Apple-style-span" ><b>BULLET POINT BENEFITS OF THE U.S.-European Union SAFE HARBOR PROGRAM:</b></span></div><div>The U.S.-European Union Safe Harbor program provides a number of important benefits to U.S. and European Union firms. Benefits for participating U.S. organizations include:</div><div><ul><li>All 27 Member States of the European Union will be bound by the European Commission’s finding of adequacy.</li><li>Organizations participating in the U.S.-EU Safe Harbor program will be deemed adequate and data flows to those organizations will continue.</li><li>Member State requirements for prior approval of data transfers either will be waived or approval will be automatically granted.</li><li>Claims brought by EU citizens against U.S. organizations will be heard in the U.S. subject to limited exceptions.</li></ul></div></div><div><div><span class="Apple-style-span" ><b>SAFE HARBOR BULLET POINT CERTIFICATION GUIDELINES:</b></span></div><div><ul><li>Notice - Individuals must be informed that their data is being collected and about how it will be used.</li><li>Choice - Individuals must have the ability to opt out of the collection and forward transfer of the data to third parties.</li><li>Onward Transfer - Transfers of data to third parties may only occur to other organizations that follow adequate data protection principles.</li><li>Security - Reasonable efforts must be made to prevent loss of collected information.</li><li>Data Integrity - Data must be relevant and reliable for the purpose it was collected for.</li><li>Access - Individuals must be able to access information held about them, and correct or delete it if it's inaccurate.</li><li>Enforcement - There must be effective means of enforcing these rules.</li></ul><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); ">While Safe Harbor certification isn't a 100% guarantee that a company will follow the required guidelines, any company which is self-certifying must designate, and pay, for a third party mediation/arbitration firm which would investigate claims against the company for not following Safe Harbor policies.</span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); ">
<br /></span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); "><b><span class="Apple-style-span" >THE BOTTOM LINE:</span></b></span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); ">If you use applicant background checks, you will likely need access to international searches in the near future. Choose a company that has taken the time and effort to earn their Safe Harbor Certification as an extra layer of protection for your company and your applicant's data. Safe Harbor is technically a "Self-Certification" Process, but that doesn't mean any company can bare the seal of Safe Harbor Certification. A</span><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); ">long with the previously mentioned designation for third party mediation/arbitration, p</span><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); ">rivacy policies and security guarantees must be submitted for review and approved by the U.S. Department of Commerce. These policies must also be displayed on the companies public access web site. For a list of Safe Harbor Certified companies, <a href="https://safeharbor.export.gov/list.aspx">click here</a>.</span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); "> </span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); "><b>Questions on Safe Harbor or other international background screening topics?Feel free to give us a call at 888.578.8600 or email contact@safescreener.com. We're here to help! <a href="http://www.safescreener.com/ApplicantScreeningQuoteV2.html">Get a quote now</a>.</b></span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); ">
<br /></span></div><div><span class="Apple-style-span" style="background-color: rgb(255, 255, 255); "><i>Background Screening Consultants LLC, (DBA SafeScreener.com) is a Safe Harbor Certified company and proud member of the Chicago Chamber of Commerce and National Association of Professional Background Screeners. SafeScreener.com provides pre-employment screening services in the United States as well as criminal record searches, employment verification and education verifications in over 250 countries.</i> <a href="http://safeharbor.export.gov/companyinfo.aspx?id=10763">View Our Safe Harbor Certification</a></span></div></div>Unknownnoreply@blogger.com4tag:blogger.com,1999:blog-7197474856518374384.post-25012537524044003602011-07-15T08:58:00.001-07:002011-07-22T14:01:53.043-07:00SafeScreener.com's new "MVR ALERT" System Automatically Notifies YOU to Any Change in the Driving Record of Your Employees!<div><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi_g_UL1nepok4lGthg-OD9z4p464tIZjDFdqMzcsCAwwm-9HUnb2aIRSZnEMmAymu8eeqdK7_BuPqHZD46O5jQKKKg3eqRC1Q4iLt7UrfnSjyssB83hPDQG67-127rPmncviWOqECfsDs/s1600/Fleet+Alert+Photo.jpg"><img style="MARGIN: 0px 0px 10px 10px; WIDTH: 200px; FLOAT: right; HEIGHT: 150px; CURSOR: hand" id="BLOGGER_PHOTO_ID_5632200791268582994" border="0" alt="" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi_g_UL1nepok4lGthg-OD9z4p464tIZjDFdqMzcsCAwwm-9HUnb2aIRSZnEMmAymu8eeqdK7_BuPqHZD46O5jQKKKg3eqRC1Q4iLt7UrfnSjyssB83hPDQG67-127rPmncviWOqECfsDs/s200/Fleet+Alert+Photo.jpg" /></a>If your business relies on vehicles getting people and/or goods from point A to point B, then you're well aware of all the things that can go wrong in-between. Each vehicle and driver is the responsibility of the organization. You're insured, but even your insurance coverage is contingent on the fact that your employees <b>maintain a nearly perfect driving record. </b></div><br /><div>Relying on rumors and word of mouth from other employees is a dangerous, yet common method for employers to decide when to run a motor vehicle report on employees. Along with being a highly unreliable approach, you risk discrimination claims, negligent retention claims, wasted time and wasted money. For peace of mind and for the protection of your company, you need accurate information, and you need to know sooner than later when any of your driver's have been issued a violation.</div><br /><div><b><span class="Apple-style-span">The Solution...</span></b></div><div>We are pleased to introduce SafeScreener.com's new MVR ALERT system! With our new motor vehicle driving record alert system, YOU are notified automatically when any one of your drivers has a change to the status to their driving record. For example, an email "ALERT" is generated and sent directly to you when any of the following occur...</div><ul><li><span class="Apple-style-span"><b>New Traffic Violations</b></span></li><li><span class="Apple-style-span"><b>Traffic Convictions</b></span></li><li><span class="Apple-style-span"><b>License Revocations</b></span></li><li><span class="Apple-style-span"><b>Licence Suspensions</b></span></li><li><span class="Apple-style-span"><b>License Expiration</b></span></li><li><span class="Apple-style-span"><b>Mandatory Renewals</b></span></li></ul><div>The fact is, even if you currently run a driving record on new employees, it won't prevent the liability associated with violations that a driver incurs after that point. SafeScreener.com's MVR ALERT automatically <b>tracks and processes any required driving record reports from the first day of employment. </b>Annual or quarterly driving records occur automatically and exactly when they're supposed to, from the point of hire onward. Furthermore, <b>MVR ALERT monitors the driving record throughout the year.</b> You'll know when an incident occurs, allowing you to take necessary measures now, instead of waiting months while the situation potentially becomes far more serious.</div><div><br /></div><div><span class="Apple-style-span"><b>The Bottom Line...</b></span></div><div><span class="Apple-style-span" style="line-height: 19px; "><span class="Apple-style-span"><span class="Apple-style-span">SafeScreener.com's MVR ALERT system</span><span class="Apple-style-span"> can reduce employer liability and ensure that only eligible drivers operate company and/or personal vehicles during company time. Our service automates and streamlines the way employers monitor their drivers and manage driving records. MVR ALERT automatically checks, tracks, organizes and pinpoints important driving record notifications to risk managers of new driving violations, DUI convictions, license suspensions, cancellations, revocations and approaching license renewal dates. Notices with summarized details of new occurrences will be provided to specified account managers/risk managers each month so appropriate actions may be taken to avoid costly claims, negative press coverage and administrative costs</span><span class="Apple-style-span" style="font-size: medium; ">.</span></span></span></div><div><br /></div><div><span class="Apple-style-span">Call us today for more information about SafeScreener.com's MVR ALERT system. 888.578.8600 x113 or <span class="Apple-style-span" style="line-height: 14px; ">e-mail your questions to <a href="mailto:contact@safescreener.com" shape="rect" target="_blank">contact@safescreener.com</a>. We're here to help!</span></span></div><span class="Apple-style-span" style="line-height: 14px; "><p style="font-family: Verdana, Geneva; margin-top: 0in; margin-right: 0in; margin-bottom: 10pt; margin-left: 0in; font-size: 9pt; "><span style="font-family: Calibri; "><em>Please note: Recommendations in regards to F.C.R.A Compliance and industry best practices issued by Background Screening Consultants LLC (SafeScreener.com) should not be regarded as or substituted for legal advice.</em></span></p></span>Unknownnoreply@blogger.com1