Employment Background Check

Our field-tested solutions are designed to assist you with employee background checks, background check guidelines and pre-employment screening.

You’ll also gain a full understanding of the Fair Credit Reporting Act, to guarantee you’re in compliance with every facet of employment background checks

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On Nov. 2, President Obama unveiled a new executive order that will prevent federal agencies from asking job candidates about their criminal backgrounds until later in the hiring process.
If it stands, a recent federal court decision could provide some clarity for Minnesota employers.
A California-based production company, Hartmann Studios, has been slapped with the largest fine ever for Form I-9 paperwork violations.

HR and hiring managers have so many decisions to make when it comes to I-9 and E-Verify compliance. One of the most frequently asked policy decisions is actually quite mundane on its surface, yet the answer can be tricky.

Q: “While conducting an annual self-audit of employee files and I-9 compliance, I have encountered some questionable documents that I believe to be fraudulent. If I contact an ICE agent to verify these documents, will this then trigger a company wide ICE audit?” – Santana, Texas

The practice of searching applicants’ social media accounts for background information is drawing increasing scrutiny. It’s legally risky. When deciding whether to check applicants’ social media content for background-check purposes, consider these questions.

Do you routinely conduct credit checks on job applicants? Are you located in New York City? Then here’s a heads-up: The New York City Council has overwhelmingly passed an amendment to the New York City Human Rights Law that would bar most city employers from using credit checks as part of their hiring process.
All 85,000 H-1B visas for 2016 are spoken for, snapped up in less than seven days in an application process that began April 1.
Has your workplace experienced an increase in theft? If so, you’re probably exploring loss-prevention measures. While you assess your options, make sure you don’t crack down on employees in ways that will land you in court.

As this case shows, running new background checks on your current staff is not, by itself, a discriminatory act. Just make sure you set clear standards on how you will react to the results.

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