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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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.
A California appeals court has ordered a new trial for a worker who may have lost a lawsuit because the jury learned that he was an illegal immigrant.
EEOC efforts to crack down on employers’ use of credit and criminal checks suffered a serious setback on Feb. 20 when the 4th Circuit Court of Appeals upheld a lower court ruling that exonerated an employer of illegally running discriminatory background checks on job applicants.
Last year, three large employers learned that there are many wrong ways to perform employee background checks. Canon Solutions America, retailer Dollar General and the Publix supermarket chain all wrote big checks to former job applicants as a result of technical errors in their background investigation policies.
Starting Jan. 1, Minnesota employers’ job applications could no longer ask candidates about past criminal convictions. But some employers, including some of the state’s largest, have not completely adapted to the new legal landscape.
The temp-to-permanent track can be a win-win for everyone. It’s perfectly fine to establish high standards for making the jump to permanent employment.
Q. I recently fired one of my employees, but today another company called me, stating that the former employee marked me down on a job application as an employment reference. Can I tell the prospective employer about how terrible an employee this person was?
Salt Lake City-based Grand America Hotels and Resorts will pay nearly $2 million for hiring undocumented immigrants following a settlement agreement signed in September between the company, federal prosecutors and U.S. Immigration and Customs Enforcement.
Using a $3 million federal grant, the Minnesota Department of Human Services will implement new practices for running background checks on employees who work with children and vulnerable adults. The new procedures will begin in January, implementing new fingerprinting and photographing legislation Gov. Mark Dayton signed in May.
Heads up: Your odds of getting hit with an audit of your I-9 forms took another jump last year.
What are the dangers when verifying applicants' credentials, checking out their professional networks or just feeling out their personalities?
While most Minnesota employers can no longer ask about an applicant’s criminal record until after the grant of a job interview offer (or, if there is no interview, a conditional employment offer), that doesn’t mean the applicant or new employee can lie about his criminal record later.
If you don’t follow the rules, background checks can cause more trouble than they prevent. Your background process can also become the basis for a class-action lawsuit.
Can a paycard vendor request access to an employer’s I-9 data so it can verify the identity of the employees to whom it will be issuing paycards? The DOL has weighed in on the question.
Q. We have several positions in our company that require financial discretion. May we perform background checks on applicants for these jobs?
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