Magazine Names 2010 ‘Hot List’ of Employment Related
on Number of Individuals Screened
3. Sterling Infosystems
4. Accurate Background
To See The Full List Go To: http://www.workforce.com/tools/hot_list/1002_screening_hotlist_new.pdf
Pennsylvania Employers Who Don't Hire Convicts May Soon Be Assumed
To Be Guilty Of Illegal Discrimination
employer's policy or practice of excluding individuals from employment
on the basis of a prior criminal conviction has a disparate impact
on blacks and Hispanics," says the proposed Policy Guidance
issued by the Pennsylvania Human Relations Commission (PHRC).
"Given this position, when investigating complaints of alleged
unlawful disparate impact discrimination presented by black and
Hispanic [applicants], the PHRC will presume [illegal] discrimination."
Although the new rule equates rejecting a black or Hispanic convict
with illegal bias, an employer may overcome the presumption by
proving a "business necessity." Generally, this means
that the refusal to hire a particular applicant is justified when
the individual's conviction indicates the applicant poses "an
unacceptable level of risk" for a particular job.
More Information Go To: http://pihra.lawroom.com/Story.aspx?P=B&STID=2165
Screening Agency Accreditation Program
has created an Accreditation Program. As the Background Screening
Agency Accreditation Program was developed, one question with
which the committee members were constantly challenged was "How
are the auditors going to measure that?" Often, the committee
members "knew what they meant" when they wrote a particular
clause in the Standard, but found it was difficult to identify
a way to fairly measure a CRA's compliance without dictating a
particular business process or practice. Each clause had to be
measured objectively, regardless of the size of the CRA.
accreditation committee spent a year developing the detailed auditing
criteria that Michael Hamm & Associates will use to evaluate
a CRA's compliance to each clause. In many cases, the process
of defining the audit criteria required a fresh examination of
the intent of a clause and, where necessary provided clarification
so that compliance could be measured. The end result is an accreditation
standard and objective measurement that CRA's can use to prepare
for an audit and the auditor can use to objectively evaluate their
policies and practices.
full accreditation standard and the audit criteria are available
for review on the NAPBS website at www.napbs.com.
Proposed To Protect Tenants From Unfair Practices
Senators Kohl-Welles, McDermott,
Kline and Fairley of Washington State have introduce The Residential
Landlord-Tenant Act to protect consumers from unfair practices
by establishing criteria for the dissemination of credit and court
record information contained in a consumer's tenant screening
report. Some of the provisions of the bill include limiting the
cost that can be passed on to tenants to only the landlords cost
if the landlord uses a service to obtain the report. If the landlord
obtains the background information, actual costs may be charged
to the tenant. However, these costs may not be assessed against
the tenant unless the landlord first notifies the tenant of what
a tenant screening entails and of the tenant's right to dispute
the information received about the tenant. Other than complying
with federal law, the landlord is not required to disclose information
to the tenant that was obtained from the screening process. The
landlord's violation of the tenant screening law can result in
a law suit, the result of which can be the and lord's liability
to the tenant for $100 and the prevailing party's recovery of
court costs and reasonable attorneys' fees.
More Information Go To: http://apps.leg.wa.gov/documents/billdocs/2009-10/Pdf/Bills/Senate%20Bills/5922.pdf
HB175 Seeks to Limit Use of Credit Reports by Employers
House Bill 175 would prohibit an employer from using an applicant's
or employee's credit report or credit history in determining whether
to deny employment to the applicant, discharge the employee or
determine compensation or terms, conditions, or privileges employment;
authorizing an employer to request or consider an applicant's
credit report or credit history under specified circumstances;
authorizing an applicant or employee to bring an action for injunctive
relief, damages, or other relief for a violation of a specified
provision of law; etc.
Sues Over Use of Credit Checks, Criminal Histories
Employment Opportunity Commission (EEOC) has filed a complaint
in the U.S. district court in Maryland against Freeman Companies,
a Dallas-based corporate event-planning company. The EEOC claims
that Freeman’s use of credit histories and criminal background
checks discriminates against black, Hispanic, and male job applicants
in violation of Title VII of the Civil Rights Act of 1964. If
the EEOC prevails in the Freeman case, employers that use credit
reports in the hiring process will have to establish specific
job-relatedness and consistency with business necessity. The EEOC
has long held the position that arrest and conviction records
are subject to the disparate impact job-relatedness and business-necessity
requirement. Thus far, however, there have been no validated studies
that relate credit history to job performance.EEOC v. Freeman
Cos. , D. Md., No. 09-CV-02573, filed September 30, 2009.
Information Go To: http://employmentlawpost.com/diversity/2009/12/13/eeoc-sues-over-use-of-credit-checks-criminal-histories/
Service Helps Job Candidates Perform Their Own Criminal Background
release of TransparentMe (http://www.transparentme.com/), job-seekers
can discover any skeletons in their closet before a potential
employer does. The public records provider allows candidates to
perform an online criminal background check on themselves in a
matter of days or even minutes — revealing any negative
information that could keep them from landing their next job.
With identity theft on the rise, the service can also serve as
an alarm that one’s identity has been compromised. “In
today’s hyper-competitive job market, a background check
can make the difference between landing a dream job or being cast
aside in favor of someone else,” said Jason B. Morris, co-founder
and principal. “TransparentMe equips a job seeker with information
so they can be proactive with a potential employer instead of
More Information Go To: TransparentMe.com
Screening Recognized on Workforce Management Magazine's 2010 "Hot
List" of Employment-Related Screening Providers
Screening, a leading provider of pre-employment screenings and
background investigations, is pleased to announce that it has
been selected as one of the top 15 firms in Workforce Management
Magazine's 2010 "Hot List" of Employment-Related Screening
Providers. This award-winning distinction follows the recent announcement
of Corporate Screening as a "Top Screening Service Provider"
by HRO Today magazine for the past two consecutive years.
recognized by such revered industry publications speaks volumes
about Corporate Screening's technology, service and customer satisfaction,"
said Greg Dubecky, General Manager of Corporate Screening. "Our
consistent inclusion in these top rankings demonstrates that our
customized approach to the provision of screening results, onboarding
support and other critical deliverables fills a unique niche in
Read The Full Release Go To: www.CorporateScreening.com
Enterprises Announces the Integration of its IDS™ Suite
of Services with theBackChecked Background Screening System
Innovative Enterprises, Inc., a strategic
partner to the background screening industry and expert provider
of court research information products, smart data solutions and
ancillary services, today announced the integration of multiple
products under its Innovative Data Solutions™ suite of services,
including the National Criminal Information Scan™, with
the Backchecked background screening system.
NCIS™ provides a powerful,
high speed, multi-jurisdictional examination of an increasingly
complex array of sources and incorporates Innovative’s proprietary
OffenderScan™ sex offender screening and Sentinel™
terrorist watch list tools. Using unique similarity and probability
scoring methodologies, NCIS™ easily overcomes obstacles
such as misspellings and punctuation, transposition and outright
applicant fraud, delivering enhanced clarity and increased precision.
The end result for the professional screener is more relevant
matches and fewer false positives, saving time and valuable staff
More Information Go To: www.Knowthefacts.com
or contact Bill Bollinger at 888-777-9483 X413
to the Legal Challenge Question!
the background screening industry continues to get more competitive
the firms that will ultimately succeed will be those that create
competitive advantage through their people by offering continuous
learning opportunities to heightened their knowledge and capabilities.
We believe that having employees that are very knowledgeable about
the legal landscape of background screening is essential to continued
We are grateful
to Pam Devata, Seyfarth Shaw
LLP for providing the expertise for this valuable endeavor.
For information regarding the answers to the Legal Challenge Questions,
please contact Pamela Devata at Seyfarth Shaw LLP at firstname.lastname@example.org
or 312-460-5000 or visit www.seyfarth.com.
your answer by clicking on it:
Screening Solutions Introduces TalentWise Brand Enhanced Solution
and New Website To Help HR Professionals Increase Productivity
and Deliver Higher Quality Workforce
Intelius Screening Solutions, the #1 ranked employment
screening solution provider, today announces the TalentWise brand
and website, TalentWise.com. TalentWise encompasses Intelius Screening
Solutions' existing comprehensive, on-demand employment screening
and onboarding products, along with new features and functionality.
Designed for human resources, staffing and recruiting professionals,
TalentWise helps drive greater productivity and a higher quality
workforce. The TalentWise solution offers businesses of all sizes
a comprehensive set of employment screening and onboarding products
including: background checks; occupational health testing such
as drug, alcohol and physical fitness testing; skills testing
and behavioral assessments; education and employment verifications;
onboarding - including automation of the Form I-9 and E-Verify
process; driving records and credit checks. The launch of the
TalentWise solution brings enhanced capabilities in the areas
of international screening as well as industry-specific offerings
for Healthcare, Staffing, Hospitality, Education and DOT-regulated
industries. The TalentWise solution also includes FastTrack employment
background check products for small businesses seeking to get
started quickly with a standardized online solution. TalentWise
FastTrack products combine high quality information needed to
minimize business risk with the convenience of a credit card checkout
information about TalentWise or Intelius Screening Solutions,
Enterprises Adds NCIS-Alias™ to its Innovative Data Solutions™
Suite of Services
Enterprises, Inc., a strategic partner to the background screening
industry and expert provider of court research information products,
smart data solutions and ancillary services, today announced the
addition of NCIS-Alias™ to its Innovative Data Solutions™
suite of services.NCIS-Alias™ is a powerful, multi-faceted
search that delivers a more complete criminal background examination
than a traditional database search alone. NCIS-Alias™ uncovers
names, addresses and dates of birth as well as known aliases including
maiden names as revealed by the Previous Address Social Tracker™
(PAST™) report. All discovered name variations are then
automatically pursued using the National Criminal Information
Scan™, spanning court records, incarceration data, prison
and inmate populations, probation and parolee supervision and
release information, records of arrests and wants and warrants.
NCIS-Alias™ also incorporates Innovative’s proprietary
OffenderScan™ sex offender screening and Sentinel™
terrorist watch list tools. Complete findings are returned in
a single, comprehensive report.
For More Information Go To: http://www.knowthefacts.com
At 18-Month High Among US Executive Recruiters
Economic recovery is
beginning to take hold in the US, according to ExecuNet’s
latest Recruiter Confidence Index (RCI) data.Based on January’s
survey of 214 executive recruiters, 64% are ‘confident’
or ‘very confident’ the executive employment market
will improve during the next six months, up 10 points from December
2009 and the highest confidence registered since May 2008.Executive
search firms themselves will increase hiring to meet new assignment
growth — 33% report hiring in contrast to massive layoffs
in January 2009
For More Information
Go To: http://www.recruiter.co.uk/confidence-at-18-month-high-among-us-executive-recruiters/1004172.article
Hiring Activity Will Remain in Positive
Territory in February
rise in February compared with a year ago, continuing a recent
pattern of slow and steady employment gains, according to the
Society for Human Resource Management’s (SHRM) Leading Indicators
of National Employment (LINE) survey for February 2010.
More employers are hiring in February.
Although job opportunities remain scarce for many people, manufacturers
and service-sector companies plan to increase hiring in February
compared with the previous year.
To Read The Full Report Go To: http://www.shrm.org/Research/MonthlyEmploymentIndices/line/Documents/LINE%20February%202010.pdf
Continue to Improve Slowly, Steadily
Hiring will increase
in January 2010 compared with the same period in 2009, but layoffs
persist in the manufacturing and service sectors as the job market
continues its painfully slow recovery, according to the latest
results of the Society for Human Resource Management’s (SHRM)
Leading Indicators of National Employment (LINE) Report. For the
second consecutive month, fewer than 3 percent of employers in
each sector increased wages and benefits packages for new hires
in December. The LINE Report examines four key areas: employers’
hiring expectations, job vacancies, recruiting difficulty, and
new-hire compensation. It is based on a monthly survey of private-sector
human resource professionals at more than 500 manufacturing and
500 service-sector companies. Together, these two sectors employ
more than 90 percent of the nation’s private-sector workers.
SHRM Leading Indicators of National Employment, www.shrm.org/line
in HR Marketing: HR Buyers’ Behavior — What
to Expect in 2010
plan to increase their budgets by 25 percent in 2010 for
corporate social networking tools, employee wellness programs,
management and leadership development initiatives, performance
management systems, and other training and development programs.
This positive forecast is now available in HRmarketer.com’s
fourth annual HR buyer survey - part of our ongoing "Trends
in HR Marketing" report series.
the report today
Second Edition of the
Comprehensive Guide for Selecting a Background
out how to turn our release of the Guide into a great marketing
opportunity for your firm.
to the background screening industry
Site! Many Suppliers!
for the Top Suppliers in the Industry? Need to find a new Supplier?
PreemploymentDirectory.com’s VENDOR SHOWCASE which
features suppliers to the Background Screening Industry (go to
click on ‘Click Here’ and then scroll down to Vendor
Showcase for Background Screening Industry Suppliers)
Member Directory of Suppliers Now Available
Here to Download Your Copy
Marketing: Why It Matters Now More Than Ever!
is now the number one business-to-business marketing medium—why?
The business world has been radically changed and improved by
the advent of electronic communication—e-mail, web sites,
blogs, PDAs, and even “old” tech like cell phones
allow us to very efficiently service many more customers than
ever before. This trend allows fewer client support people to
serve more clients—faster, too. That’s the good news.
The challenge is that the central premise of all sales is that
people buy from people they “like” and people they
“trust”—always. Like and Trust can be maintained
electronically, but it has been proven time and again that customers
need some Face-to-Face contact to really get to Like and Trust.
This is one of the reasons that Face-to-Face Marketing has become
the number one business-to-business marketing medium.
To Read More Go To:
Investigations Using Tribal Courts
Tribal Courts represent
a unique legal system that works within the separate sovereignty
of the Indian nations within the United States. The impact on
using these courts in business investigations is considerable
within the gaming industry. The key point here is that case information
in tribal courts is NOT found in any level within the rest of
the courts in the U.S.
Searching tribal courts
is a must for any obvious Native American name. Also any particular
cases which may be brought against any gambling facilities or
casinos. These court systems encapsulate criminal, civil, summary
judgments and similar cases. Below are several excellent sources
to find tribal courts.
· National Tribal
Justice Resource Center - www.tribalresourcecenter.org
· Tribal Court Clearinghouse - www.tribal-institute.org/index.htm
· A listing of Tribal Courts is also provided by http://www.versuslaw.com/help/library/LibCatProfessional.aspx#tribal
(submitted by Mike Sankey)
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To Stop Credit Checks
Alberta's privacy commissioner
has ordered Mark's Work Wearhouse to stop conducting pre-employment
credit checks on job candidates finding that personal credit information
was not ‘reasonably’ needed to assess job candidates
abilities. The Office of the Information and Privacy Commissioner
investigated the retailer after a job applicant filed a complaint
and it found the retailer contravened the province's Personal
Information Protection Act by running pre-employment credit checks.
The complainant applied for a job with Mark's Work Wearhouse as
a sales associate and agreed to a credit check during the interview.
He didn't get the job after the credit check revealed a credit
For More Information
Go To: http://www.hrreporter.com/ArticleView.aspx?l=1&articleid=7596
B.C. Government Eyes Creation Of Privacy
Office In Wake Of Scandal
The provincial government says it will explore
creating a new Chief Privacy Office in the wake of two scathing
reports into a privacy-breach scandal. Stewart was reacting to
a report this week by B.C.'s independent privacy watchdog, which
recommended the new chief privacy officer as a way to help educate
civil servants on what to do in case of future privacy problems.The
review found government failed to properly protect personal information
from 1,400 government clients, which was found inside the Victoria
condo of a senior bureaucrat with a criminal record for credit-card
fraud and counterfeit offences.
To Read more: Go To: http://www.timescolonist.com/
Concerns Prompt New Fees for Internet
If you want to log online and search B.C.'s public
court records, be prepared to open your wallet. After a year and
a half of providing free Internet access to provincial court criminal
and traffic cases, the B.C. government has slapped a $6 per file
charge on online searches. Critics say the move blocks access
to the justice system for those who can't afford the online fees.
Prior to Jan. 4, when the charges were introduced, anyone who
wanted to run a name or file number through B.C.'s Court Services
Online website could do so free of charge for criminal and traffic
cases. The system would display the name of the accused and co-accused,
the charges or traffic tickets against them, date and location
of the offence, recent and upcoming court dates, and any sentence
or conditions handed out by courts across the province. That was
done on purpose, according to B.C.'s Ministry of Attorney General.
The fees are supposed to "discourage casual use of the system,"
said spokesman Shawn Robins.
To Read More Go To: http://www.timescolonist.com
Changing World Means Challenges and Opportunities
for Privacy Protection
Technology, social networking, globalization and
the instantaneous worldwide flow of data have changed the landscape
that privacy must deal with and in light of these colossal changes
over the past decade, it would be foolish to try to predict what
the next decade will hold. But what we can say for certain is
that the regulatory framework we have in place now for the protection
of privacy and personal information is already being sorely tested.
We have bent and stretched it in many different ways. And, if
we don’t want it to snap, we need to figure out how to fortify
it for the decade ahead. For that, we need to look at our privacy
laws and administrative structures. We need to dramatically modernize
the Privacy Act, which governs the public sector, and to consider
whether PIPEDA, the private-sector Personal Information Protection
and Electronic Documents Act, remains suited for the next 10 years.
To Read The Article Go To: http://priv.gc.ca/speech/2010/sp-d_20100210_e.cfm
Companies Will Have To Use New Standard Clauses In The Contracts
That Control Their Overseas Transfers Of Personal Data
The Decision modifies
current standard contractual clauses to take account of the expansion
of processing activities and new business models for international
processing of personal data. It contains specific provision to
allow, under certain conditions, the outsourcing of processing
activities to sub-processors, while ensuring a constant protection
of personal data. Outsourcing companies outside the EU will now
have to get written permission to subcontract the processing of
personal data after the European Commission changed arrangements
permitting the export of such information.The EU's data protection
regime limits the export of personal data outside the European
Economic Area (EEA) which comprises the EU, Iceland, Norway and
For More Information
Go To: http://www.out-law.com/page-10734
Stall National Security Database
NEW DELHI: Home ministry
on Wednesday could not get the Cabinet Committee on Security’s
(CCS) nod to set up its ambitious NATGRID -- National Intelligence
Grid. The proposed NATGRID is envisioned to be a world-class integrated
national security database that will facilitate quick access to
information on an individual. Questions over safeguards for individual's
privacy forced it to hold the proposal for further discussion.
Though the proposal will finally get CCS approval, it will happen
only after the ministry comes out with detailed information about
the inbuilt safety mechanism, said sources.
For More Information
Go To: http://timesofindia.indiatimes.com/articleshow/msid-5557716,prtpage-1.cms
International Screener Spotlight
We are adding
‘The International Screener Spotlight’ column. In
this column we will feature one International Screening firms’
owner or executive. The column will focuse on helping clients
and potential clients get to know the interviewee on a more personal
level, beyond just your products and services, because ultimately
people buy from people they know and can relate too. This is a
value added service for our Platinum Members. Click
here for more information about Platinum Membership.
The program is also available to other international screening
firms that are not members of our Platinum Club.
To learn how you can participate in The International Screener
Spotlight Column program please click
here for more information.
JOB BOARD DEDICATED TO THE BACKGROUND SCREENING INDUSTRY
the Job Board for the Employment and Tenant Screening Industry.
Here you will find resumes of people with industry experience
and employers seeking applicants with experience in Employment
and Tenant Screening and related businesses.
For More Information
Go To: http://www.backgroundscreeningjobs.com/
2010 Marketing Portfolios for:
Specialize in Promoting the Products and Services of businesses
in the Background Screening Industry.
Click on the specific Marketing Portfolio above that fits your
ADVERTISERS IN THIS EDITION
UPCOMING CONFERENCES & EVENTS
Here to View full list of 2010 Events) – Updated Monthly
State Conferences, visit
and Alcohol Testing Industry Association (DATIA), 2010 Training
Course Schedule, visit
Federation for Personnel Management, Events,