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As 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 success.

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 pdevata@seyfarth.com or 312-460-5000 or visit www.seyfarth.com.

Please choose your answer by clicking on it:

A client is outsourcing positions to an outside provider and several employees will be transferred to the new organization. The original company has conducted background checks on all the employees that will be transferred. Can they share the results of the background check with the new provider? A) No; never B) Yes, if they receive consent from the employee C) Yes, without any consent from the employee D) Yes if they charge money for the checks

Most 2011 Cyberattacks Were Avoidable

Despite rising concern that cyberattacks are becoming increasingly sophisticated, hackers used relatively simple methods for the vast majority of data breaches in 2011, according to a report compiled by Verizon. In fact, 97% of the data breaches could have been easily avoided using basic protection. Verizon's annual report also found that in 80% of attacks, hackers hit victims of opportunity rather than companies they sought out. The findings suggest that while companies are spending increasing sums of money on sophisticated new security controls, they are also continuing to overlook fundamental security precautions. Very often, the companies breached had no firewalls, had ports open to the Internet or used default or easily guessable passwords. In addition, the report found that 85% of victim companies were mostly in the retail, hospitality and food services industries.

To read more, click here

New Study Offers Tips to Combat 'Sweethearting'

A first-of-its-kind study on "sweethearting"--a form of employee theft when the employee gives away products or services for free or at a discount--claims traditional mitigation strategies used by loss prevention professionals often don't work. The study's authors approached sweethearting from a marketing perspective, aiming to expose the "dark side" of the practice that hadn't been previously studied. Employee theft and fraud costs U.S. companies $600 billion each year and it is believed sweethearting is responsible for 35% of companies' annual profit losses in the retail sector. Sweethearting differs from the traditional definition of employee theft in that the thieving employee takes all the risks and breaks the law without any direct gain. The indirect benefits come in the form of increased tips, increased social status, and "tit-for-tat" agreements. The study found that without taking the motivations behind sweethearting into account, currently used techniques such as register tracking systems and video surveillance, would not serve as deterrents. Two suggested strategies for combating sweethearting include: making sure employee training includes an ethics component, and pre-employment screening for the following three personality traits: personal ethics, need for social approval and general risk taking.

To read more, click here

ALERT! How to spot a FAKE degree

A recent research has estimated that the fake degree industry is worth over Rs. 12,000 crores worldwide. In case of India, the UGC maintains a list of fake universities, but it does not provide you the list of online fakes. We requested Dr.John Bear, the world renowned authority on online degrees, to explain to our readers how to spot a fake degree grading institution. There is no unanimity on what a degree mill is. No one denies that a 'university' operating from a mailbox service, selling diplomas to anyone, no questions asked, is a mill. But what if there were a requirement of one month of study and a 10-page thesis? Six months of study, 50 pages? Two years of study and 200 pages? Would it be still a fake university?

A survey of dozens of definitions of 'degree mill' found five relevant factors in determining school legitimacy:

• What degree-granting authority has it?Amount of work required
• Quality of work required
• Process for awarding credit for prior learning
• Credentials of people who make decisions

Thus a degree mill can be defined as an entity in which:

• Degree-granting authority does not come from a generally-accepted government agency;
• Procedures for determining the amount and quality work do not meet generally-accepted standards; and
• People making these decisions do not have relevant credentials, training, or experience.

To read more click here

Watching the Private Eye: A Bill to Regulate Private Investigators

HB80, a bill regulating the licensing, education and requirements to be a private investigator, has passed out of the House Governmental Affairs Committee and will now go before the full House for approval. The bill will require private investigators in the sate of Alabama to be licensed, tested and approved by a board that the HB80 will create. Presently, Alabama has no laws that oversee, regulate or offer any standard to become a private investigator. Everyone who has a business license to be a private investigator currently will be grandfathered in, but it will only allow those who have had a business license for five consecutive years be considered for the board. There are a few exceptions to the bill such as CPAs that do forensic accounting. Proponents of the bill believe that the sensitive information that private investigators acquire should only be in the hands of licensed professionals.

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Proposed Law Would Expand FBI Background Checks of Private Security Officers

A bill recently introduced in the House of Representatives would allow employers to use authorized third-party screeners to conduct FBI background checks on private security officers when such checks are not available from the employer's state. The bill--H.R. 4112, the Private Security Officer Screening Improvement Act--would amend the Private Security Officer Employment Authorization Act. Jeff Flint, NASCO's executive director, points out the gap in the existing law that requires state agencies to conduct background checks on behalf of employers, but that many states still do not provide. "The [amended law] will dramatically increase availability of FBI criminal background checks for all private security officers," said Flint. "And that will make the public safer."

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Manpower Report Says U.S. Employers Plan to Add Jobs Next Quarter

Manpower announced its second-quarter employment index climbed to 10 percent, the highest level since late 2008, from 9 percent in the previous three months on a seasonally adjusted basis. That marked a second consecutive gain. An improving job market puts Americans in a better position to increase spending, which accounts for about 70 percent of the economy. At the same time, rising gas prices are weighing on household budgets and may lead to fewer purchases of non- essential items in coming months. "Positive hiring intentions tell us that employers are seeing increased demand for their products and services, and that is good news for the labor market," Jonas Prising, president of the Americas for Milwaukee-based Manpower, said in a statement. "Although we are not out of the woods yet, our data shows that this hiring progression is increasingly solid."

Manpower interviewed more than 18,000 employers in the U.S. The survey is conducted quarterly, and the margin of error for U.S. data is plus or minus 0.6 percent.

To read more click here

States Hardest Hit by Housing Collapse Lead U.S. Jobs Recovery

Arizona, California, Florida and Nevada -- the states that were most hurt in the real estate collapse over the past five years -- are now leading the U.S. labor market expansion. The four states added 222,100 jobs from August through December, accounting for 28 percent of the increase in U.S. employment in that period, according to Labor Department figures. Their outperformance may continue, say economists at Moody's Analytics Inc. and IHS Global Insight.

To read more click here

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Public Record Update

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Public Record Update
by Mike Sankey

Florida Aims to be First to Test Public Workers

A new extension of Florida's drug-testing law now allows agency heads to randomly test public workers for illegal drugs, prescription drugs, and alcohol, but it exempts the governor and state legislators. This is a first-in-the-nation move that lawmakers from other states may copy, even as labor unions, civil libertarians, and small-government advocates rail against it.Florida already tests welfare recipients for drug and alcohol abuse. Under the law, agency heads are allowed (but not required) to randomly test up to 10 percent of their workforce every three months. Supporters say the measure is intended to give workers who have drug problems a way to get clean, while at the same time protecting the broader citizenry from impaired public servants.No state yet requires those collecting unemployment to undergo drug testing, but Arizona, Oklahoma,Georgia, and Utah are among those considering it. The US Department of Labor now allows states to require drugs tests for unemployment recipients whose job search is confined to industries that already require drug testing, such as aviation.

To read more, click here

Drug Rules for Commercial Motor Vehicle Drivers Updated

The Federal Motor Carrier Safety Administration ("FMCSA") has published another final rule, which is now in effect. This rule addresses the drug use of commercial motor vehicles drivers, and the FMCSA aims to eliminate inconsistencies in at least three areas. First, the final rule amends the physical qualifications for commercial motor vehicle ("CMV") drivers to clarify that drivers may not, under any circumstances, use Schedule I drugs (drugs and substances on the DEA's controlled substance schedules) and be qualified to drive a CMV. Secondly, the FMCSA have replaced the term "actual knowledge" throughout certain sections with the word "knowledge," clarifying that the relevant prohibitions refer to the knowledge of test results, not employer observation of prohibited conduct. Lastly, the final rule makes their regulation consistent with DOT-wide drug and alcohol testing rules by including pre-employment and return-to-duty testing as additional prohibitions to drivers refusing to submit to post-accident, random, reasonable suspicion, or follow-up drug or alcohol tests.

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Consistent Application of Zero Tolerance Drug Policy Trumps Wrongful Termination Claim

In Martin, et al. v. Quick Chek Corporation, et al., the New Jersey Appellate Division affirmed a trial court decision and held that Quick Chek's consistent application of its zero tolerance drug policy constituted a legitimate, non-discriminatory basis for its decision to terminate Erik W. Martin's employment. The plaintiff, who suffers from Parkinson's disease, filed suit alleging wrongful termination and disability discrimination when he was fired for failing a drug test. At the time of the drug test, Martin had been taking a non-prescription medication for a back injury he had sustained at work, unrelated to his disease. The court found that Quick Chek terminated Martin's employment pursuant to an extremely strict drug test, and that Martin failed to demonstrate that Quick Chek's stated reason for the termination (i.e. Martin's failed drug test) was a pretext for discrimination. This decision demonstrates not only the importance of having employment policies, such as drug abuse policies, but also the importance of administering the policies in a consistent manner.

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The Canadian Privacy Landscape Is Different!

Canadian privacy laws are markedly different than those in the United States. Unlike the United States, Canada has comprehensive privacy laws that cover all aspects of personal information handling including both the public and private sector. An important point to understanding is that Canadian laws are based on 10 privacy principles. These include: being accountable, identifying the purpose for the collection, collecting only that which is necessary, obtaining consent, limiting use and disclosure, safeguarding the information, keeping the information only for as long as necessary, begin open and transparent about what you do with the information, and providing a mechanism for people to challenge your information handling practices.

Lastly, Canadian laws are enforced by Privacy Commissioners who have powerful rights of investigation. Some argue that their enforcement sanctions are not as severe as in some European countries, but there is a movement afoot in Canada to add monetary fines for non-compliance. And, just because an organization may be located outside of Canada does not mean that they don't have to comply. The Federal Court of Canada has already ruled that Canadian privacy laws extend beyond the borders and must be followed by any organization dealing with the personal information of Canadians.

To read more click here and also attend the Canadian Privacy and Data Protection Session at the NAPBS Conference

Workplace Homicides Still a Threat

On a Friday morning in January, a man walked into the McBride Lumber Co. warehouse in Star, N.C., and, armed with a 12-gauge shotgun, began firing away, killing three people and seriously wounding another before fleeing the scene and then shooting himself. The local sheriff's department says the shooter was an employee at the lumber warehouse and had -- prior to the shooting -- written a six-page letter in which he expressed rage at his Hispanic co-workers, whom he felt were making fun of him.

It was one more episode in what has seemed like an endless cycle of workplace shootings over the years. And yet, according to Violence in the Workplace, a recent analysis of Bureau of Labor Statistics data by the National Council on Compensation Insurance , work-related homicides and injuries due to workplace assaults are down dramatically from their levels in the mid-1990s.

Homicides still account for 11 percent of workplace fatalities, according to the NCCI, with men accounting for a disproportionate share of the victims: 85 percent of workplace homicide victims in 2009 were men, even though they account for just 53 percent of the employed population. "The people most likely to be victims of workplace homicides are those who are out in front, working late hours, dealing directly with the public" says Plansky, who previously served as deputy criminal justice coordinator for the mayor of New York and an assistant district attorney with the Manhattan DA's office.

To read more click here

Looking for the Top Suppliers in the Industry? Need to find a new Supplier?

Visit our VENDOR SHOWCASE which features suppliers to the Background Screening Industry.

Winter 2012 Directory of Suppliers to the Background Screening Guide Coming Soon!
Click here to see the Winter Edition of the Supplers Guide

Bad Hires Are Expensive

41% of companies that made a bad hire last year (2011) estimate that it cost the organization more than $25,000.00 while 25% say a bad hire cost their company more than $50.000.00 according to a survey of 2,696 employers.

Source: CareerBuilders, Chicago

E-Verify Map Created by Legal Experts and Updated Regularly

Map reproduced with permission of LawLogix

During the past few years, LawLogix has chronicled the ever-changing E-Verify landscape on our interactive E-Verify Map that is completely free for the public to view. It contains information on effective dates, the employers that are impacted, penalties and direct links to the legislation. Our map is heavily copied, manipulated, and referenced, which makes it the most popular E-Verify legislation map currently available online. However, because E-Verify legislation (and court rulings and injunctions that significantly impact legislation) changes from month to month, it's critical that employers obtain this information directly from its original source.

LawLogix's map and accompanying state legislation analysis is and always has been copyrighted. You might have seen one version or another of our actual map and/or the legislation details on another website. If it doesn't contain the appropriate attribution to LawLogix, then the map wasn't authorized by us, and is most likely in violation of federal copyright laws and/or the Digital Millennium Copyright Act. We've always allowed our map/legislation details to be reprinted with permission. ( Click here to obtain permission .)

Because our map is frequently updated, we provide, as an added benefit to our authorized users, a chance to be automatically notified when our map and legislation is updated

To read more click here

Two Companies Ordered to Pay Penalties for Missing I-9s

The Office of the Chief Administrative Hearing Officer (OCAHO) recently published two precedent decisions where companies(Castles Daycare and Pegasus Restaurant) were ordered to pay penalties for missing I-9s. Immigration and Customs Enforcement (ICE) treats missing I-9s as the most serious of paperwork violations, and the court will adjust the fine only in cases where it's out of proportion to the company's resources. In other words, big companies beware! Both of the companies were unable to escape liability for missing I-9s because of the substantive nature of the errors, but each had their initial fines adjusted and substantially reduced based on the fact that they are small businesses. Typically, ICE will aggressively pursue the highest fine amount based on its own internal guidelines - the higher percentage of violations, the higher the fine. However, ICE's penalties are intended to deter future violations without putting a company out of business.

To read more, click here

Üdvözlöm (welcome) to the
International Legal Challenge Question!

Most industries and firms now compete in a global marketplace which is continuing to increase the need for background checks for new hires that will reside in another country or that are being hired from another country. Commensurate with this growth in background checks is the need to understand the myriad of data protection, privacy, human rights and local laws that govern the practice of conducting background checks. To help background screening firms around the world to further enhance their knowledge we have launched this International Legal Challenge.

We are grateful to Brian Arbetter a Partner with the global law firm of Baker & McKenzie LLP for providing the question and answer to the questions in the International Legal Challenge. Brian is based out of the Firm's Chicago and San Diego offices. His practice focuses on international law issues, with particular emphasis on labor and employment, as well as workplace privacy. For information regarding the answers to the International Legal Challenge questions, please contact Brian at brian.arbetter@bakermckenzie.com.

Please Choose One of the Following Answer in Response to the Question

On January 1, 2012, Hungary's new data privacy law (Act CXII of 2011 on Informational Self-Determination and Freedom of Information) (the "Act"), became effective. Which of the following changes was brought about by the Act?: A. The Act no longer permits any flexibility regarding the methods of meeting data controllers' obligation; B. Data controllers must ensure that no unauthorized use of data takes place and that it is possible to track the parties to whom personal data have been transferred and recover that data; C. Personal data may no longer be processed without the consent of the data subject; or. D. Under the Act, a new data protection authority will be established, but it will not be granted full powers of investigation and authority to impose fines.

For information on sponsoring The International Legal Challenge Question please Click Here

Criminal Checks For Volunteers

More than 1.3 million volunteers in junior sport and community groups involving children will be forced to undergo criminal history checks to weed out potential abusers and molesters. At the same time, job seekers who want to work with children will, for the first time, have to pay for their own background test before applying for a job.

Under the changes for volunteers, police records in every state and territory will be examined to check if they have convictions for sex or violence offences against children. The tougher NSW child protection laws, to go before Parliament later this year, will require volunteers, including sports coaches and administrators, to apply for a serial ''clearance'' number to show they are fit to work with children. That number will need to be provided every time the volunteer signs on to work with them.

If a person moves jobs, then they must undergo the screening procedure again.

To read more click here

Tread Carefully When Checking Civil Litigation History

Checking publicly available civil litigation information may ensure organizations safeguard themselves against hiring people found negligent or liable by a civil court, but involves a host of limitations and risks. Court record checks are in their infancy and databases only list more high-profile cases, writs, summons, things such as credit defaults, and cases not marked as private. As is the case with criminal history screening, an employee's full background must be considered in the context of the essential requirements of a role, and any findings should be discussed with the candidate in question to determine if it is relevant at all to the decision-making process. As an alternative effective measure, global media searches, which span country and language barriers, can be useful in providing articles related to any litigation and are usually easier to understand and more focused than a civil litigation search.

To read more, click here

The Canadian Privacy Landscape Is Different!

Canadian privacy laws are markedly different than those in the United States. Unlike the United States, Canada has comprehensive privacy laws that cover all aspects of personal information handling including both the public and private sector. An important point to understanding is that Canadian laws are based on 10 privacy principles. These include: being accountable, identifying the purpose for the collection, collecting only that which is necessary, obtaining consent, limiting use and disclosure, safeguarding the information, keeping the information only for as long as necessary, begin open and transparent about what you do with the information, and providing a mechanism for people to challenge your information handling practices.

Lastly, Canadian laws are enforced by Privacy Commissioners who have powerful rights of investigation. Some argue that their enforcement sanctions are not as severe as in some European countries, but there is a movement afoot in Canada to add monetary fines for non-compliance. And, just because an organization may be located outside of Canada does not mean that they don't have to comply. The Federal Court of Canada has already ruled that Canadian privacy laws extend beyond the borders and must be followed by any organization dealing with the personal information of Canadians.

To read more click here and also attend the Canadian Privacy and Data Protection Session at the NAPBS Conference

33 Diploma Mill Suspects Nabbed In Beijing

BEIJING police have arrested 33 suspects for allegedly selling fake diplomas and degree certificates and swindling 7.97 million yuan (US$ 1.23 million) out of 339 people, including nearly 200 senior company executives.

To read more click here

China's New Privacy Regulations Go Into Effect

The Ministry of Industry and Information Technology of the People's Republic of China's new privacy regulations entitled, Several Provisions on Regulation of the Order of Internet Information Service Market, have now gone into effect. The new regulation defines the personal information protection requirements applicable to Internet Information Service Providers ("IISPs"). It is the first national level of regulation that provides a definition of "user personal information" and that contains specific obligations and liabilities of IISPs to protect user personal information. Consistent with data protection regimes currently in place elsewhere in the world, IISPs will be required to provide much stronger protection for the personal data they collect from users in China, and will be subject to notice and consent requirements, collection limitations and use limitations.

To read more, click here

The Labor Market Bites Chinese Factories

At a time when China's wages and benefits are increasing, employers still face a labor shortage -- and their potential responses to it may have big implications for China and the rest of the world. In the past, there was an abundant supply of workers willing to work, and therefore employers did not have to pay much or treat employees especially well. However, employers are now the ones getting burned and arecomplaining about a labor shortage because they can't find workers at the wages they have been paying. On the upside, some employers have begun wondering whether there is a different way to manage labor; developing longer-term relationships with employees, for example. There may also be a new pool of potential workers coming in as China breaks the news that large numbers of new college grads are now earning less than most factory workers. This is shocking in a country that reveres education and expects college graduates to earn way more than low-status factory workers.

To read more, click here

Proposed EU Data Protection Bad for Business, Says CBI

The proposed data protection framework for Europe will restrict and burden businesses and threaten innovation, says the Confederation of British Industry (CBI).Compliance will place a cost burden on businesses, which could deter investment and be passed on to consumers. The CBI is calling on the European Commission (EC) to revise its proposals, in favor of a proportionate, risk-based approach to the scope of data protection regulation that balances the benefits with the costs of changes, the data protection rights of individuals with the needs of customers and businesses, and their impact on innovative business models."Since innovation is a key driver of economic growth, it's vital that governments here and in Europe support cutting-edge businesses to continue to innovate, before they get left behind by the rest of the world," said Matthew Fell, CBI director for competitive markets. Firms from across the commercial spectrum will also be affected by the proposed changes as better quality data increasingly drives improvements to business operations and services.

To read more, click here

Increased Data Protection Risks

The ICO has stepped up its enforcement of data breaches by businesses and organizations as well as individual staff members, and have begun issuing monetary penalty notices. So far the fines have totaled over £1m ($1.6 million dollars) across 13 cases and they appear to be on the rise. The fines either relate to unencrypted laptops or paper records being lost or stolen, or unlawful disclosures of personal information to the wrong recipients. In the vast majority of cases, the incidents are due to human error and are avoidable. One of the most noticeable changes over the last year has been the increase in individual criminal prosecutions for unlawfully obtaining personal data. Undertakings from data controllers and ICO audits are other enforcement actions that have increased. Organizations receiving personal data from unauthorized sources need to exercise extreme caution: if there is no audit trail to justify lawful obtaining of the personal data, the business will be placed at risk if it receives it and uses it.

To read more, click here

Hungary Files Further Amendments to Meet EU Conditions for IMF Aid Talks

Hungary's government filed further amendments to laws criticized by the European Commission that have blocked the start of talks on a European Union and International Monetary Fund loan. The latest changes narrow the prime minister's room to fire the independent data-protection commissioner, according to the amendment posted on Parliament's website yesterday. It doesn't address a second EU objection about the termination of the previous commissioner's mandate before it expired. The amendments aim to "strengthen the independence" of the data-protection agency "in line with the European Commission's concerns," according to the document.

The European Commission this week took a formal step toward seeking a court order to require Hungary to redraft laws on the judiciary and data-protection agency and asked for more information on planned changes to a new central bank law.

To read more click here

Indian Call Centres Accused of Selling Britons' Personal Data

Employees from Indian call centres are selling Britons' confidential personal data, including credit card information, medical and financial records to criminals and marketing firms for as little as two pence, an undercover investigation has discovered. Two 'consultants', claiming to be IT workers at several call centres boasted of possessing 45 different sets of personal information on nearly 500,000 Britons. The information, much of which is related to customers at major financial companies, including HSBC, Barclays, Halifax, Lloyds TSB and NatWest, would allow criminals to syphon thousands of pounds from bank accounts within minutes.

Indian authorities said their efforts to combat corruption have been thrwarted by the unwillingness of companies, keen to avoid negative publicity, reporting data losses.

To read more click here

India's State to Regulate Private Detective Agencies

The state government will soon regulate private detective agencies that have mushroomed across Mumbai and the rest of Maharashtra. Home minister RR Patil told the legislative assembly on Tuesday that the state government would soon make a legal provision to make registration of detective agencies mandatory. He also assured criminal action against the heads of cell phone service providers if their company employees were found to have helped detective agencies with call records. "This law will fix responsibility and also decide the nature of investigation or detective work that these agencies can undertake," he said.

To read more click here

A day after unearthing a nine-member gang involved in making fake educational and other documents, UT Police SIT busted a four-member gang also involved in supplying fake degrees. The four-member gang, had been operating from two offices- a sub office in Sector 35 and a main office being run under the name of Sai Service Education in Zirakpur. The Gang focused on providing fake degrees for universities located in central and east India.

UT Police added that the scam needed a deeper probe as most of the degrees were not caught in verification which pointed towards them being authenticated at a later date. Police have also found out through middle men in Delhi, that degrees in two universities were being authenticated. Police have identified 18 persons who bought degrees from the gang.

To read more click here

Privacy laws to be overhauled

Justice Minister Judith Collins today announced the Government would repeal and re-enact the Privacy Act 1993 following a Law Commission report released last year, which made more than 100 recommendations. "Our current privacy law has been in place for almost 20 years and predates the creation of the internet," Collins said. "Huge changes to technology and information flows have occurred during that time and they have overtaken our privacy laws." "The foundations of the Act are sound, but it needs to be updated to reflect our changing attitudes and the way people, business and government use information in the 21st century."

"Privacy is as important to people as it's ever been. But the Act doesn't always give people the protection they expect and need, particularly in the context of modern technology."

To read more click here

Senate Approves Data Privacy Act on 3rd Reading

The Senate has passed the Data Privacy Act. The bill is based on European Directive 95/46/EC and requires certain data security standards in addition to provisions on the handling of data by business process outsourcers (BPOs). It mandates public and private entities to protect and preserve the integrity, security and confidentiality of personal data collected in its operations and emphasizes the importance of complying with international data security standards.The bill's author, Sen. Edgardo Angara, feels it will help spur investment in the Philippines BPO and IT sectors. Under the Act, a National Privacy Commission will be established to implement and enforce the regulations of the bill. "By establishing such a policy framework, we actually protect Internet freedoms while making sure the Web remains safe,"Angara said. "In this way, we reduce the risk for true harm to be inflicted and heighten the opportunity for our digital space to be a truly productive and collaborative venue."

To read more, click here

Ministry of Information, Communications and Arts Issues Paper on Personal Data Protection Bill

The Ministry of Information, Communications and the Arts (MICA) has issued a consultation paper on Singapore's Personal Data Protection Bill. The Data Protection Bill concerns the regulation of the collection, use, disclosure, transfer and security of personal data. The proposed introduction of a DP regime in Singapore seeks to create a balance between the need to protect individuals' personal data against organisations' need to obtain and process such data for legitimate and reasonable purposes. It seeks to protect the interests of consumers and deliver economic benefits for Singapore. The proposed Data Protection regime seeks to safeguard individuals' personal data against misuse, at a time when such data has become increasingly valuable for businesses and more easily collected and processed with information technology. The legislation will also provide for a Commission, referred to in this paper as the Data Protection Commission ("DPC"), to be set up to oversee compliance with the new Data Protection law and to undertake DP education and awareness efforts. It is believed that this legislation will strengthen and entrench Singapore's position as a trusted hub for businesses, a key national economic strategy for Singapore. MICA will accept written comments on the paper until 30 April.

To read more click here

Spanish Supreme Court Annuls Limitation on Processing of Personal Data

It was reported in November, the Court of Justice of the European Union ("CJEU") declared that Spain's refusal to permit the "legitimate interest" justification for the processing of personal data -- instead, requiring data subjects' consent as the way of carrying out the majority of the data processing in Spain -- violated section 7.f of the European Data Protection Directive 95/46/EC. The Spanish Supreme Court has now incorporated the CJEU's ruling into Spanish law. The Spanish Supreme Court also annulled article 10.2(b) of the Royal Decree developing the Spanish Data Protection Law ("DPL"). This modification will have significant consequences for the ways in which companies process personal data in Spain since, until today, the Spanish data protection framework was organized around obtaining data subject consent.

To read more, click here

Voluntary Sector Wants Free CRB Checks

Oxfordshire Community and Voluntary Action (OCVA) says the new Criminal Record Bureau (CRB) system should be free, to ease the burden on the voluntary sector. Changes will come into place in 2013, which will mean checks can be made online. The new system will also mean volunteers will not have to take a different background check for every volunteer role they take up. OCVA has written to local MPs about its concerns over additional administration fees for the new system and have added their support to Volunteering England's campaign for entirely free checks for volunteers. "Additional costs like these will take away from the fantastic work the sector does in caring for the most marginalized in society and providing vital services for our communities," said Lindsay Watts, manager of OCVA's volunteer centre.

To read more, click here

World Information Center:

Directory of Cities and Towns in the World Criminal Justice Systems of the World The World Clock - Time Zones Holidays and Celebrations Around the World Freedom of Information and Access to Government Records Around the World The CIA World Fact Book The Official US Time

Bookmark the World Information Center for easy use whenever you need information

Visit 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.

www.backgroundscreeningjobs.com

The Good, the Bad, and the Ugly of Electronic I-9 Implementations: Lessons Learned From Corporate America

Curious to hear the stories of other companies who have moved to an Electronic I-9 system? Wondering which factors are most important when considering to go Electronic? Don't knowhow to break up with your existing vendor? Uncover real-life case studies from your peers and take an honest look at the realities behind implementing and using an Electronic I-9 solution.

2012 Events ( Click Here to View full list of 2012 Events ) - Updated Monthly

SHRM State Conferences, visit http://www.shrm.org/Conferences/StateAffilliateConferences/Pages/default.aspx

Drug and Alcohol Testing Industry Association (DATIA), 2011 Training Course Schedule, visit
http://datia.org

SAPAA Training Institute Learning Events, http://www.sapaa.com/

CUPA-HR Conferences: http://www.cupahr.org/

World Federation of People Management Associations, Events, http://www.wfpma.com/events/by-region#quicktabs-tab-view__events__page_3-4