Volume 4, Edition 2, February 2008



Oklahoma Supreme Court Rescinds Controversial Records Rule Restricting Public Access To Court Records

The Oklahoma Supreme Court today rescinded its controversial rules that would limit public access to court information on its Web site and in court files, saying it wanted to give the issue further study and consideration. The rule change was heavily criticized after the court issued the new rules March 11.

For More Information Go To: http://www.newsok.com/article/3220553

Guards' Pasts Not Probed: State Does Not Regulate In-House Hiring Procedures

Panama City Beach, FL - The Sandpiper Beacon security guard accused of sexually assaulting a teenage spring breaker last week was exempt from a state law requiring at least a week's training and a nationwide criminal history check. State officials said Shawn Wuertley did not have a Florida security license and would not have qualified for one because of his prison record. But, because he worked for the hotel and not a security company, a license was not necessary. "If a private entity such as a motel wants to use one of its own staff members, and not carry a gun, the person does not undergo any special training or any background investigation," said Terry McElroy, spokesman for the Florida Division of Licensing. It is not clear whether the hotel conducted its own background check when he was hired.

For More Information Go To: http://www.newsherald.com

Violence Registries

States are continuing to create boutique criminal records databases. Baltimore, Maryland recently approved legislation that would create a public Gun Offenders Registry, requiring those convicted of gun related offenses register their name, address, and photograph with the police department. As yet, a Web database is not available.

For More Information On Other Boutique Criminal Records Database Go To:

Detroit Second Chance Through Expungement Program

The Second Chance Through Expungement program, launched by County Executive Robert Ficano, seeks to eliminate a barrier that often keeps previously incarcerated people from getting a job. Under the program, Wayne County residents who have had one nonviolent offense and have not gotten into trouble in the past five years will be eligible to get the conviction set aside. County dollars will help fund expungements, which can cost as much as $1,200. Expunging convictions has been legal in Michigan since 1965. A partnership with Legal Aid and Defenders, Michigan State Police, the Wayne County Prosecutor's Office and judges will help oversee the process. There are about 8,500 nonviolent offenders in Wayne County, but it's unclear how many of them are out of work and eligible for the program, director Jones said. About 1,000 people showed up for the meeting to find out about getting their records.

For More Information Go To: http://www.detnews.com/apps/pbcs.dll/article?AID=/20080319/METRO/803190419/1409/METRO


It's Time To Go Back To School With employeescreenIQ

employeescreenIQ launches employeescreen University , a first-of-its-kind interactive, educational learning resource for human resource, security and risk-management professionals, which features regularly updated, free background-screening information aimed to help you make better hiring decisions. employeescreen University is pioneering - an interactive learning tool designed specifically for your use. The Web site provides you with the opportunity to learn how to enhance your background screening procedures with best practices, as well as important information that affects your use of background checks. Click on this link for your trip back to school! university.employeescreen.com monitors current employees for criminal behavior.

Tazworks Announces Newest Software Advancement For Professional Background Screening

Tazworks, has launched its latest and highly anticipated online software advancement called the InstaScreen Premiere 2.0. The InstaScreen Premiere 2.0 is a full-featured, user-friendly, Internet-based software, allowing background screening companies, consumer reporting agencies and investigative industries to exceed their clients’ expectations with the most simple and powerful software on the market. The background screening industry is moving rapidly away from manual transcription and data entry towards electronic data exchange. InstaScreen Premiere 2.0 has been developed to facilitate this transition with its Data Exchange Gateway.

For Additional information Go To: www.tazworks.com

Verifications, Inc. Enhances Electronic Fingerprinting Solution

Verifications, Inc., a leading provider of global employment screening and applicant management services, and technology partner Advantage Biometrics Group, a leader in Live Scan technology, today announced the release of Verifications’ enhanced electronic fingerprinting solution that allows employers to electronically submit fingerprints to the Federal Bureau of Investigation (FBI) or applicable state agency. The solution combines a nationwide network of electronic Live Scan devices with a web-based management interface that enables employers to initiate, track and manage the electronic fingerprinting process right from their desktop.

For More Information Go To: http://www.verificationsinc.com/enhanced-electronic-fingerprinting-solution-press-release.html

 Welcome to the Legal Challenge Question!

This Month’s Challenge is sponsored by:

The 2008-2009 Background Screening Industry Buyers Guide

Click Here For More Information on the Buyers Guide

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:

Question #3

If I am assisting my employer client with the adverse action process, what is the best practice for sending a notification to the applicant/employee?

a) If it is an applicant, send two letters, one stating they are not hired along with a copy of the report, and one stating they can dispute the information in the report.

b) If they are an employee, send a letter notifying them that they are terminated from employment, but you do not need to send a copy of the report.

c) Regardless of the employee is an applicant or employee, send a copy of the report, summary of rights, and a letter telling them they are not hired or are terminated.

d) Regardless of the employee is an applicant or employee, send one letter with a copy of the report, summary of rights and information stating the company is thinking about taking adverse action and the consumer can dispute the report, then send a second letter taking the adverse action.


United States and European Union Negotiating Personal-Data Sharing Treaty

The nation's precarious economy seems to be having dissimilar effects on hiring. High-level and highly skilled workers remain in demand while some U.S. employers are beginning to think about hiring freezes and downsizings. A survey conducted by New York consulting firm Mercer found that 33 percent of U.S. employers may implement hiring freezes or downsize their staffs due to the current economic slump. In addition, according to Milwaukee-based Baird Equity Research, an international asset management firm, the rate at which the economy is adding jobs has slowed.

For More Information Go To: http://www.hreonline.com/HRE/sto

What To Do When The Competition Heats Up And The Market Slows Down
By Bruce Berg

“Woe is me, my sales are down 10% and my profits are slipping away. What should I do?”

Maybe you are not facing this quite yet, however, if the economic forecasts are correct, you will be in 2008. Classic marketing theory says, in a down economy, you should increase your expenditures for marketing and sales. You ask, “How can I increase my expenditures when I anticipate my sales will drop; how will I pay for these?” Well, there are some options.

To Read the Full Article Go To: http://www.bergconsultinggroup.com/id60.html


One in 100: Behind Bars in America 2008

New report by Pew's Public Safety Performance Project details how, for the first time in history, more than one in every 100 adults in America are in jail or prison http://www.pewcenteronthestates.


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The Guide is going to debut at the 2008 SHRM Annual Conference in June in Chicago. We will be showcasing firms in the background screening industry and distributing copies to more than 20,0000 human resource professionals at conferences as well as thru mailings.

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For More Information Click Here or to reserve space contact Barry Nixon at wbnixon@aol.com



Bill Would Require Drug Tests For Welfare Recipients

Perry County’s representative in the Missouri Senate, Sen. Jason Crowell, R-Cape Girardeau, Wednesday filed legislation that would require public benefit recipients to pass a drug test in order to receive state benefits. The bill would require the Department of Social Services to develop a screening program for those receiving Temporary Assistance for Needy Families. "This program provides an important outreach to help families in some dire situation in Missouri," said Sen. Crowell. "This legislation will assure that the people utilizing these funds are not abusing this service, and are really trying to improve their quality of life."

For More Information Go To: http://www.semissourian.com/story/1315061.html



TazWorksNew ad




When Employees Steal: Five Reasons Your Business Could Be Vulnerable To Fraud

The last thing you want to discover is that one of your employees is stealing from your small business. Not only is it a total violation of your trust, but internal fraud also has the potential to put you out of business. According to the Association of Certified Fraud Examiners, businesses lose an average of 5% of revenues each year to fraud. Could your company survive if an employee stole 5% of your revenues? The new book, Essentials of Corporate Fraud, details many of the red flags that may point to fraud in your company. There are literally hundreds of warning signs that might indicate an employee is engaged in a fraud scheme. Here are a few:Is an employee struggling with personal problems? Employees with financial troubles, addictions, chronic legal problems, instability in their personal lives, or unusual work habits might be more likely to commit the fraud. Are accounting errors popping up? A company's accounting process and financial records might also point to an ongoing fraud. Some of the best business software will alert you if bookkeeping entries don't line up the way they should.For More Information Go To: http://www.walletpop.com/2008/03/17/when-employees-steal-five-reasons-your-business-could-be-vulner/

Accurate Background, Inc. Announces Record Breaking Growth

Accurate Background, Inc., a leader in the background screening industry, recently announced that nationwide sales continue to exceed expectations; 2007 numbers show sales increased by over 150% from 2006. The company has also already experienced record-breaking sales in January 2008, generating more new clients in the single month, surpassing the entire first quarter of 2007. Vice President of Sales & Marketing Aaron Charbonnet commented that, True to form, we are beginning 2008 at an amazing, almost unbelievable pace showing nearly a 300% increase in closed sales over the same period last year.”

For more information about Accurate Background, Inc. and its products, call (800) 784-3911 or visit the Company's web site at www.accuratebackground.com.


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Sterling Testing Systems, Inc. Integrates Background Screening Services With Taleo’s Industry Leading Talent Management Platform

Sterling Testing Systems, Inc., the leading provider of pre-employment screening services, announced today that it has entered into an alliance with Taleo (NASDAQ: TLEO), the leading provider of talent management solutions. Under the terms of the agreement, Sterling’s background screening services will be integrated with Taleo’s leading on demand recruiting solution, Taleo Enterprise Edition. Sterling’s certified integration with Taleo Enterprise Edition 7.5 will allow customers to quickly and more efficiently initiate background screens from the Taleo talent management platform. With this integration, applicant data can be securely and automatically transferred to Sterling, eliminating the need for faxing or redundant data entry. The result is a more efficient, accurate and timely screening and on-boarding process.

For More Information Go To: http://www.sterlingtesting.com/News/Press.aspx?prId=50


Would Anyone Care or Even Notice If You Went Out of Business?

How would your company fare in the harsh glare of self-examination?

· Do you provide such a unique product or service that customers would be saddened to see you go?
· Have you forged an emotional connection with your customers that another company couldn't duplicate?
· Could your employees find an employer that treated them as well as your company?

The Po!nt: "How does your company rank?" asks Moore. "Can you answer YES with conviction? Or, do you have to concede by answering NO?" If the latter, it's time to work on drumming up support.

Source: Source: John Moore, Brand Autopsy, http://www.brandautopsy.com John can be reached at john@brandautopsy.com


Disgruntled employee deletes 7-years worth of architectural drawings

As businesses worry about natural disasters and act of terrorism, they should also be mindful, and prepared for, spiteful, angry, and vengeful employees. Marie Cooley of Jacksonville, Florida, came across a job announcement in the classified section of a local paper -- a job which looked like hers. She admits she was certain she was about to be fired. So police say that late Sunday night she crept into the Mandarin office where she worked at Steven E. Hutchins Architects. "She decided to go and mess up everything for everybody," said Jacksonville Sheriff's Office spokesman Ken Jefferson. Jefferson says Cooley accessed the company's server with her own account, and with a handful of mouse clicks and keystrokes she deleted seven years' worth of architectural drawings. Seven years of work were gone in but a few seconds. The company put the value of the deleted files at $2.5 million.

For More Information Go To: http://hsdailywire.com/single.php?id=5419

Are You Protected Against Misconduct By Your Network Administrator?

It's everyone's worst nightmare: You arrive at the office on a Monday morning, and your network administrator has vanished. Maybe she took off for Tahiti, got hit by a bus, or got a better offer. Worse yet, maybe he was not managing at a level that was expected of him, and walked off in a huff when called to the carpet. No one wants to believe that, upon leaving, a network administrator would ever do anything to negatively impact your firm. Far too many firms reject the notion of a written employment agreement, arguing that they never had one in the past, and nothing bad has happened. "It won't happen to us." At some time in the life cycle of every firm you will replace your network administrator — whether due to performance issues, retirement, illness, or other unforeseen circumstances. And keep in mind that your network administrator maintains the "keys to the kingdom." Your network is the heart of your legal organization — it contains essential data about your firm and your clients. Anticipate these departures with adequate planning and procedures. In fact, your organization should have departure protocols in place for every key IT staff member — as well as outside consultants and programmers. Here are tips on how to protect your firm:

For More Information Go To: http://www.lawtechnews.com/r5/showkiosk.asp?listing_id=1766310&category_id=27902

Medical ID Theft Spreading The Pain
Stolen patient data can threaten lives, ruin credit and assault health insurers with bogus claims

Possibly the fastest-growing and least-understood form of identity theft: medical identity theft. Up to 500,000 Americans have been victimized and may not know it, says the World Privacy Forum, which published the definitive review of the subject in 2006.

“Up to 500,000 Americans have been victimized and may not know it”

Individuals made nearly 19,500 complaints of medical ID theft with the Federal Trade Commission from January 1992 to April 2006. “We’re seeing a larger volume of theft reports, and those reports are coming in more frequently,” says Byron Hollis, national anti-fraud director for the Blue Cross Blue Shield Association, which represents the 39 Blue Cross Blue Shield health plans.

For More Information Go To: http://www.insurancefraud.org/fraudFocus.htm

Important Reminder for New York Employers: Focus on Employee Privacy and Data Security

Identity theft has become one of the fastest growing crimes in America. To combat identity theft, many state legislatures have been enacting legislation focused on privacy and data security of personal information. The New York legislature has been in the forefront in this effort. The scope of state legislation impacts all New York businesses in their capacity as employers, among others. The privacy and data security laws enacted in New York in the past few years prescribe the manner in which New York business must handle personal information, including employee information. We summarize three (3) enactments that all New York employers should know and comply with: Social Security Number Protection, Data Destruction and Data Breach Notification. Compliance with these requirements involves various levels of management and legal counsel. Multi-state employers may have to address separate laws in different jurisdictions. These issues, with their potential for class action claims, negative publicity and significant liability, should be at the top of any chief executive's corporate compliance agenda.

For More Information Go To: http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1293

Advertise in
The Background Buzz

Click here for rates

 Association of Certified Fraud Examiners

­ The average organization loses more than $9 a day per employee to fraud and abuse.

­ The average organization loses about 6% of its total annual revenue to fraud and abuse committed by its own employees.

­ Fraud and abuse costs U.S. organizations more than $400 billion annually.

­ The median loss per case caused by males is about $185,000; by females, about $48,000.

NAPBS Webcast Series:

Find out more about webinars by going to ttp://www.napbs.com/content.php?id=289

Courses are open to members and non members.

March 26, 2008
NAPBS - Purpose, Function Committees, Accreditation
Mary Poquette

Register Here: http://www.napbs.com/content.php?id=289


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 One Place! Many Suppliers!

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

Visit PreemploymentDirectory.com’s VENDOR SHOWCASE which features suppliers to the Background Screening Industry (go to www.PreemploymentDirectory.com, click on ‘Click Here’ and then scroll down to Vendor Showcase for Background Screening Industry Suppliers)



Screening for Hazardous Employees – Taking Screening to the Next Level

Infinity Screening comes of age with the feature story in Security Management magazine. This is a must read for background screening firms considering offering on-going screening and reprints would be a great sales aid for educating prospects about the concept. The article gives insightful tips on setting up a policy, addressing internal issues and how to deal with some of the sticky legal considerations for screening current employees.

Source: Security Management, March 2008. See www.SecurityManagement.com for more information.

Pre-employment Screening – Special Report

HR Magazine did an extensive spread on Background Screening in the February edition with a considerable focus on the implementation of standards for quality and ethical operations as well as advances in technology. A positive article packed with insightful information for HR Managers.

Source: HR Magazine, February 2008 edition


NAPBS Forges Ahead with Development of Global Alliance of Background Screening Firms

United Kingdom Meeting - 33 screening professionals accepted the invitation of the NAPBS International Committee and met in the UK to discuss the future of the global background screening and vetting industry. Bob Capwell, said, “At this point, I hope that everyone understands there is a need for a global screening alliance not only in the U.K. and the U.S. but all around the world. It was great to hear everyone’s opinions, ideas and even oppositions. We must all come together to establish a common ground of best practices and start the process of holding our members to a higher standard within our industry.”

Singapore Meeting - 11 screening professionals accepted the invitation of the NAPBS International Committee and met in Singapore to discuss the development of an international global screening alliance. The meeting served as an opportunity for members of the Asia Pacific Area Countries Sub-Committee to meet one another and other interested parties. There was a robust dialogue between attendees and all agreed that creating a global alliance of screening firms was a very positive development.


Canada: Drug and Alcohol Policies vs. Human Rights: The Latest Chapter

Safety policies in Alberta have been in constant friction with human rights legislation ever since drug and alcohol testing was implemented. Under the Occupational Health and Safety Act, employers have a duty to ensure the health and safety of workers. To minimise harm caused by impairment at the worksite, owners and contractors in Alberta, particularly in the oil sands, have been incorporating drug and alcohol policies into their safety programs. While it is a laudable goal to have a safe worksite, owners and contractors have faced numerous legal challenges to drug and alcohol policies brought pursuant to the Human Rights, Citizenship and Multiculturism Act. The December 28, 2007 decision of the Alberta Court of Appeal in Alberta (Human Rights and Citizenship Commission) v. Kellogg Root & Brown (Canada) Company1 is the latest chapter in understanding the fine balance between drug and alcohol policies and human rights. The Court of Appeal stated that there was no evidence that Mr. Chiasson was addicted to marijuana or that his termination by KBR was based on a perception that he was addicted to marijuana. Given these findings, the Court of Appeal determined that the KBR policy could only be discriminatory if the effect of it was that anyone testing positive was perceived as addicted and therefore disabled. As to the purpose of the KBR policy, the Court of Appeal said:

For More Information Go To: http://www.mondaq.com/article.asp?articleid=57236&email_access=on


United States and European Union Negotiating Personal-Data Sharing Treaty

The United States and the European Union (EU) are negotiating a personal-data sharing treaty to make it easier to share such information across borders. A “high-level contact group”—composed of senior officials who hold the rank of at least assistant secretary—to reach a formal agreement on cross-border data sharing, DHS Chief Privacy Officer Hugo Teufel told the Institute for Defense and Government Advancement. The discussions are to facilitate a “smoother process” for the sharing of that data, he said, adding, “There’s going to be a treaty.” Because more information will be flowing across EU and U.S. borders, “we will have to find ways to harmonize and work together,” Teufel said.

"Because more information will be flowing across EU and U.S. borders, “we will have to find ways to harmonize and work together”

Any treaty will have to work out the different approaches to personal-data management that Europeans and Americans have, Teufel said. The Europeans have a more comprehensive approach, encompassing government and private enterprise, he noted, while the American approach is usually more pragmatic, more targeted, more ad hoc and more specific to particular areas. But while the Europeans’ approach is different, “they aren’t any better than the Americans” when it comes to managing personal data and privacy issues, Teufel said.

For More Information go To: http://www.shrm.org/global/news_p

(SHRM membership may be required)

BPOs To Prepare Employee Database To Counter Attrition

New Delhi/Gurgaon: Facing huge productive manpower crunch in a labour-intensive industry, BPO companies are now pinning their hope on the education system which could produce productive manpower. Nevertheless, considering the fact that attrition in the industry has been worsening and hitting the sector adversely, key players have chalked out a plan to get the background investigations done of all employees and thereby creating a data bank for reference for the employers. Giving details of the initiative, Business Process Industry Association of India (BPIAI) president Samir Chopra said that they are going to hire an investigation’s company to carry out this task. "It’s unacceptable to the industry that people who join companies desert them within few weeks. Then the companies, which have invested so much into the training, lose the man and also the investment for no fault of theirs. We intend to stop this by initiating this step," Chopra added.

For More Information Go To: http://www.Timesofindia.indiatimes.com/Business/India_Business/


Solicitors Fined Under Data Protection Act

Two London law firms must pay £815 each after the Information Commissioner sued them for not fulfilling their duties under the Data Protection Act. The firms had failed to register as processors of personal information. The Data Protection Act (DPA) demands that organisations who deal with personal information must register with the Information Commissioner's Office (ICO). Grier Olubi of Adejobi Solicitors and Robert Bentley of Bentley's Solicitors were fined £300 each and ordered to pay £500 in costs and a victims' surcharge of £15 by Stratford Magistrates' Court. The ICO said it had told both the lawyers a number of times that they must register, but that the warnings were ignored.

For More Information Go To: http://www.theregister.co.uk/2008/02/22/lawyers_fined_4_data_breach/

United Kingdom: Top Data Protection Issues For HR Managers

Gone are the days when data protection was just to do with maintaining employee confidentiality and updating contact details from time to time. As busy HR managers are finding, employees now have a much better awareness of their rights (though not necessarily their responsibilities): they have the right to know what information is being processed about them and why, they have the right of access to most of that information and they have the right to expect it to be held securely and not passed on to others who have no legitimate right to see it. Employees also need to understand their responsibilities towards other "data subjects" (ie., those whose personal information is processed by the employer), so as to ensure that they do not (unwittingly or otherwise) trample on those other people’s rights. The following checklist is meant to provide a practical guide to the key data protection issues facing HR managers on a daily basis, and covers the following four areas: Recruitment; Employee Monitoring; Disputes; and Overseas data transfers and business disposals.

For further information, visit:
www.ico.gov.uk (Information Commissioner’s Office)
www.crb.gov.uk (Criminal Records Bureau)
www.disclosurescotland.co.uk (Disclosure Scotland)
Source: http://www.mondaq.com/article.asp?articleid=57448&email_access=on

International Workplace Survey Shows Honesty Is The Best Policy

A new international workplace survey by Kelly Services, one of the UK’s leading recruitment agencies, has revealed the UK is one of the most honest nations when it comes to the job seeking process. Only 8% of the UK admit to being untruthful on their CV or in an interview situation. The most common lies were revealed to be inflating previous salaries and omitting negative details from past employment. Crossing the gender divide, the results reveal UK women are marginally more honest than men, with only 1.8% of females omitting negative details from past employment and 3% inflating their salary. Of the men surveyed, 3% omitted negative details from their past and 3.3% inflated their salary. “Telling a deliberate untruth on your CV or in an interview situation is illegal and counter productive,” according to Steve Girdler, Director of Marketing for Kelly Services, “ as subsequent checks by an employer will reveal the truth and result in the candidate going no further. Even worse, you could end up facing disciplinary action should an untruth on your CV be uncovered once you get the job.

For More Information Go To: http://www.kellyservices.co.uk/res/content/uk/services/en/docs/honesty_press_release.doc


Top 10 Overseas Security Trends for the U.S. Private Sector in 2007

Theft of trade secrets, cyber attacks, insider threats, “home-grown” political radicalism, terrorism and political conflict were among the top security challenges of 2007 confronting U.S. businesses, nongovernmental organizations and academic institutions operating overseas, according to a year-end analysis of trends reported during the past year by the Overseas Security Advisory Council (OSAC). “These growing threats are among the many consequences — some good, and some bad — of increased globalization,” said Todd Brown, a Special Agent with the Department of State’s Bureau of Diplomatic Security and Executive Director of OSAC. “As an increasing number of U.S. businesses, academic institutions, and nonprofits expand the scope of their international operations, they must learn to safeguard their facilities and personnel by incorporating security and risk management into their core business practices,” he said. Brown added, “Those U.S. entities that take proactive security postures, manage their risks, and develop an internal culture of resiliency often are better able to survive and even thrive in riskier environments or in the aftermath of disasters.”

For More Information Go To: https://www.osac.gov/Reports/report.cfm?contentID=77971


We have greatly enhanced our International Resource Center to be a valuable resource for anyone looking for information on doing international background verifications, vetting or verifications. It includes information on international data protection and other laws, terrorist searches and much more. Also included is very practical information on time zones, locating cities, holidays in different countries, etc.

New Information Added:

- United Kingdom’s Financial Services and Markets Act 2000
- The Fit and Proper test for Approved Persons

International Training Resources

We have added International Training Resources to the International Resource Center. We will update this section as we identify new training and educational opportunities.

Bookmark this valuable resource so you can use it over and over.

To view the International Section go to www.PreemploymentDirectory.com and look under the gray line like below in the middle of the page:


Global Manpower Employment Outlook Survey Reveals Strong Hiring Outlook for the First Quarter of 2008 in India, France, Italy and Netherlands; Slight Softening Trend in the U.S.

The Manpower Employment Outlook Survey released today revealed that employer optimism in the global labor market is varied, with employers in 16 of 27 countries and territories indicating softer hiring plans compared to one year ago, but improved job prospects quarter-over-quarter in 12 countries and territories. In the U.S., the outlook is relatively stable from the fourth quarter, but slightly softer than one year ago, reflecting the economic concerns that continue to weigh on the minds of employers. German and Indian employers anticipate a continued positive hiring pace, although slightly slower than three months ago.

The strongest first quarter hiring prospects reported globally were in Peru, Singapore, India, Argentina, Costa Rica, Hong Kong, South Africa, Australia, Japan and Norway. Meanwhile, Irish employers reported the weakest hiring plans globally. The quarterly survey by Manpower Inc. is the world's most extensive forward-looking employment survey, with interviews of nearly 52,000 employers worldwide. All reports are based on seasonally adjusted data, where available.

For More Information Go To: http://investor.right.com/ireye/ir_site.zhtml?ticker=**RHT&script=410&layout=0&item_id=1085993


Three great jobs on www.BackGroundScreeningJobs.com


HirEase, Inc
Software Engineer

Denver, CO, United States
Regional Sales Representative

Southern Pines, NC, United States
CompuFACT Research
Marketing/Sales Agent
St. Louis, Missouri, United States

Log onto www.backgroundscreeningjobs.com to apply or learn more about these industry opportunities.


2008 Events (Click Here to View full list of 2008 Events)


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