Privet! Well, its’ official. Fall is here. Hold on because soon we will start hearing about the Holidays. With all the craziness that is happening with our Financial markets it will be very interesting to see the impact that this will have on consumer confidence and Holiday shopping. Retail stores could be in for a hard winter.

I am looking forward to seeing many of you in Scottsdale at the NAPBS Mid-Year Conference. Please be sure to come by our booth to say hello and to try your luck at winning a Bose QuietComfort Headset. Also if you have not received a copy of our landmark publication, The Employment Screening Journal please come by and get one.

I am on my way to Virginia to celebrate my Aunt’s 90th Birthday which is truly a blessing. To be on this planet for this time period and have witnessed the events of the last 90 years must be an amazing thing. I can only hope that all of us have the same pleasure and opportunity.

Incidentally, if you are attending the upcoming PIHRA Annual Conference (PIHRA is SHRM’s largest chapter and covers all of Southern California) I am speaking on ‘Managing the Risk of Hiring Non US Citizens’ so please come by to say hello and lend me some moral support. Also remember that we have an open Calendar of Events on my web site where you can self post your events or speaking engagements. This is a complimentary service so please take advantage of it and let us help spread the word.

Thanks again for your patronage and happy reading.

PS – Privet is hello in Russian


Volume 4, Edition 9, September 2008



Seven Companies Notified Of Possible Debarment For Knowingly Hiring Illegal Aliens

The U.S. Immigration and Customs Enforcement has announced that it has notified seven companies of potential debarment from federal contracting because each has been found to be unlawfully employing persons without work authorization. Such notification has the following effects. Each company's name has been entered into the Excluded Parties List System (EPLS), a web-based system that identifies parties suspended, debarred, proposed for debarment or otherwise excluded from receiving federal contracts, certain subcontracts, and certain types of federal financial and non-financial assistance and benefits. (The EPLS is at Each company is immediately prohibited from competing for new government contracts.

For More Information Go To:

States That Ban Cell Phones While Driving

Since cell phones have become a necessity for today’s business professional and many of you travel across state lines we thought you would be interested in knowing those states that have banned the use of a cell phone when driving unless used with some form of hands-free kit. Hopefully this knowledge will keep you out of hot water with the law and more importantly keep you free of injuries.

To view the complete list go to:

NAPBS Fall Conference - Report from Bruce Berg and Evan Zatt

The attendance at the conference grew by 15% over last year to 345 attendees. Originally, this mid-year conference was mostly an organizational meeting for the Board, the committees and the committee members, but has grown far beyond that to really become almost as much as the Spring conference. Sure there is time for the business part of NAPBS, but there were also two days of education tracks that were all very well attended. And, of course, networking, networking, networking; with other companies and with the 25 or so exhibitors who help support NAPBS and care enough to be there for NAPBS members. There was also some very effective after-hours social networking which is so much fun and so informative as well.

To Read the Full Report Go To:

What Companies Need To Know When Hiring A Screening Solutions Firm

For security directors and company executives, protecting a company’s people and assets encompasses the implementation of a wide variety of different solutions. For some this might be the addition of video surveillance or an employee card-based ID system. Still for others it might involve the use of information security policies to protect company data. Perhaps overlooked by some security directors, however, is the need to make sure the people working for the organization are honest, safe and legally qualified to work. One of the best ways that companies can make sure that its employees are on the “up and up” is to conduct background screenings on new employees in sensitive positions. More and more often, corporations turn to companies that specialize in such background screenings. However, before selecting a screening firm, companies must make sure the screening firm has the necessary tools at its disposal to ensure that the information about the potential hire is both timely and accurate.

For More Information Go To:


Secure Identity Systems Helps Springfield State Bank Comply with Red Flag Regulations

Springfield State Bank, a bank serving Washington County, Ky., has signed Secure Identity Systems to help the bank move towards Red Flag compliance in time for the FTC's Nov. 1 deadline. As part of this, SIS will conduct an Initial Risk Assessment, develop a customized Policies & Procedures Manual, and provide New Account Authentication and Change of Address Verification for all consumer accounts. With the Initial Risk Assessment and Policies and Procedures Manual, Secure Identity Systems will evaluate Springfield State Bank's current identity protection strategies, as well as Bank Secrecy Act (BSA) requirements, information security, and identity theft risk factors. They also will outline the measures the bank must implement to detect, prevent, and mitigate fraud. Secure Identity Systems' New Account Authentication will help Springfield State Bank take authentication beyond the standard two forms of ID. When a customer attempts to open a new account, SIS's solution instantly consults a series of databases, including the Social Security Administration, credit bureaus, and local property databases, for the most accurate and current information to authenticate the identity of the new account holder. SIS also provides USA Patriot Act compliance, checking customer ID information against OFAC and multiple other government watch lists.

Secure Identity Systems is the only company in the United States to offer financial institutions a complete, end-to-end solution for Red Flag compliance.

For more information about Secure Identity Systems' array of ID fraud protection services, including New Account Authentication, Anti-phishing Detection and Take-down, and mConfirm Authentication, visit


Insights on Mergers & Acquisitions in These Challenging Financial Times
By Ken Will

The financial world is in turmoil and of course this is impacting the M&A market. If you are considering an acquisition, or selling, you must be asking whether this is the worst of times to make a move — or perhaps the best.

The picture I see, as an M&A Consultant, is a fascinating mixture of good and bad. Here are a few things I see happening:

  • Instead of selling, companies under financial threat may seek mergers with other victims of the crisis. I am seeing
  • quiet talks between struggling competitors, looking for ways to wring out the costs and create a new, stronger entity.
  • Banks, not long ago, were pressuring struggling companies. However, recently, there’s been a dramatic reversal of attitude. The last things banks want today is a number of collapsing companies. You’ll find a more liberal attitude right now.
  • The right acquisition can dramatically accelerate your company’s growth.

The most important benefit of a judicious acquisition or merger can be to “recalibrate” your business. Every healthy business has to redefine itself over and over again to flourish in a changing world. Acquisitions – mergers - and divestitures – can be a swift and powerful way to positively reinvent your company to meet new pressures and leverage new opportunities.

For confidential conversation regarding mergers, acquisitions and sales in the background screening/drug testing/occupational health industry contact Ken Will, AdMed Consulting at or 701-258-7127.


Platinum Member - HireRight, Inc, Named One of Human Resource ExecutiveÒ Magazine’s Top 10 HR Products of 2008

Earlier this month, Human Resource ExecutiveÒ magazine announced the winners of its 20th Annual Top HR and Top Training Products of the Year awards. Among the winners was HireRight, Inc.

Their winning product is HireRight Enterprise which is an enterprise-wide screening- management solution that allows users to request and oversee criminal-records searches, employment and education-history verifications, I-9s and credit reports, motor-vehicle records searches, drug tests and more. Searches can be international or state-specific. The dashboard -- a first for management of screening activities -- displays summaries and real-time progress on all requests, offers a library of letters and e-signatures for compliance and provides workforce analytics. The application can be integrated with other applicant-tracking systems.

SOURCE Human Resource Executive

To Read The Full Article Go To:,580955.shtml

Platinum Member - Verifications, Inc. Named to Inc. 5000 List of Fastest-Growing Private Companies for Second Consecutive Year

Verifications, Inc., (VI) appears on the recently released Inc. 5,000 list of the fastest-growing private companies in the country for a second consecutive year. VI ranked seventh among Minnesota business services companies with three-year growth approaching 150%. VI finished in the top half of the Inc. 5000, a direct result of the company's continued organic growth. "Our inclusion in the Inc 5,000 for a second straight year is attributable to the dedication of the VI team, our comprehensive hiring process solutions and a single-minded commitment to our clients," explains Curt Marks, Verifications' Chief Executive Officer and President. "With the release of VI Applicant Manager, our unique web-based solution that enables employers to select, hire and onboard from a single platform, we're poised to continue our rapid growth." The 2008 Inc. 5000 list measures revenue growth from 2004 through 2007. To qualify, companies must be U.S.-based and privately held, independent - not subsidiaries or divisions of other companies - as of December 31, 2007, and have had at least $200,000 in revenue in 2004, and $2 million in 2007. More information about the 2008 Inc. 5000 can be found at

For More Information Go To:

GIS & Aithent Announce Partnership to Provide Integrated Producer Licensing & Background Screening

ServicesAithent Inc. ( and General Information Services, Inc. (GIS) ( announce the launch of a strategic partnership between the Aithent Regulatory & Compliance Solutions (ARCS) group and the GIS Pangea for Insurance platform. Aithent and GIS will combine their leadership positions in the insurance licensing, onboarding and background screening markets to provide the industry with integrated products that will enable insurers, brokers, and agencies with a streamlined process to manage insurance licensing, background checks and appointments from a single compliance dashboard.

"We at GIS are delighted to be working closely with Aithent, the leader in the insurance regulatory and compliance software market, to deliver a powerful and flexible licensing solution to our clients and to the broader insurance compliance market." stated Raymond Conrad, CEO of GIS. "The time for user-friendly, integrated compliance tools has arrived and Aithent and GIS are proud to provide the first end-to-end solution that supports the ways in which our clients actually do business."

For more information about GIS and their products and services, please visit

SOURCE: General Information Services, Inc.

 Welcome to the Legal Challenge Question!

Sponsored By:

FETCH Technologies

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 or 312-460-5000 or visit

Please choose your answer by clicking on it:

If sued under the FCRA, a CRA could be potentially liable for:

a) punitive damages with a cap of $1,000 per violation

b) punitive damages with no cap, actual damages, and attorney's fees

c) actual damages and attorney's fees only

d) punitive damages and attorney's fees only

2009 Budget Season is Here!

We Specialize in Promoting the Products and Services of businesses in the Background Screening Industry. Advertise with us in 2009:

 ANNOUNCEMENTS (continued)

WinOcular Applicant Tracking and Hiring Automation Technology Revolutionizes Hiring for School Districts

The WinOcular Hiring Automation and Applicant Tracking system will allow Region 10 to provide a nationally and regionally focused hiring portal for applicants to view postings and apply for jobs in all 80 school districts and charter schools served by the Regional ESC. “The focus on the applicants needs is a unique perspective offered by WinOcular,” states Dr. Williams. “Job seekers complete just one application and are immediately able to apply for jobs in every one of our Districts. This will save them time and improve their chances of being hired in Districts that meet their preferences.” WinOcular then integrates with an automated background checking systems to further qualify each applicant

.For More Information Go To: or call Paul T. Montgomery, Director of Marketing, Combined Computer Resources, Inc. at 800.956.1866 x107


DOT Response to Comments and Decision on Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Having considered the comments, the Department remains convinced that conducting all return-to-duty and follow-up tests under DOT is the most prudent course from the viewpoint of safety. It is the method we have available today to deter and detect attempts to cheat, pending the availability of less intrusive alternative specimen testing methods. Under 40.67(b), there are no individuals who will be directly observed who have not already been subject to being directly observed under previous versions of Federal safety requirements by refusing to test, using illegal drugs, or otherwise breaching the rules. By this conduct, each of these individuals has shown a willingness to endanger public safety. Individuals in this category have a greater than average likelihood of using illegal drugs in the future and a higher than average motivation to cheat on a test. Under these circumstances, the Department is justified in regarding these individuals as having a reduced legitimate expectation of privacy, compared to covered employees in general. Given the increased availability of cheating products, compared to twenty years ago when Part 40 was first issued, the Department can properly adjust the balance between safety and privacy by making DO collections mandatory, rather than optional, in follow-up and return-to-duty testing.

For More Information Go To:


ASIS International Releases Research Report on Strategies to Detect and Prevent Workplace Dishonesty
By Read Hayes, PhD

ASISEstimates reveal that between 40% and 50% of all business losses can be attributed to employee theft. Employers cannot afford to ignore this large-scale problem and should do everything in their power to create a workplace atmosphere that promotes honesty and encourages and rewards good behavior. They need to make it clear that dishonest behavior will be quickly detected and severely punished. This report provides research-informed, practical strategies to reduce counterproductive workplace behaviors, including thefts and frauds of all types. It describes factors that can lead to these behaviors, describes common employee theft and fraud methods, and analyzes selected prevention techniques, policies, and technologies. Regardless of their motivation, many employees are more likely to stray from acceptable behavior when an opportunity presents itself. If an employee perceives little chance of being caught, he or she may be more inclined to steal. This report provides employers in all types of businesses with ways to discover counterproductive and criminal employee behaviors and to prevent employees from even thinking of swaying from acceptable workplace norms. When implemented, the numerous strategies documented through research can prevent problems from occurring—and reoccurring.

For Read The Full Report Go To:

 DATA PROTECTION (continued):

Massachusetts Issues Comprehensive Data Security Regulations

Recently, Massachusetts issued comprehensive regulations relating to the law, which will impose a significant compliance obligation on virtually all businesses with employees or customers in Massachusetts. All businesses which hold or transmit personal information of their customers and employees must review their existing policies and employee handbooks to ensure compliance with these new regulations. The regulations impose two broad requirements. First, the regulations require every business that holds personal information to implement and maintain a comprehensive, written "information security program." While the regulations make it clear that the program should be tailored to the particular business or industry, all programs must address the following issues:

To Read The Full Article Go To:

Survey Shows Dismissed IT Staff Will Steal Your Secrets – If You Let Them

A survey into “Trust, Security & Passwords” conducted at Infosecurity 2008 – Europe largest IT security event amongst 300 IT security professionals has revealed that 88% of IT administrators, if laid off tomorrow, would steal valuable and sensitive company information. The target information includes the CEO’s passwords, the customer database, R & D plans, financial reports, M & A plans and most importantly the company’s list of privileged passwords. Only 12% would be honest enough to leave empty handed. The privileged password list provides the keys to unlock access to every piece of information that’s on the network, of the 88% that said they would take valuable information with them a third of devious IT administrators would take the privilege password list which would give them access to all the other sensitive and valuable documents and information such as financial reports, accounts, salaries and other privileged and highly sensitive information. If the looming recession means redundancies at your workplace, exercise extreme caution when it comes to dismissing your IT guys - that’s the stark warning from privileged identity management specialist firm Cyber-Ark.

For More Information Go To:

Most Security Leaks Are Caused By Poorly Trained Employees, Not Technology

Firewalls, passwords and high-tech entry systems are all very well, but they cannot stop someone from leaving documents on a train or lending their pass to a work-experience student. With all the attention being given to hacking, identity theft and computer-related security recently, it is easy to forget the key role that staff play in corporate security. “People are beginning to realise that the data-security leakages we have read about in the press are never down to technology – they are always due to people screwing up,” said Martin Smith, chairman and founder of The Security Company (International). One of the first steps that organisations should take, he advises, is to make sure staff understand the security implications of the decisions they make each day.

To Read The Full Article Go To:





Background Screening and Investigations

Managing Hiring Risk from the HR and Security Perspectives

By W. Barry Nixon, SPHR and Kim Kerr, CPP
352 pages 16 ills
Copyright 2008
USD 49.95, Reference

Butterworth-Heinemann Title
ISBN: 978-0-7506-8256-5

To Order Go To and click on the book cover


The Safe Hiring Audit: The Employer’s Guide to Implementing a Safe Hiring Program, Authors: Lester S. Rosen, Michael Sankey

This unique resource provides a modern blueprint that enables hiring personnel and managers to audit and evaluate their current hiring practices for legal compliance and best practices. The 25 audit questions isolate potential problems and providethe needed instructions on how to make necessary corrections. In-depth details include companywide hiring policies and procedures, legal compliance with the Fair Credit Reporting Act, compliant applications and interviews, and use of criminal record information. The tools and implementation guidelines provided are essential for both small business owners and major corporations.

To view table of contents go to - Visit or For More Information and To Order Go To:


We can help you have a high quality e-newsletter to help nurture your relationship with your clients and attract new clients. Our customized newsletter service will take over your newsletter task or create a new one for you. We can manage the creation of your newsletter for you.

We are constantly researching information to use for The Background Buzz and you can put our research to use for you. Using the information rich content from The Background Buzz (minus the ads and competitors information) we will create a custom newsletter for you.

Use your staff’s time to do more valuable work and save all the hassle of researching or writing articles, formatting and managing all the other ezine tasks with our customized ezine process.

Contact Barry Nixon at 949-770-5264 or at for more information.

 One Place! Many Suppliers!

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

Visit’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)


Are you interested in keeping up with the latest developments on the world wide web and with web site technology from a business owner or business development perspective? If so you may want to sign up for Web Site Magazine. It is complimentary and written in a straightforward, easy to read and understand manner. It is published in hardcopy.

Website Magazine


Global Manpower Employment Outlook Survey Reveals Employers in 25 of 33 Countries and Territories Surveyed Set to Slow Hiring From Three Months Ago

Outlooks remain relatively stable in France and Germany while job prospects expected to weaken from three months ago in the U.S. and U.K.Job seekers can expect a slower fourth-quarter hiring pace in the majority of the world's labor markets, revealed the Manpower Employment Outlook Survey of global hiring trends released today by Manpower Inc. (NYSE: MAN). While more subdued employer hiring forecasts continue to reflect current economic challenges and uncertainty, reports from employers in Austria, Belgium, the Netherlands, Canada, France, Germany and Sweden indicate that hiring in many markets is expected to be steady in the next three months. "The recent downturn is weighing on the minds of employers. They are not conducting widespread layoffs across all industry sectors, which is encouraging; yet, we are not seeing much appetite to add staff either," said Jeffrey A. Joerres, Chairman and CEO of Manpower Inc. "Some key markets, such as the U.S., U.K. and Spain are clearly struggling to gain traction in the current downturn, while others, such as France and Germany, appear to be holding their own. In the coming months we will continue to see employers around the globe making do with the people they have, finding ways to contain costs and being very cautious about hiring decisions."

For More Information Go To:


Toronto Transit Workers Face Drug Tests

The Toronto Transit Commission has adopted a fitness-for-duty policy that allows for drug tests of new applicants and employees, if there is a reasonable suspicion of impairment, after an incident or accident, if the person has a past violation for drug or alcohol use on the job or before an individual who has undergone treatment for addiction returns to work. But union members will refuse to submit to drug testing unless the specifics of the policy are approved by their bargaining unit the Amalgamated Transit Union Local 113.

For More Information Go To:

The Unique Challenges to Privacy Rights Posed by the Internet and Other Emerging Technologies

In a short articled entitled “Privacy Law, the Web” Ben Spaulding stated that privacy on the web seemed analogous to ice cubes in hot chocolate – the one simply dissolves the other. Do privacy and the Internet exist in a zero sum relationship? Do advances in Internet technology necessarily equate to the eventual loss of privacy on the Internet?

For Canadians, privacy and the protection of personal information is an important value that entails more than what Justice Louis D. Brandeis termed “the right to be let alone” – it includes the notion that individuals should control how their personal information is used, collected and disclosed. The right to go about our daily lives anonymously is also a fundamental aspect of privacy rights in Canada. In fact, privacy rights in Canada enjoy elevated status; Canadian courts have had no hesitation in classifying the Personal Information Protection and Electronic Documents Act (“PIPEDA”) as a fundamental law of Canada, just as the Supreme Court of Canada ruled that the Privacy Act enjoyed quasi-constitutional status. The personal information of individuals has, in part due to the advent of the Internet, become an increasingly valuable asset. Some sources have even been able to determine the value of personal information stolen from individuals and an entire industry of data brokering has been created online that specialize in the compiling, analysis, and selling of personal information to individuals and organizations.

For More Information Go To:


China Hiring Trends

China was the only bright spot in the most recent Hudson hiring survey (2nd QTR 2008).China’s lead in economic growth makes it likely that it’s lead in job generation will continue into the mid-term future at least. It’s nice to be the leader of the pack. Most companies around Asia are currently pulling back executive hiring plans, and the general tone is one of pessimism. Unfortunately, the slowdown seems to be restricted to actual hiring numbers, and there is little pressure off salary inflation for new hires. ‘Pay me more money because things are more expensive’ has replaced ‘Pay me more or I take a better paying job’ as the new mantra. According to Hudson, Hong Kong, followed by Japan, will see the sharpest slowdown in executive hiring, with only 42 percent of survey respondents in the Chinese territory planning to hire this quarter, down from 57 percent in the second quarter. Overall the attitude of hiring managers is one of caution, not fear. But the negative news keeps coming in. What I am hearing from managers in China is that they are not sure about the overall economic climate, but that 2009 will see some sort of slowdown in their industry. Individual cases, such as semiconductors, textiles, paper, shoes and packaging are already exhibiting signs of a slowdown, some serious.

For More Information Go To:


The Truth Of The Matter

An impressive resume had got Rita her present job three years ago. But, when an international firm acquired her company recently, and decided to subject all employees to a background check, it was revealed that Rita had been fired by her previous employer. Nearly 40 per cent of all resumes contain false or misleading information, according to a study. Therefore, companies should not only conduct pre-employment screening, but also verify existing employees' claims every year or 18 months to limit liability at the workplace, say HR experts.

Some companies screen employees every year as they handle sensitive information. Tests may be required when a large company acquires a smaller firm and the new employer mandates verification. Infinity screening BPO and IT companies go in for regular screening checks for employees who travel globally on long stints on work permit. Rescreening may be done to strengthen risk management processes or as a semi-marketing tool to add to the brand value. According to Ashish Dehade, MD - West Asia, First Advantage Private Limited, a candidate whose background has been screened and found to be 'clear' doesn't become 'clear' for the future as well. He/she may commit a crime after the background screening has been conducted and thus relevant risks related to employing such staff remain. "Our company recently introduced the concept of 'Infinity screening' in India - which is all about checking criminal records of existing employees on a regular basis," says Dehade.

For More Information Go To:


Check Background Of Former Iraq Contractor Employees

The US law which permits up to 5000 Iraqis who have previously worked for the US government or its defence contractors toresettle in America is reportedly at high risk for fraud and abuse, with as many as 25% of those approved not having worked in those specified slots.

For More Information Go To:


Employee Fraud Rises As Credit Crunch Hits

This year marks the fifth year of our FraudTrack research - new research shows that the number and value of business fraud cases going through the criminal courts is falling dramatically, and it warns that UK PLC are losing faith in the police in combating fraud by employees and executives.

This year, we identified 267 reported cases of business fraud (worth above £50,000) with a total value of £1.04 billion. This compares to 2006, when it identified 295 cases with a value of £1.37 billion, a reduction of 24 per cent. When large VAT frauds (against the Treasury) are removed, the figures are even starker, with non-VAT fraud cases of just £496 million reported in 2007 (compared to £913 million in 2006 – a fall of 46 per cent). About 87 per cent (£432 million) per cent of these non-VAT frauds were reported by business in the financial services sector, with all other sectors of the economy accounting for only 13 per cent of reported (non-VAT) frauds. This means that organisations employing well over 80 per cent of the UK workforce are only reporting 13 per cent of fraud by value.
copyright owned by BDO Stoy Hayward

For More Information Go To:


Dismissed IT Staff Will Steal Your Secrets – If you Let Them

If the looming recession means redundancies at your workplace, exercise extreme caution when it comes to dismissing your IT guys - that’s the stark warning from privileged identity management specialist firm Cyber-Ark. Its annual survey into “Trust, Security & Passwords” amongst 300 IT security professionals has revealed that 88% of IT administrators, if laid off tomorrow, would steal valuable and sensitive company information. The target information includes the CEO’s passwords, the customer database, R & D plans, financial reports, M & A plans and most importantly the company’s list of privileged passwords. Only 12% would be honest enough to leave empty handed.

The privileged password list provides the keys to unlock access to every piece of information that’s on the network, of the 88% that said they would take valuable information with them a third of devious IT administrators would take the privilege password list which would give them access to all the other sensitive and valuable documents and information such as financial reports, accounts, salaries and other privileged and highly sensitive information.

For More Information Go To:


Vatican Catches Impostor Priest

Vatican security officials have caught a man in clerical garb attempting to pass himself of as a priest who wanted to hear confessions in St Peter's Basilica. Vatican City Judge Gianluigi Marrone said the man was wearing clerical garb and carried documents alleging he was a priest. The man was stopped and his documents checked, and although he had what appeared to be legitimate documents when his documents were checked with Italian authorities they were not valid.

Source: Impostor pastor collared in confession (Sydney Morning Herald, 7/7/08)


We have 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:

AURADATA! Canada’s premier education verification service.

AURADATA is an information repository for employers and institutions to confirm the education claims or professional designations of an individual that has graduated at any Canadian University, College and/or Professional Association.

Federal and Provincial legislations in Canada require permission to research any information identifiable to an individual and the best proof of authorization is a signed release. AuraData requires signed authorization by the subject before releasing any information.

For Further Information Go To:


International Training Resources

We have added International Training Resources to the International Resource Center. We update this section monthly. Bookmark this valuable resource so you can quickly find the information you need.

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


Stressed-Out Co-Worker? Know Signs And How To Offer Help At Office, Experts Say

Feeling stressed at work? Are you or your co-workers stressed out? Even in good times, it's not always easy to keep your cool on the job. But as the economy falters and layoffs sweep certain industries, many people are more worried than ever about job security - in addition to fretting over the value of their homes, the cost of college and a host of other issues. Making matters worse: Stressed-out bosses and co-workers tend to pass tension on to others. Most people can handle the strain. But what do you do when you think the person sitting next to you at work can't?

Indeed, employers may be held liable for failing to prevent the worst-case scenario - office violence. Warning signs include direct threats, menacing gestures or statements such as, "You wouldn't miss me if I were gone." [See the Unlucky 13 for a list of the most prevalent warning signs.] "If you are afraid of someone, there is probably a good reason," says Marina London, Web editor for the Employee Assistance Professionals Association and a licensed social worker. Experts say that someone who appears to be a threat should be dealt with immediately and carefully, with the help of security. But the vast majority of people suffering from mental stress in the workplace don't become violent, and the warning signs that something is wrong may be more subtle. In fact, by the time you notice that a co-worker has a problem, it likely has been going on for a while. That's why experts suggest intervening early.

For More Information Go To:

Need help with a with a workplace violence problem! Contact the National Institute for Prevention of Workplace Violence, Inc. at 949-770-5264 or Barry Nixon at




2008 Events (Click Here to View full list of 2008 Events) – Updated Monthly

SHRM State Conferences, visit

Drug and Alcohol Testing Industry Association (DATIA), 2008 Training Course Schedule, visit

2008 Mid-Year Conference, October 12-14, 2008, Radisson Fort McDowell, Scottsdale/Fountain Hills, AZ

National Association for Professional Background Screeners (NAPBS), 2008 Webinar Schedule, visit

World Federation for Personnel Management, Events,


The Background Buzz is a service of, the premier listing of Preemployment Background Screening companies on the Internet for employers to search for a firm to meet their preemployment background checking needs. The Background Buzz is published by the National Institute for the Prevention of Workplace Violence, Inc. All logos highlighted in ‘New Featured Clients' are the sole property of the companies named and copyright protected by the respectively named company. Please direct questions, feedback or request to be added to or deleted from our distribution list to

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advise regarding actions to take in any situation. Advertisements are presented for information and marketing purposes only and the National Institute for Prevention of Workplace Violence, Inc. makes no representations for any products or services that are promoted and accepts no responsibility for any actions or consequences that occur as a result of any purchases from advertisers.