BACKGROUND
SCREENING NEWS |
KPMG
Corporate Finance LLC 2011 Background Screening Industry Survey
The background
screening industry has entered a new stage. Through early 2008,
the industry experienced
strong growth with most providers achieving double-digit growth
in annual revenue. From 2008 to 2010, with
hiring down and many providers facing substantial declines in
revenue, companies were generally focused on internal efficiencies
and maintaining customer relationships. Companies often made
price concessions and
offered more services to customers in order to maintain client
relationships. In order to survive the recent economic recessions,
companies implemented significant changes to their infrastructure
and operational processes throughout 2008 and 2009. These changes
have resulted in improved efficiencies throughout the industry.
Today providers are once again focused on growth.
Almost
90 % of survey respondents indicated that the current economic
climate was having a negative impact
on their business, with 35 % characterizing the impact as "severely
negative." In contrast to 2009, when virtually
all providers experienced a decline in revenues, over 70 % of
respondents experienced growth in 2010. Further, nearly all
respondents are forecasting growth in 2011.
To read
the full report click
here:
Remember
the State FCRA Type Laws
Les Rosen
notes in a report for JJ Keller that there are many state laws
that have FCRA implications, and some are quite detailed. For
example, in Massachusetts, the final adverse action letter must
be in 10-point type minimum, be issued within 10 days, and use
specified language. There are 20 states with their own FCRA-type
rules according to Rosen:
Various
states have special rules concerning:
- Disclosure
form for consumer
- Rules
for Investigative Consumer Reports
- Nature
and Scope letter
- Disputed
Accuracy procedures
- Timing
and notice of reports
- Notification
periods
|
-
7-year limit on criminal records
- Arrests
-
Misdemeanors
-
First offense records
-
Diversion/nonadjudication programs
-
Expunged or sealed records
|
To read
more click
here:
Fake
Resume Guide
The all
new and updated Fake Resume Guide: The Machiavellian
Guide to Getting the Job is ready to download now! Click here and get it now
Some of
topics covered in the new guide:
- How
common are background checks now and how to beat them
- The
main reason good liars get job offers and honest people don't!
- What
to do if the job you're applying for requires your past W-2's
- The
6 dumb mistakes people make when lying on their resume
- How
to rig your resume so it gets picked by the new automated
Human Resources systems
- Why
you should lie on your resume but NOT on a job application
(hint: it's a legal reason)
- Why
you can't afford not to lie on your resume
To read
more go to http://www.fakeresume.com/
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
10
Red Flags Property Managers May Face During the Tenant Screening
Process
As experienced
property managers, we have learned to recognize these 10 "red
flags" during the tenant screening process. These are the 1st
5 "red flags" we encounter while showing the property to a prospective
tenant. Try to remember that theses are only "red flags" and their
answers may be true, but there is a need to investigate further.
1. The prospective
tenant offers more than the advertised rent and security deposit.
(This is a scam that has been going on for awhile. A prospective
tenant will send an email offering to pay with a cashier's check
and actually write an amount larger than the cost and ask for
a refund from the landlord. The landlord cashes the check, writes
the prospective tenant the refund amount and then the check later
goes bad.)
2. They
are willing to pay all cash and need to move in right away.
3. They
ask if they can do all the property maintenance because they'll
be doing the property owner a big favor.
4. They
say they have always owned and are "above the process"
5.
They immediately speak poorly about their current landlord saying
that they will not give them a good reference.
After you
receive the application these are the last 5 "red flags" that
we generally encounter.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Refusal
To Re-Hire Not Retaliatory In Light Of Erratic Behavior And Threats
In an unpublished
decision, the federal Sixth Circuit appeals court (covering Tennessee
and other states) concluded that an employer had legitimate business
reasons for refusing to re-hire a former director of a family
resource center after her management function was outsourced.
In Lyons v. Metropolitan Government of Nashville and Davidson
County, plaintiff Jessica Lyons claimed, among other things,
that the government retaliated against her for filing two complaints
with the Equal Employment Opportunity Commission ("EEOC") when
it twice failed to re-hire her as a guidance counselor in the
months following her layoff. While the decisions not to re-hire
Lyons followed closely in time after Lyons's EEOC charges, the
court upheld the government's legitimate business reasons for
the decisions: (1) Lyons had been "threatening in her behavior
and was making questionable statements about the school system
and its employees" and (2) Lyons told her therapist that she "felt
like blowing up the school" (which statement was immediately relayed
to the school and the government).
To read more
click
here:
Private
Employers May Refuse To Hire Applicants Because Of Bankruptcy
Filing
Under the
Bankruptcy Code, a private employer may not "terminate the employment
of, or discriminate with respect to employment against" people
who are or who have been in bankruptcy. 11 U.S.C. § 525(b).
However, this provision does not prohibit a private employer from
refusing to hire an applicant because he has filed for bankruptcy,
according a recent decision by the Eleventh Circuit Court of Appeals,
Myers v. Toojay's Management Corp., Case No. 10-10774
(11th Cir., May 17, 2011). The court also affirmed
the district court's ruling on the refusal to hire claim. Agreeing
with several other federal courts, including the Fifth and Third
Circuits, the court held that the plain language of the statute
did not bar private employers from discriminating in hiring decisions
on the basis of an applicant's bankruptcy filing.
One interesting
note about the case is that Starbucks hired Myers after he had
filed for bankruptcy. (Starbucks also allowed Myers to return
to work after his short stint at Toojay's and his notice of resignation
from Starbucks.) Apparently, unlike Toojay's, Starbucks does not
have a policy of refusing to hire applicants who have filed for
bankruptcy. While Toojay's policy is legal (at least, in the Third,
Fifth, and Eleventh Circuits), the opinion raises the question
of whether it is wise.
To read more
click
here:
The
Dangers To U.S. & Worldwide Employers From 'Ban The Box' Legislation
To prevent
job applicants with criminal records from automatic hiring rejection,
cities and states are considering and already adopting so-called
"Ban the Box" laws and ordinances. Among the states that have
adopted such a law are Connecticut, Hawaii, Massachusetts, Minnesota,
and New Mexico, and the cities of Atlanta, Baltimore, Chicago
and Philadelphia. Among the states mulling such legislation are
Rhode Island and Nebraska, and the city of Pittsburgh.
This Alert
lauds the policy considerations behind "Ban the Box" type of legislation,
but points out how it can unintentionally create impossible-hiring
decisions and pose huge legal risks for employers.
To read more
click
here:
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Welcome
to the U.S. Legal Challenge Question! |
Sponsored By:
![](http://www.workplaceviolence911.com/docs/frs5-11.jpg)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
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 Larry Henry, Rhodes, Hieronymus, Jones, Tucker&
Gable P.L.L.C.for providing the expertise for this valuable endeavor.
For information regarding the answers to the Legal Challenge Questions,
please contact Larry Henry at lhenry@rhodesokla.com
or (918)582-1173 or visit www.seyfarth.com.
Please choose
your answer by clicking on it:
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
FTC
Settlement Highlights the Importance of Protecting Sensitive I-9
Data in an Electronic World
Yesterday,
the Federal Trade Commission (FTC) announced that it had
reached an agreement with Electronic I-9 and E-Verify vendor,
Lookout Services, Inc., to resolve charges that the company failed
to employ reasonable and appropriate security measures to protect
the I-9 data of their customers' employees following the company's
highly publicized data breach in late 2009. Under the terms of
the FTC settlement agreement, Lookout must implement a comprehensive
information security program and obtain independent, third party
security audits every other year for the next 20 years. The FTC
will publish more details in the Federal Register soon and provide
interested parties an opportunity to comment.
Although
Lookout's I-9 data breach is fairly old news, the FTC complaint
( published
here) sheds new light on the potential hazards of storing
sensitive I-9 information in an unprotected manner online as well
as the recommended best security practices from the FTC's standpoint.
The FTC administers a wide variety of consumer protection laws
which prohibit unfair and deceptive acts or practice, and so their
recommendations and comments are quite telling indeed. If you
are in the market for an electronic I-9 and E-Verify solution
or re-evaluating your current solution, make sure you check out
the complaint and read below for an analysis of data security
failures which can lead to the dreaded data security breach.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Accurate
Background Names Traci Canning Vice President of International
Development
Accurate
Background has seen a significant increase in the request for
background screening on the global level to accommodate U.S. employers
that have locations in other countries. Global background screening
presents its own unique challenges and many employers are looking
to U.S.-based background screening providers to provide global
background screening information. Accurate Background, a global
leader in the background screening industry, is pleased to announce
that their Vice President of International Development, Traci
Canning, has earned her second certification from the International
Association of Privacy Professionals (IAPP). Traci Canning has
been working in international screening for more than 10 years
now.
For more information visit www.AccurateBackground.com
Innovative Enterprises Partners with The Asbury Group to Deliver
Industry-Leading Technology Services
Innovative
Enterprises, Inc., a strategic partner to the background screening
industry and expert provider of court research information products,
smart data solutions and ancillary services, today announced that
it has partnered with The Asbury Group Integrated Technologies,
LLC to deliver Asbury's industry-leading information technology
services to members of its Screening Industry Partner Program™.
Through this new partnership, Innovative's clients preparing for
third-party credentialing assessments such as NAPBS Accreditation,
PCI DSS preparedness, RI3PA (Experian) preparedness, FISMA Accreditation,
or HIPAA certification gain preferred access to valuable Asbury
Group consultative solutions designed to assess readiness from
an information technology perspective. Members also gain cost-effective
access to Asbury Group solutions which support their I.T. infrastructure,
including data storage and virtualization, vulnerability management,
disaster recovery, intrusion detection and incident response.
"We're very
pleased to partner with The Asbury Group and to provide our trusted
clients with direct access to Asbury's information technology
and security experts," commented Clifford J. Williams, Innovative's
Vice President and Chief Operating Officer. "Through this very
unique partnership, our customers gain access to resources that
will assist them in identifying and avoiding security vulnerabilities,
achieving third-party certification and accreditation, and streamlining
and enhancing their businesses."
For more
information visit http://www.knowthefacts.com
First Advantage Brings Background Screening to the Bullhorn
Marketplace
First Advantage,
a leading provider of talent acquisition solutions, announced
today the integration of its background screening solution with
Bullhorn's applicant tracking and customer relationship management
software. Staffing and recruiting professionals can now screen
candidates from directly within Bullhorn, taking advantage of
a wide range of tools including criminal checks, employment and
education verifications, licensing and sex offender checks, and
much more. "Seamlessly passing information between Bullhorn and
the First Advantage
To read more
click
here
HireRight
Announces New Portal For Employment Screening Compliance Information
HireRight
, a leading provider of employment screening solutions,
announced HireRight Compliance Central™, a new online content
portal designed to help keep customers informed of legislation
and regulations that may impact their employment screening and
employment eligibility programs. HireRight Compliance Central
assists employers in maintaining compliance and communicating
legislative changes to their organizations.
"Employers
have long been looking for a source that brings together this
type of information to help them stay current with the rapidly
changing laws and regulations that may directly affect their hiring
policies and procedures," said Mike Petrullo, president and chief
executive officer at HireRight. "HireRight Compliance Central
helps fill that need by providing some of the latest compliance
information and news in a simple, intuitive, user-friendly environment."
HireRight Compliance Central is an online resource available through
award-winning employment screening solution HireRight Enterprise™,
HireRight Professional™ and the new HireRight DAC Edition™.
It features federal and state legislative news and alerts, expert
legal commentary, educational tools, compliance templates and
forms, and access to referral legal support. Topics covered within
HireRight Compliance Central include legislation and regulations
related to
employment background checks , immigration and E-Verify , discrimination and
harassment, privacy, labor law, and industry-specific regulations.
To read more
information regarding HireRight Compliance Central can be found
at www.hireright.com
.
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
![](http://www.workplaceviolence911.com/docs/BClearStarAD04182011.jpg)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
International
Recruitment Drops
International
recruitment has fallen, according to the latest Antal Global Snapshot.
The snapshot shows current hiring across the globe fell from 57%
in September to 50% now. But the number of organisations intending
to cut headcount had dropped by 7% to 16%, indicating that the
dip in recruitment activity is largely down to companies retaining
their staff.
To read more
http://www.recruiter.co.uk/1008773.article?cmpid=REC01&cmptype=newsletter&email=true
Forcasters
Lower Economic Growth Estimates
U.S. real
gross domestic product will grow at an annual rate of 3.2 percent
this quarter - down from previous estimates of 3.5 percent, according
to 44 forecasters surveyed by the Federal Reserve Bank of Philadelphia
in its quarterly survey of professional forecasters. The forecasters
also predict slower real GDP growth over the next four years.
Real GDP will grow 2.7 percent in 2011, down from an estimate
of 3.2 percent in the last survey. The forecasters lowered their
previous real GDP growth estimates for the coming years to 3.0
percent in 2012, 2.8 percent in 2013, and 3.3 percent in 2014.
The U.S.
unemployment rate for 2011 will be 8.7 percent, the forecasters
predict. Unemployment will continue to fall in the coming years
to 8.1 percent in 2012, 7.5 percent in 2013, and 7.0 percent in
2014.
To read more
click
here:
ADP:
Private Sector Adds 179,000 Jobs
Private-sector
employment rose by 179,000 in April on a seasonally adjusted basis,
according to the national employment report released today by
Automatic Data Processing Inc. (NYSE: ADP). Today's report indicates
labor market conditions continued to improve in April, but only
at a moderate pace. Employment in the service-providing sector
rose by 138,000 in April, the segment's 16th consecutive monthly
gain, according to the report. The goods-producing sector added
41,000 jobs.
"Today's
ADP National Employment Report shows that labor market conditions
continued to improve in April, but only at a moderate pace," said
Joel Prakken, chairman of Macroeconomic Advisers LLC, which developed
and maintains the monthly report. "Employment in the nonfarm private-business
sector rose 179,000 from March to April on a seasonally adjusted
basis, which is close to consensus expectations both for today's
report and for Friday's jobs number from the Bureau of Labor Statistics."
Source: http://www.realclearmarkets.com
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
STOP
STRUGGLING WITH WRITING AND PUBLISHING YOUR NEWSLETTER: |
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 wbnixon@aol.com
for more information.
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Public
Record Update
Sponsored by:
![](http://workplaceviolence911.com/sites/workplaceviolence911.com/files/docs/wpv911/Xfactor_Buzz.jpg)
Public
Record Update
By Mike Sankey, May, 2011
New Jersey Begins Release of New Driver License Document |
The New Jersey
Motor Vehicle Commission recently announced the phase-in of their
new Enhanced Digital Driver's License. The new document is more
secure and made with tamper-evident material. One noticeable change
is that the cardholder name is formatted on two lines, the last
name on the top and first name below. Also the position of the
photo moved for drivers under 21 years of age. The larger photo
is still on the left side but now half way up the document. Starting
in 2012 after the MVC computer system is fully implemented, drivers
will be given the option to renew either by mail or over the web.
See www.state.nj.us/mvc/PressReleases/archives/2011/051111.htm
for further details.
Reprinted
with permission of BRB Publications, Inc.
To read the
full article click
here :
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
National
Drug And Alcohol Database Included In Senate Bill
Despite long
standing drug and alcohol testing requirements, some commercial
drivers continue to drive 18-wheelers and buses even after testing
positive. Factors contributing to this problem include applicants
who do not report their drug testing history to new employers,
carriers who do not fully complete background checks, and self-employed
drivers who fail to remove themselves from service. According
to recent studies, out of 3.4 million drivers on the road, about
68,000 drivers tested positive for drug use.
The Safe
Roads Act would require medical review officers, employers, and
service agents to report positive results from drug or alcohol
tests to the Federal Motor Carrier Safety Administration; and
would require employers to check the database prior to hiring
prospective employers, leading to better hiring decisions and
decreased employee liability. The bill would also provide privacy
protections and employee rights of action.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
![](http://workplaceviolence911.com/sites/workplaceviolence911.com/files/docs/wpv911/innovative3-11.jpg)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
THE
WASHINGTON REPORT BY MONTSERRAT MILLER |
Montserrat Miller is a
Partner with the law firm Arnall Golden Gregory, LLP and is based
in Washington, DC. Ms. Miller's practice focuses on privacy and
immigration compliance, as well as representation before Congress
and federal regulatory agencies such as the Federal Trade Commission,
Equal Employment Opportunity Commission, Consumer Financial Protection
Bureau and the Department of Homeland Security.
You can contact
Monterrat at Montserrat.Miller@AGG.com
or visit http://www.agg.com/Contents/Home.aspx
Credit
Scores and When Disclosure Of Such Is Required
The Dodd-Frank
Wall Street Reform and Consumer Protection Act (P.L. 111-209)
("Dodd-Frank Act"), which passed last year is bringing about many
changes, including greater disclosure of "credit scores". Recently,
I co-authored an Arnall Golden Gregory LLP Client Alert on this
topic with my colleague Kevin Coy. You will find the Client
Alert on my firm's webpage under Publications. A brief overview
of the Client Alert follows.
The Dodd-Frank
Act amends the Fair Credit Reporting Act ("FCRA"), 15 U.S.C. §
1681 et. seq., to require any person (not only creditors) that
uses a credit score to take an adverse action against a consumer
to make additional disclosures to consumers as part of the adverse
action notice already required by FCRA Section 615(a). This new
requirement is scheduled to become effective on July 21, 2011,
which has been established as the "designated transfer date" for
the transfer of functions under various consumer protection laws,
including the FCRA, to the new Consumer Financial Protection Bureau
("CFPB"). While the new requirement does not take effect until
July, users of credit scores need to consider whether they have
any obligations in advance so that any necessary changes can be
made to adverse action notices and related processes by the effective
date in July.
To read the
full article click
here
![](http://www.workplaceviolence911.com/docs/BB_Hubworks_MAY11.jpg)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
One
Site! Many Suppliers! |
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.
New!
Winter 2011
Directory of Suppliers Now Available - Click
Here!
![](http://workplaceviolence911.com/sites/workplaceviolence911.com/files/docs/wpv911/buzz2-11a.jpg)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Welcome
and Bienvenue to the
International Legal Challenge Question!
Sponsored by:
![](http://workplaceviolence911.com/sites/workplaceviolence911.com/files/docs/wpv911/SJV-2011InternationalLegalChallengeAdvertisement.jpg)
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
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
Late last year, Mexico enacted the
Federal Law for the Protection of Personal Data in Control of
Private Persons. Under this Law, which of the following are the
only activities regulated?
A.
Collection
B.
Collection and Use
C.
Collection, Storage and Disclosure; or
D.
Collection, Use, Storage and Disclosure.
For
information on sponsoring The International Legal Challenge Question
please Click
Here
International
recruitment drops
International
recruitment has fallen, according to the latest Antal Global Snapshot.
The snapshot shows current hiring across the globe fell from 57%
in September to 50% now. But the number of organisations intending
to cut headcount had dropped by 7% to 16%, indicating that the
dip in recruitment activity is largely down to companies retaining
their staff.
To read more
http://www.recruiter.co.uk/1008773.article?cmpid=REC01&cmptype=newsletter&email=true
Animal
Rights Extremism In Europe - Where Are We Now?
Animal rights
extremism includes clearly biomedical research, fur, intensive
farming, meat, greyhound and horse racing, hunting and in fact
anything to do with animals can result in a protest campaign.
The last two to three years have seen what can only be described
as serious, organised criminality, where companies have not only
been demonstrated against, but have suffered serious attacks involving
the use of incendiary devices, other arson attacks and the personalisation
of targeting against senior management. In total in 2009-2010
there have been 27 attacks in 7 Member States, 11 of which involved
arson or incendiary devices being used. Small scale demonstrations
continue against all the causes mentioned above. Other criminal
activity continues and there may well be further infiltration
and subsequent exposés of activity within research laboratories.
In addition, leading activists in the UK are now being released
from lengthy prison sentences, and whilst there is a relatively
low level of animal rights activity this may now change. It would
seem, therefore, prudent to mitigate this threat.
Companies
and organisations need to be informed in respect of what they
are doing that may make them a target for extremism, and what
the activists are doing. This understanding of the threat allows
the risk assessments to be considered and any contingency plans
to be tested. If you are undertaking research, I would suggest
an effective way of mitigating the threat of infiltration and
exposé is to ensure the welfare of your research animals
is first rate and that you publish on your website and in other
corporate literature exactly what you are doing. Having a robust
infiltration prevention plan including extensive pre-employment
screening and interviewing and selection skills is also essential.
This should ensure there can be no shocks or surprises. Finally,
you should always liaise with your local police.
To read more
http://www.agenda-security.co.uk/Animal-rights-extremism.asp
China
Draft Rules Propose That Chinese Employee Data Cannot Be Stored
Overseas
China has
not established comprehensive and systematic personal information
protection legislation. The PRC Constitution and the General Principles
of the Civil Law of the PRC (1986) both refer vaguely to certain
personal rights, but privacy is not expressly provided in them.
The Tort Liability Law (2009) does refer to privacy, but (with
the exception of medical information) it doesn't specifically
define the types of information that must be kept private. These
laws were enacted by the National People's Congress (NPC)
and are supported by various administrative regulations enacted
by the ministries. For years, China has been discussing and working
on a draft Personal Information Protection Law, and a draft was
made available internally among the authorities in 2005, but there
is no schedule for promulgation of this law.
The Ministry
of Information and Industry of China (MIIT) has
published a draft document called Information Security Technology
- Guide for Personal Information Protection (the "Draft
Guide"). If the Draft Guide is eventually enacted, it
will be enacted by the Administration for Quality Supervision,
Inspection and Quarantine (AQSIQ) and the Standardisation
Administration of China ( SAC). It will not be
enacted by the MIIT itself, because it is written in the form
of an industrial standard, which fall into the scope of authority
of AQSIQ and SAC. It will, however, have legal force.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
French
Data Protection Authority Increases Compliance Inspections of
U.S. Companies
The French
Data Protection Authority, La Commission Nationale de l'Informatique
et des Libertéswill do more inspections of companies and
organizations in order to ensure that the transfer of data internationally
complies with French and European Union data privacy regulations-and
specifically of U.S. companies enrolled in the U.S.-E.U. Safe
Harbor Program."CNIL wants to ensure that U.S. companies that
have joined Safe Harbor respect the principles of data protection
for data transfers from the European Union," said the independent
administrative authority in a statement (in French) from
April 26. CNIL hopes to complete at least 400 inspections this
year, a third more than it attempted in 2010, according to the
document.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
News
from Hong Kong: Major Credit Agency Passes Test of Privacy Commissioner
But Deficiencies Noted
In Hong Kong,
the Privacy Commissioner for Personal Data recently exercised
his rights under Section 36 of the Personal Data (Privacy)
Ordinance and conducted an inspection of the data system
of TransUnion Limited, Hong Kong's major credit reference agency.
While the inspection did not reveal any major data breaches or
issues, the Commissioner has reported deficiencies in TransUnion's
personal data system and made a number of recommendations for
improvement.
To read more
click here
Offshoring:
Preparing for India's Proposed Privacy Rules
The Indian
government has taken a step toward creating
a comprehensive set of data protection rules to safeguard
privacy. The draft regulations, which deal with the protection
of personal information, are more stringent than either the Gramm-Leach-Bliley
Act in the U.S. or the EU Directive in Europe and would create
new requirements for companies that outsource to service providers
in India or maintain their own operations there, say Miriam H.
Wugmeister, partner in the law firm Morrison Foerster and Cynthia
J. Rich, senior international policy analyst with the firm.
The new rules
are intended to showcase a new commitment by India to rigorously
protect data, but they could dampen offshore outsourcing business.
Most notably, prior written consent will be required-without exception-to
collect and use sensitive data about Indian citizens and
about any person who's personal information is collected within
the country.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
![](http://workplaceviolence911.com/sites/workplaceviolence911.com/files/docs/wpv911/10-10insider5b.gif)
We
Specialize in Promoting the Products and Services of businesses
in the Background Screening Industry.
Click on the specific Marketing Portfolio above that fits your
business.
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
The
Netherlands Needs A Privacy Watchdog With Sharper Teeth
The Netherlands
needs a privacy watchdog with sharper teeth to make sure government,
companies and individuals are more careful with people's personal
details, Jacob Kohnstamm, head of the privacy watchdog CBP, said
on Wednesday. 'There are almost limitless options to store and
process information, Kohnstamm said at the publication of the
CBP's annual
report. And, the increase in digitalisation and globalisation
make it increasingly difficult to keep abreast of everything being
done to private information.
To read more
click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Scotland
Sees Labour Market Improve In April
April's Bank
of Scotland Report on Jobs has signalled continued improvement
in the Scottish labour market. Both permanent and temporary staff
appointments rose in April due to greater demand from clients,
while temporary contract candidate availability rose, but permanent
staff availability remained unchanged. Donald MacRae, chief economist
at Bank of Scotland, says: "The latest Report on Jobs shows a
further improvement in the Scottish labour market. The number
of people placed in to permanent positions increased for the seventh
consecutive month, while demand for permanent staff rose markedly
in April, with recruitment consultants registering a larger number
of vacancies. All eight employment sectors registered greater
demand for permanent staff in April.
To read more click
here
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
Criminal
Records From South Africa
Criminal
records from South Africa should entail a search of the SA Criminal
Records Centre (KrimineleRekordSentrum). The Criminal Records
Centre is operated by the South African Police Services (SAPS).
There are 91 branches of the CRC across South Africa. The Criminal
Records Centre currently holds information relating to an estimated
6.5 million individuals. The Criminal Records Centre maintains
records of criminal convictions for an indefinite period. If all
your getting in return as a result is a narrative result then
chances are you are only getting a local individual agency check.
In 2002, the Automatic Fingerprint Identification System (AFIS)
was implemented by the CRC in South Africa. The AFIS (similar
to the U.S. version) is a national, computerized system maintained
and used by the police. It contains comprehensive and up-to-date
fingerprint data, including historical records. All searches in
connection with criminal records disclosure are conducted using
fingerprint analysis at the CRC in Pretoria.
A prospective US employer can submit an application to the CRC
only via an accredited pre-employment screening agent. Individuals
are provided with a Police Clearance Certificate if they have
no offences registered against their name. The search is national
scope.
To read more click
here
INTERNATIONAL:
PROFESSIONAL WORKSHOPS AND ASSOCATION CONFERENCES
|
Featured Course:
Introduction
to Data Protection, 1 June, 2011, London,
http://privacylaws.com/templates/EventPage.aspx?id=1659
(
Click Here to View full
list of 2011 Events ) - Updated Monthly
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
ADVERTISERS IN THIS EDITION |
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
|
|
|
|
Background
Screening Jobs |
|
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
![](http://www.workplaceviolence911.com/docs/spnssep.gif)
![](http://www.workplaceviolence911.com/docs/5-11plats.gif)
UPCOMING CONFERENCES, COURSES & EVENTS |
2011
Events (
Click Here to View full list of 2011 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/byregion.asp
|