888 450-2060
14320 FM 1826
suite 101
Austin Texas, 78737

Does your employment screening software give you the edge you need? We continually deploy new technologies that help our customers win in their markets. Last month it was SchoolCheck, a product which helps our clients compete in the growing field of medical related student screening. Call today and find out what Accio Data can do for you this month!

Call today to move to the forefront. 888 450-2060.


No Right to Bear Arms on Employer’s Property

The Oklahoma Supreme Court has held that "there is no absolute common-law or constitutional right to carry loaded weapons at all times and in all circumstances." The court further stated that "an individual's right to keep and bear arms under a State Constitution is not absolute, but remains subject to reasonable regulation under the State's police power." Id. at 902-03. The Oklahoma Legislature has similarly expressed the necessity of regulating the use of firearms in its "Legislative Findings for Firearms Act": The Legislature finds as a matter of public policy and fact that it is necessary for the safe and lawful use of firearms to curb and prevent crime wherein weapons are used by enacting legislation having the purpose of controlling the use of firearms, and of prevention of their use, without unnecessarily denying their lawful use in defense of life, home and property . . . including their use and transportation for lawful purposes. In our view, § 1290.22 of the Self-Defense Act, prior to its amendment in 2004, is an example of the kind of reasonable regulation of firearms contemplated by those statements. Weyco was acting under the authority of that section when it applied its no-firearms policy to plaintiffs' vehicles.

05-7037 -- Bastible v. Weyerhaeuser Co. -- 02/13/2006


Valuation Update for the Security Industry, April 30, 2006

Background Screening

Company Market Share Share Price
247.8 25.92
CHOICEPOINT INC 3 794.7 44.03

If you would like more information on KPMG Corporate Finance’s, Valuation Update for the Security Industry or would like to be added to the distribution list please contact:

Cherie Smith Homa at 410-949-8692 or email her at (


  • How are deverus clients able to process over 400,000 searches a month via the deverus system?
  • Why are established screening companies moving off their current technology (custom developed and third party) and into the deverus service model?
  • How are deverus clients able to maintain an average growth index twice that of the industry?
  • Why isn't everyone a good fit for the deverus service model?
  • How are deverus clients' able to win business, deliver customized solutions to HR in a quick timeframe, and still see their profits soar?

deverus is the leader in technology solutions for the background check industry. From the most powerful industry software applications and data exchange solutions to process consulting and tools that connect disparate background data sources, we enable background check companies to deliver more of what HR wants, quickly and profitably.

Call today to find out how we can grow your business! | 902 E. 5th Street, Suite 202 Austin, TX 78702 | 1-888-690-9297


Proposed Law Could Put the Freeze on Ice Truck Drivers with Criminal Background

Rep. Kevin Joyce, D-Chicago, Il has introduced a bill that would require Ice cream truck workers to undergo criminal background checks as a way to weed out rapists and murderers from plying neighborhood streets with that familiar jingle. The Ice Cream Truck Worker Registration Act, HB4457 requires ice cream truck workers to obtain an Ice Cream Truck Worker Identification Card from the Department of State Police. Sets forth rules and procedures for obtaining an identification card. It further provides that an application for an identification card shall be denied if the applicant (i) has ever been convicted of any sex offense, (ii) is a registered sex offender, or (iii) has ever been convicted of any homicide offense. Contains other ice cream truck worker requirements. Provides that an ice cream truck owner, upon the request of the municipality or county within which the ice cream truck is to operate, must provide copies of all Ice Cream Truck Worker Identification Cards for employees.

For More Information go to:

Governor Riley Signs Law to Protect Social Security Numbers

MONTGOMERY – On April 27, 2006, Governor Bob Riley signed legislation intended to prevent identity theft by enhancing privacy protections of Social Security numbers. The new law signed by Governor Riley on Thursday prohibits any state agency, department or board from revealing or placing the Social Security number of a person on any document available for public inspection without the person’s consent. Earlier in his term, Governor Riley instructed Cabinet agencies to take similar steps to avoid disclosing Social Security numbers on publicly available documents. “In an era when identity theft is the fastest growing crime in America, this change is a common sense way to enhance the privacy protections of our citizens,” said Governor Riley. “Social Security numbers are much sought after by identity thieves who use them to assume a person’s identity and commit fraud. Alabamians can feel a little safer because of the restrictions being put on the disclosure of their Social Security numbers.” Under the new law, if a person does not give consent to reveal their Social Security number on a state government document, the state must redact, remove or cover the number before making the document available for public inspection. The law does contain exceptions for certain documents including liens, records of judgment such as convictions, and bankruptcy filings. Senator Del Marsh and Representative Steve Hurst sponsored the bill, and Governor Riley expressed his appreciation to them for working to get it passed by the Legislature. The law goes into effect on July 1.

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Michigan’s Governor’s Rallies Legislative Action on Background Checks

On February 17, 2006 Governor Jennifer M. Granholm signed legislation requiring criminal background checks for workers in nursing homes and assisted living facilities. The Governor applauded the Legislature for taking quick, bipartisan action on the legislation which she first called for last year. “I’m pleased to sign legislation that will help protect our state’s most vulnerable citizens in the long-term care facilities they call home,” Granholm said. “By requiring background checks on new employees, we can ensure that people who shouldn’t have access to our parents and grandparents don’t.” In September 2005, Granholm stood with health care providers and a bipartisan group of legislators to call for improved safety standards in long-term care facilities by requiring background checks for all new employees. “This legislation makes Michigan a leader at the national level by requiring federal checks of all new employees who have direct access to elderly and disabled patients,” said Janet Olszewski, director of the Michigan Department of Community Health (MDCH). Last fall, MDCH received $5 million in federal monies to implement the proposed background-check system. In order to participate in the grant, Michigan needed tough, new laws that required background checks on individuals who provide direct-care services to individuals in a long-term care facility. The background check must be conducted prior to an individual’s employment or conditional employment. Michigan will incorporate most types of providers into its background-check pilot project, including skilled nursing facilities/nursing facilities, long-term care hospitals/hospitals with swing beds, intermediate care facilities for persons with mental retardation (ICF/MR), home health agencies, residential care and assisted living facilities, and hospices.

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Florida State Attorney General Files “false-claims case” Lawsuit against Convergys Corp.

Florida State Attorney General Charlie Crist is pursuing a “false-claims case” against Convergys Corp., according to the Miami Herald. The politically charged case stems from allegations by former Convergys employee Sam McDowell that the Cincinnati-based HR services company failed to safeguard confidential information about Florida state employees, such as Social Security numbers and medical records. The decision comes just weeks after McDowell filed court motions accusing Crist of “refusing to act on complaints about the company because Convergys contributed to Crist's campaign for the Florida governorship,” according to the Cincinnati Business Courier. Crist is one of two Republicans running to replace term-limited Florida Gov. Jeb Bush in a September primary. It is unclear how much money Convergys may have donated to Crist’s campaign.

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Suppliers and vendors who provide products and services to the Background Screening Industry are an essential part of the industry and have been integral in the growth of the industry. Our Vendor Showcase is the only Directory on the Internet that is specifically focused on FEATURING suppliers and vendors to the Background Screening Industry. We are committed to your success so we are making you an unbelievable offer - with the purchase of a Platinum membership listing in our Vendor Showcase for the discounted price of $450.00 we will give you a Free Platinum ad in The Background Buzz. That is a $450.00 value for Free. This will bring your company's message to the desk top of over 1500 background screening firms.
This is a limited time offer that will expire at the end of June 2006.

Contact Barry Nixon at to FEATURE your company in our Vendor Showcase, today!


Jurors' Criminal Records Discovered During or After Trial Can Trigger Mistrials

Many in the legal profession -- particularly prosecutors -- are calling for background checks on jurors. Lack of truthfulness on jury questionnaires is a growing problem that is prompting calls for criminal background checks of jurors. Jurors' criminal records are being discovered during or after trial, triggering mistrials and providing grounds for appeal across the country. Most prosecutors view the background check as a solid investigative tool that helps them weed out the liars early on, and avoid a mistrial down the road. In the 2000 landmark case that granted prosecutors that broad authority, the Virginia Court of Appeals ruled that it isn't unfair for prosecutors to conduct criminal background checks on jurors and withhold the information from the defense. Salmon v. Commonwealth of Virginia, 529 S.E.2d 815. "It works," said Suffolk County, Mass., District Attorney Daniel F. Conley, who in the last year and a half has had more than a dozen potential jurors dismissed from cases for lying about their criminal pasts. "We believe that we are getting juries that are open minded, that are not carrying a bias to police or prosecutors."

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Cable Installers & Criminal Backgrounds

KSDK I-Team reporter Mike Owens discovered that the person sent by a cable company is not necessarily someone you would want working in your home. He found that Charter Communications in St. Louis subcontracts much of their service work to outside companies. The contractors are licensed, bonded and insured. But no one, not Charter, not local governments, knows whom these subcontractors hire and send into your home. This came to light base on a case in which the cable guy that came to Evan Buxner's house may have stolen jewelry. Police arrested James Hickman, the cable guy and charged him with stealing. In another situation News Channel 5 ran a simple check, on a subcontracted employee and discovered two orders of protection have been filed against him and he is wanted on three outstanding traffic tickets. Even though he was driving his own vehicle, which is registered in his name, his driver's license has been suspended.

Based on information found at


In June of 2005, The National Institute for the Prevention of Workplace Violence, Inc. conducted a survey on the current practices that businesses were using to conduct background screenings. The survey explored in depth the full realm of checking applicants backgrounds ranging from the types of checks conducted, to the content contained in background screening policies to key selection factors in choosing an outsourced background screening firm.

Click here to see the preliminary results


Getting Your Ezine Started

To help you move forward with your Ezine here is a checklist of items to consider:

  1. How many people will need to be involved in producing your ezine? You will need to identify who will create the artwork, template and format; who will write the articles or find them; who will manage the distribution process; who will manage the email database (adds, remove, bounces); who will ensure you are abiding by all privacy and spam laws; who will proofread to make sure there are no errors, etc.
  2. How much time do you want to allocate for you and your staff to the creation and distribution of the ezine? This will be impacted by how frequently you decide to publish, the length, the themes, the type of information you want to present, the method you choose to distribute the ezine, how you choose to source articles, etc.
  3. How much money do you want to spend on the ezine? This will be impacted by frequency, decision on producing internally or outsourcing, determining HTML or text format, purchase of email database management software or use of internal IT staff, etc.

Once you decide the answers to these questions you will be ready to go.

If this feels like more than you anticipated or something that you don’t want to get mired down in the details of we can help. We private brand The Background Buzz and can take care of the creation of your ezine for you. We will create a unique header and title for your ezine and provide you background screening related content (we take out all advertisements and references to competitors).

We have already done the research. We know the details involved in publishing an ezine. Put us to work for you and stay focused on building your business. Contact Barry Nixon for more information at

 NEW BACKGROUND SCREENING AND WORKPLACE VIOLENCE PREVENTION TRAINING:, a pioneer in the delivery of affordable, online training, is pleased to offer a Background Screening & Violence Prevention Suite, built with the guidance and expertise of W. Barry Nixon, SPHR of the National Institute for the Prevention of Workplace Violence, Inc.. This suite of courses offers 5 PHR Recertification credits and is designed for individuals responsible for background screening processes, violence prevention, and overall risk management and safety in the workplace.

Special Introductory Pricing - receive a 10% discount. We are pleased to be able to offer the same discount to your clients if you would like to share this training suite information with them. Contact Barry Nixon at for instructions on how to get the discount.


Workplace Privacy: What Every Employers Should Know

Lisa J. Sotto and Elisabeth M. McCarthy*

Employers must juggle a panoply of privacy issues when it comes to the employee relationship. Beginning with pre-employment background screening through the disposal of employee personal information, employers confront a multitude of privacy issues. The widespread use of technology in the workplace and the ease and speed with which information now flows has only served to further confound employers. In the U.S., there is no omnibus employee privacy law. Instead, employers are faced with a patchwork of privacy laws that are varied and complex. This article focuses on two employer privacy issues: background screening and the disposal of consumer report information.

To Read the Complete Article go to:


Here you will find resumes of people with industry experience and industry employers seeking industry experience. - your one stop source to quickly and easily find people in the background screening industry. Go to today!



  1. You are provided a full page to display your marketing message.
  2. Your web site URL appears with your listing and is linked to your web site so potential clients can go directly to you.
  3. You get an automatic pop up email to connect visitors directly to your sales staff. Your logo will rotate on the front page giving you a substantial advantage over non Platinum members.
  4. Your logo will be placed at the top of the page along with other Platinum member’s logos in the alphabetical and geographical (US or International) sections.
  5. On your specific alphabetical and geographical (US or International) page your firm’s logo will appear at the top ahead of all other non platinum listings.
  6. You can update your ad copy at no charge if you introduce new products and services or your marketing campaign changes.



Many U.S. Multinationals do Little to Meet Overseas Employee Data Privacy Rules

While some multinationals take employee data guidelines seriously, many firms haven’t done much to meet privacy law, analysts say. And employee privacy is more than a mere compliance matter, says Nuala O’Connor Kelly, chief privacy leader at General Electric. A breach of employee data could be as damaging to a company’s reputation as a consumer data breach, she says. General Electric is in the midst of getting European approvals for a worldwide employee privacy policy it has drawn up—a policy that could serve as a model for other firms. "Privacy is to the information age what the environment was to the industrial age," O’Connor Kelly says. These rules are looming larger these days because ever-more international firms are seeking to consolidate their workforce data and use it to make better decisions. What’s more, the rise of outsourcing has increased the amount of employee data zapped outside of companies and countries.

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Australian Background Checking Service (AusCheck) will manage security checks for port worker cards

Documents from the Attorney-General's department criticise the plan to introduce Maritime Security Identification Cards and raise concerns that the delays that stymied the introduction of Aviation Security Identification Cards earlier this year could be repeated. Both schemes are designed to ensure workers in the transport industry are screened to protect against terrorism and crime. From July, a new body in the Attorney-General's department called AusCheck - the Australian Background Checking Service - will assess applicants for the port worker cards. When fully operational, AusCheck will be used for background checks in other industries.

For More Information go to:,20867,19097059-5001561,00.html

UK Experiences Massive surge in fraud in 2005

Fraud rocketed in 2005, with a surge in the second half of the year resulting in over £900m of fraud – up nearly three times from the previous year (£329m), and the highest recorded level since 1995, according to KPMG Forensic’s Fraud Barometer. The research which identifies major fraud cases being heard in the UK (charges of over £100,000 in the Crown Court) saw 222 cases reaching court over the course of 2005, up from 174 cases in 2004. Jeremy Outen, partner at KPMG Forensic, said: “There has been a worrying boom in fraud in recent months . . .With both the number and the average value of frauds increasing, companies and individuals need to be more watchful than ever.” Cases against financial institutions include instances of an employee feeding information or sending funds to outside accomplices. Two such cases in the last sixth months were between them worth nearly £1m. The issue of employees placed or groomed by criminal gangs is one that has been flagged in recent months by the Financial Services Authority.

For More Information go to:

Culture Clash: Customs Can Impact Processes, Too

Cultures and customs vary greatly among countries, adding factors to consider when doing background checks. In Asia, for example, taking into consideration family connections and affiliations can mean the difference between a good and an unacceptable background check. In China “the extended family is a core part of life, and you have to understand where this person's extended family lives and who they are," says Charles Champagne, director of marketing and strategic development at Hill & Associates. A family member who obtains a job at a particular manufacturer may siphon off that company's intellectual property to a cousin who owns a competing company. "Within six months, their products are being counterfeited throughout China," Champagne says. Part of the issue concerns ethics and integrity, he says, "They won't necessarily feel like they are doing something bad by deliberately sending business toward a family member or friend," Champagne says. There are many other potentially volatile cultural issues. In some countries, for example, people may be offended if the background checker pulls a credit report. In others, a gap in a voter registration record based on your addresses may lead people to assume you were incarcerated. And in still others, certain political crimes that may not be offensive to Americans are considered unacceptable.

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 2006 Background Buzz MEDIA RATES:

Click here for more information about advertising in The Background Buzz and (Sections: US Provider, International, Vendor Showcase.)


Business Forums International’s 2nd Annual European Pre-Employment Vetting & Screening Conference -16 June 2006 – Stockholm,

SHRM 20006 Annual Conference & Exposition, June 25 – 28, 2006, Washington, DC Convention Center – see

Global Security China 2006, Shenzhen Convention & Exhibition Centre, Shenzhen, China5 - 7 September 2006,


Getting Wise to Lies, by LISA TAKEUCHI CULLEN, Time, May 1, 2006
Alarmed about the prevalence of résumé padding, employers are turning fib detection into an industry

Workplace Aggression is Common, Human Resource Executive, May 2006
According to: “Prevalence of Workplace Aggression in the US Workforce: Findings From a National Study, published in the Handbook of Workplace Violence in February” close to 47 million American workers are victims of aggression, facing psychological and physical attacks at work.


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.