Trick or Treat!
Oct 31, 2019 10:00:00 AM
Aug 28, 2019 1:30:00 PM
Most of today’s companies utilize some sort of background screening process before making a hiring decision. Criminal searches, driving record searches, reference checks, employment and education verifications, assessment testing, credit checks, and drug screening all fall under the “background screening” umbrella.
Jul 18, 2019 4:01:00 PM
By the very definition of the title Human Resources professional, the focus is primarily on, well, humans. HR is responsible for employee interactions, policies and procedures, choosing the best new hires, and many other responsibilities involving people.
Dec 19, 2018 10:29:42 AM
With record low unemployment, finding, recruiting, and keeping high performing employees in your organization will be more challenging in 2019 than in the recent past. Even so, it’s entirely possible to be productive and successful in your hiring endeavors. It just takes planning and commitment.
Here are 7 smart resolutions relating to background check processes that are essential for HR to consider in 2019 and beyond.
Jun 29, 2018 1:44:02 PM
The way organizations recruit, interview, and choose new employees is changing in a variety of ways. What were once commonplace practices are now being phased out in favor of new processes that are less discriminatory and equal for everyone.
Aug 30, 2017 1:41:44 PM
Here are a couple of upcoming changes in regards to using salary history in employee background checks in New York City and Oregon.
New York City and Use of Salary History by Employers
Effective November 1, 2017 and per City Administration Code §8-107 (www.amlegal.com/codes/client/new-york-city_ny/), an employer or its "agent" cannot inquire about salary history. If applicant "voluntarily" and "without prompting" discloses past salary, the employer can verify it.
Jun 29, 2017 9:31:26 AM
The majority of employers use some degree of background screening in hiring decisions. Some employ a criminal search, while others use several screening reports, drug screening, and assessment testing to help reach their decisions.
Fingerprinting is another background check option that helps employers gain additional information on the job candidates background and past behavior.
May 23, 2017 9:09:39 AM
This article was originally posted by National Association of Professional Background Screeners at http://www.napbs.com/NAPBS/assets/File/NAPBS_Survey.pdf
As employers seek to make informed decisions related to their hiring, ensure safety in our workplaces and communities, and retain the most qualified candidates and mitigate risk, they are increasingly turning to a professional background check to accomplish their goals.
Mar 2, 2017 1:31:11 PM
Educating our clients on important industry changes and regulations that affect their businesses is one of Data Facts' top goals.
California employers, and companies with branches or divisions in California, should familiarize themselves with the following information.
*Originally posted on Littler.com by Jennifer Mora.
In April 2012, the Equal Employment Opportunity Commission (EEOC) issued its long-awaited “Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964” (2012 Guidance). The 2012 EEOC Guidance does not prohibit employers from using criminal records, but outlines best practices that the EEOC advises employers to follow, including a recommendation that employers, among other things: (1) remove from employment applications the question that asks job applicants to self-disclose their criminal record; (2) not make an employment decision based solely on the fact of an arrest record; and (3) conduct an “individualized assessment” before rejecting an applicant or terminating an employee because of a conviction.
Feb 14, 2017 3:58:23 PM
Data Facts wants to educate our clients on compliant best practices with their background check policies. Simple errors can be considered a willful violation of the FCRA. Don't fall victim to expensive lawsuits due to negligence or lack of oversight!
~Originally posted at JD Supra Business Advisor by Abigail Green
In a case of first impression, the Ninth Circuit ruled that an employer willfully violated the Fair Credit Reporting Act (FCRA) by including a liability waiver in a disclosure and authorization form that it provided to a job applicant. As a result, the employer could be held liable for statutory damages ranging from $100 to $1,000, punitive damages, as well as attorneys’ fees and costs, even though the employee did not suffer any actual harm. Syed v. M-I, LLC, 2017 WL 242559 (9th Cir. 2017).