Data Facts Background Screening Blog

ICE Extends I-9 Flexibility to November 19, 2020

Posted by Dorie Lurie

Oct 20, 2020 10:24:16 AM

This article was written by Dawn Lurie and originally published on the Seyfarth "Big Immigration Law Blog". The entire original article can be viewed here. 

Immigration and Customs Enforcement (ICE) announced that employers have an additional 60-day extension to the flexibilities in rules related to Form I-9 completion. This extension relates to the relaxation of the requirement to defer the in-person, physical inspection of new hires’ identity and employment eligibility documentation.

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Topics: Hiring, E-Verify, I-9 compliance, COVID-19, I-9 requirement

Is Your Background Screening Process Ready For 2014?

Posted by datafactssolutions

Dec 27, 2013 9:32:08 AM

Background screening job applicants is an integral part of the hiring process. By checking out a person’s criminal convictions, verifying their work history, and conducting drug testing, a company can gain a deeper understanding as to whether or not the person will fit well into the company culture.
However, the background screening process that was in place 3 years ago may not be the most effective one today. Here are some points to cover in reviewing your background screening process:

1. Take another look. Knowing the specific pieces of the applicant’s background you are currently screening is a great starting point. Make sure you know what information is being checked for each position.
2. Remember ‘the I’s’ have it. E-verify and I-9 processes need to keep up with regulations. A good many states have begun requiring companies to have these processes in place. Audits from ICE have also increased. It is more important than ever for companies to have a good, recorded trail for their E-verify and I-9’s.
3. Get the whole picture. Look at the criminal check policy, and make certain it is robust. At a minimum, check the person’s county of residence, work, and study. You may also want to add a national criminal database search, which can uncover crimes in places that were not originally targeted to search.
4. Review adverse action procedures. If a person is not hired in whole or part because of information found in a background check, you must send a pre-adverse action letter to the applicant, and after a reasonable amount of time, then send an adverse action letter. Be sure to follow this every single time.
5. Establish relevancy. Evaluate each position and decide which screening tools are important for that particular job. Some positions will not require a credit check, for example. It may be imperative in other positions to verify education. Review your screening process to ensure it is fair and relevant for each position.
6. Remember the information is only as good as the source. The background screening report is only as accurate and reliable as the Background Screening company that provides it. Ask your vendor if they are accredited by the NAPBS, and if they have licensed private investigators on staff. If the answer is ‘no’, you may want to look for a new provider.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, Hiring, background screen, background check, criminal records search, 2014 hiring, wordpress blog, Good hiring practices, E-Verify

How Does the Government Shutdown Affect HR?

Posted by datafactssolutions

Oct 4, 2013 8:37:45 AM

For the first time in 17 years the federal government is closed for business except for essential employees and functions. This situation could last for days, weeks, or months. No one knows how long it will take for the House of Representatives, the Senate, and the White House to reach an agreement to fund the federal government for the next fiscal year.
How does this impact HR professionals and the work you do daily?
If your organization does business with the government, there may be no need for your products and services during this shutdown and you may find it necessary to also furlough some of your employees until the government resumes normal operations. Be sure to check the websites of the specific government agency you work with for their contingency plan. Your organization is still obligated to meet statutory deadlines and compliance requirements of these agencies.
Here are some specific areas where HR operations will be impacted:

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Topics: Data Facts blog, Cynthia Thompson, wordpress blog, EEOC, E-Verify

Pre-Employment Screening in 2013

Posted by datafactssolutions

Dec 31, 2012 8:44:34 AM

2012 brought several changes to the background screening arena. The EEOC guidance on the use of criminal records, along with several states banning the box and restricting credit checks are a few of the most notable developments.

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Topics: Data Facts blog, social media screening, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, Criminal records, Hiring, background check, wordpress blog, Good hiring practices, E-Verify

North Carolina Enacting E-Verify Requirements Beginning October 1, 2012

Posted by datafactssolutions

Sep 26, 2012 9:43:37 AM

E-verify is a web-based system that compares an employee’s Employment Eligibility Verification (I-9) to the Department of Homeland Security’s and the Social Security Administration’s records to confirm the person’s employment eligibility. Legislation requiring E-verify compliance is sweeping the nation, and North Carolina is the next state on the list to implement these measures.

Governor Beverly Perdue signed the bill into law in June of 2011.

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Topics: Data Facts blog, North Carolina, Hiring, Employment Eligibility Verification, wordpress blog, Good hiring practices, E-Verify

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~~Susan McCullah is the Marketing Project Manager/ Background Screening Division for Data Facts, Inc, a 25 year old Memphis based company. Data Facts Inc -an NAPBS accredited company- is a leading provider of employment screening solutions. Check out our website for a complete explanation of our services.