New York City and the State of Oregon recently joined the growing list of states and jurisdictions to Ban the Box - prohibiting employers from requesting criminal history until later in the hiring process.
Governor Brian Sandoval signed S.B. 409 into law on June 9th, 2015, eliminating the 7-year reporting restriction for criminal convictions. Effective immediately, there is no time limitation on reporting criminal convictions for individuals living and working in the state of Nevada.
S.B. 409 expands the type of information that consumer reporting agencies (CRAs) can report on prospective employees of gaming operators and employers. At the requset of the gaming operator or employer, background check reports for Nevada residents and employees can include bankruptcy information older than 10 years and other negative credit information older than 7 years for positions directly connected to the employer's operations.
Our events are starting to pick up! We will be at three different events in CA during February. Our representatives will be demonstrating our employment and workforce screening solutions to help you build positive employer and candidate experiences that support hiring and retaining the best talent. We will also be giving away some great thank you gifts and entering everyone who stops by into drawings for some amazing prizes. We hope to see you early this year as we start with our first February event on February 10th.
HR professionals can take advantage of free E-Verify and I-9 webinars presented by the USCIS (U.S. Citizenship and Immigration Services). The webinars will be running throughout the month of January and will cover important aspects of E-Verify and the I-9 Form as well as best practices.
Accurate Background is excited to kick off 2015. We will be at three different events in CA and CO during January! Our representatives will be demonstrating our employment and workforce screening solutions to help you build positive employer and candidate experiences that support hiring and retaining the best talent. We will also be giving away some great thank you gifts and entering everyone who stops by into drawings for some amazing prizes. We hope to see you early this year as we start with our first event on January 13th!
With 2015 already in full force, there are many new laws related to background screening and hiring that may affect employers moving into the new year. It can be hard to keep up with so many new laws, but don’t worry, Accurate Background has you covered. We take the time to consistently monitor any legislation that may impact our clients and have created a summary of some of the regulatory changes from the past year that may affect your hiring and background screening process. Below is a recap of these regulatory changes:
As Accurate Background previously communicated, Massachusetts issued the final CORI Regulations in May 2012. In a continuing effort to educate our clients, we would like to take this opportunity to remind you of the CORI Regulations that may impact your organization and discuss steps Accurate Background is taking to support your compliance with these requirements.
Prince George’s County, MD, has joined other jurisdictions, such as Montgomery County and San Francisco by passing Bill No. CB-78-2014. The new law adds Subdivision 10 “Fair Criminal Record Screening Standards” to Division 12 Human Relations Commission of the Prince George’s County Code.
If you do a quick Google search for DIY background checks, you will find countless websites and articles offering “free” background screening services and how-tos for running background checks on your own. On the surface, it’s easy to see how conducting your own background checks could be enticing. “Instant” and “free” online searches give the perception that performing background checks in house with existing resources will provide you with more control over the process and cost savings. You may be considering in-house screening to get around the FCRA requirements that are mandatory when using a Consumer Reporting Agency to support your background screening. But, just because you could do something in house doesn’t mean you always should. Accurate Background has many conversations with employers who have been using internal screening programs only to realize the risks after something goes wrong.