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Background Check Blog

Corporate Screening Offices Closing Early

This Friday, March 23, 2018, Corporate Screening offices will close at 12:30 p.m. ET. At this time, our teams will be participating in company-wide testing of our upgraded technology infrastructure.

As you may know, these upgrades have been in development for several months. We look forward to sharing more information with you in the weeks ahead. Thank you for your patience and flexibility.

E-Verify Outage This Weekend

E-Verify Outage This Weekend

Due to upgrades, E-Verify will be unavailable this weekend, from midnight EDT Friday, March 23, until 8 a.m. EDT Monday, March 26.

During this period of unavailability, employers will not be able to access their E-Verify accounts, create new E-Verify cases or resolve tentative nonconfirmations with the Department of Homeland Security or the Social Security Administration.

SHRM has more information on the upcoming outage.

Nor’easter Brings Closings and Delays

Nor’easter Brings Closings and Delays

(UPDATE 3/21/18) – Another week – another nor’easter causing closings and delays.

  • New Jersey: Due to harsh weather conditions, courts are closed as of Wednesday, March 21.
  • New York: Some courts in Kings, Queens, Nassau and Suffolk Counties are closed for the evening of March 21.
  • Pennsylvania: Superior Court’s administrative offices in Philadelphia are closed Wednesday, March 21.
  • Virginia: The Richmond offices of the Supreme Court of Virginia are closed for March 21.

Corporate Screening and its partners are monitoring the situation as it progresses and will continue to update this post as more details are available.  If you have any questions, please contact Customer Support at 800-229-8606, option 4.

 

Previous report…
(3/7/18) A fierce winter storm has resulted in closings and delays across the East coast.

  • New Jersey: Due to harsh weather conditions New Jersey has declared state of emergency.  All superior courts are closed as of Wednesday, March 7.
  • New York: Courts across the state are closed on Wednesday, March 7.
  • Pennsylvania: Superior Court’s administrative offices in Philadelphia and Harrisburg are closed Wednesday, March 7, 2018.

Corporate Screening and its partners are monitoring the situation as it progresses and will continue to update this post as more details are available.  If you have any questions, please contact Customer Support at 800-229-8606, option 4.

West Coast Trifecta: Washington Adopts Fair Chance Legislation

West Coast Trifecta: Washington Adopts Fair Chance Legislation

With a stroke of a pen, Washington state Governor Jay Inslee has completed a ban-the-box trifecta—following Oregon (2016) and California (January 2018) and making it unlawful to inquire about criminal history during the hiring process. Exceptions to the law include jobs in law enforcement, state agencies, schools and other businesses that supervise children, persons with disabilities and vulnerable adults.

The new legislation prohibits employers from asking about arrests and convictions until after an employer determines the candidate is “otherwise qualified” for the position.  An applicant is considered “otherwise qualified” when, without consideration of a criminal record, the candidate meets the basic criteria for the position as stated in the job description.  Organizations are prohibited from advertising any job openings in a way that excludes people with criminal records from applying.

The Fair Chance Act is effective June 6, 2018. In advance of this date, employers in Washington state should assess whether they are covered by the new law and whether their employment applications and other screening policies will need to be updated.

Learn more:
Washington State Legislature
Seyfarth-Shaw

Webinar: Taking Adverse Action – How to Stay in Compliance

Webinar: Taking Adverse Action – How to Stay in Compliance

As your trusted partner, Corporate Screening is excited to continue our 2018 Webinar Series. These free, interactive webinars are designed to provide valuable information about important topics in background screening.

We’ll kick off the series on Wednesday, February 14, 2018 with a compliance webinar, Taking Adverse Action – How to Stay in Compliance. Background screening is a highly regulated industry. Employers who utilize the results of a background investigation when making hiring, promoting, suspending or terminating decisions need to be aware of Adverse Action procedures under the Fair Credit Reporting Act (FCRA). Join Kevin Neudecker, Corporate Screening’s Quality and Compliance Manager as he reviews the Adverse Action process, compliance requirements and best practices.

Register now

Register now for Taking Adverse Action – How to Stay in Compliance. Registration is free, but please sign up early, as space is limited.

Webinar: Solutions for Clinical Rotation Management

Webinar: Solutions for Clinical Rotation Management

Registration now open for our newest webinar, VerifyStudents & myClinicalExchange: Solutions for Clinical Rotation Management

Thursday, January 11, 2 p.m. EST

Repetitious.
Time-Consuming.
Scattered.

Does this describe your clinical rotation management process? If you’re burdened by a confusing and time-consuming workflow, myClinicalExchange and VerifyStudents may have the solution.
We invite you to join us for our upcoming webinar VerifyStudents & myClinicalExchange: Solutions for Clinical Rotation Management to learn more about how you can:

  • Integrate onboarding/preparation requirements like background and drug screenings with clinical rotation management
  • Manage and track progress through all stages of the process, from onboarding to evaluation – and in one easy-to-use platform
  • Ensure you’re meeting student compliance
  • Leverage the proven success of VerifyStudents and myClinicalExchange to streamline processes
  • Go paperless with a mobile-friendly platform that’s easy for students and clinical sites alike

Thursday, January 11, 2 p.m. EST 

Register Now

Learn more about VerifyStudents/myClinicalExchange partnership.

NYC: Responding to Updated Fair Chance Act Legislation on a Two-Step Process

NYC: Responding to Updated Fair Chance Act Legislation on a Two-Step Process

The New York City Fair Chance Act (FCA) continues to evolve. In August, the New York City Commission on Human Rights (CCHR) amended rules to establish procedures regarding unlawful discrimination based on an applicant’s criminal history. As of the writing of this statement, the Commission’s informal interpretation suggests a two-report background screening process.

The CCHR’s interpretation of the law states that a “true” conditional offer of employment cannot be made unless employment, education and other non-criminal aspects of a background check are conducted first. Then, only after the conditional offer is made can the employer inquire into criminal history.

The background screening industry does not agree with this interpretation. There are significant concerns surrounding the impracticality of this two-step process for employers, applicants and consumer reporting agencies. A two-step process would:

  • Confuse candidates with more paperwork and disclosures
  • Deny candidate access to important non-criminal information
  • Severely strain employers and consumer reporting agencies
  • Dictate costly technology adjustments and upgrades

Corporate Screening, working in collaboration with the National Association of Professional Background Screeners (NAPBS) assembled to dispute this legislation with the city. We do not believe a plain interpretation of the law requires a two-step background check process or that the Fair Chance Act’s statutory language and interpretative guidance gives adequate notice to employers.

As a result, the CCHR recently updated their FAQs to publicly confirm its position. However, just days after posting this information online, it was removed.

What does this mean for you? We are hopeful the Commission is listening to our concerns and will work to solve the impracticalities of their amended rules. In the meantime, we advise all New York City employers to review the Fair Chance Act closely with legal counsel. While we fully support the intentions of Fair Chance legislation and appreciate the Commission’s efforts, we cannot support this solution. We have offered to collaborate with the Commission to develop a practical solution that benefits all stakeholders.

You can depend on Corporate Screening to serve as your advocate. We’ll continue to work on behalf of our NYC-based clients on this important initiative and keep you posted as details become available.

myClinicalExchange Partnership Brings Vital Information into a Single Source

myClinicalExchange Partnership Brings Vital Information into a Single Source

Corporate Screening is pleased to announce its partnership with myClinicalExchange, a leader in centralized clinical placement technologies for hospitals, educational institutions, consortiums and students.

VerifyStudents by Corporate Screening provides reliable and secure student background checks, immunization tracking, and paperless self-scheduled drug screening. With a flexible approach to support scheduling, compliance tracking and reporting for all health care disciplines, myClinicalExchange will now seamlessly integrate the health and safety requirements from Corporate Screening’s VerifyStudents platform into its cloud-based solution.

read more…

Arizona State Agencies Ban the Box

Arizona State Agencies Ban the Box

On November 6, Arizona governor Douglas Ducey signed an executive order adopting a “ban the box” law for state agencies.

Dubbed “The Second Chance” order, Arizona’s policy delays questions related to an employment applicant’s criminal record until after the initial stages of interviewing. Arizona state job applications will no longer include questions regarding an applicant’s criminal record during the application process, but agencies will be permitted to ask after the applicant has submitted a job application and provided an initial interview.

In a statement, Ducey notes that “All Arizonans, no matter their background or past mistakes, deserve a chance to make a living and a better life for themselves and their families. If you served your time and paid your debt to society, you should have the opportunity for a real second chance.”

In some states, the adoption of a ban the box law for state agencies is often a precursor for legislation that applies to private employers as well. Nine states have eliminated the question for private employers, while 29 states have legislation in place for public employers and/or state agencies, according to the NELP.

Learn more:
National Employment Law Project (NELP)
Gov. Ducey Executive Order 
Arizona Press Release