Rep. George Brown, Jr. of Lexington, KY has filed a bill that would bring “Ban the Box” legislation to all businesses in Kentucky. In February, Gov. Matt Bevin issued an order to “Ban the Box” from state job applications.
Brown’s bill would prohibit businesses from asking about an applicant’s criminal record before an interview or offer of conditional employment.
The bill will be brought to consideration in Kentucky’s 2018 legislative session.
Available now – Corporate Screening’s Spring 2017 issue of our quarterly newsletter, Screening Solutions. This issue of Screening Solutions highlights the issue of diploma mills and their prevalence. Did you know that a group of journalism students in Kansas discovered that their principal had faked her academic credentials? Read more about this topic, including how Corporate Screening analysts are trained to uncover these types of institutions.
In other screening news, the FTC recently reminded employers to keep their authorization and disclosure forms simple. And in compliance news we share information about new legislation in Indiana that prohibits local governments from enacting “ban the box” restrictions, as well as additional information about the Los Angeles Fair Chance Initiative and the Philadelphia Wage History Ordinance.
In other news, Ohio passed new legislation that pharmacies should be aware of, as it means new requirements for pharmacy techs, and Corporate Screening is attending the 2017 OHUG Global Conference this month. We also shared some of the upcoming webinar topics in our 2017 webinar series, as well as some of the shows we will be attending in the next couple of months.
In student background news, we encourage schools to read our feature article, in which we discuss our student integration partners – why we partner with experts in the field of clinical rotation management/recordkeeping. We are also pleased to announce our most recent partnership with Typhon Group.
So check it out, and we hope you enjoy the newsletter!
Offers Higher Education Institutions the Option to Integrate Student Screening & Compliance Services with Clinical Management & Tracking
Middleburg Heights, OH (June 1, 2017) Corporate Screening Services, Inc. (CS), a leading provider of pre-employment and student background screening services, is pleased to announce its partnership with Typhon Group, the trusted leader in student tracking systems for nursing and health education. The partnership integrates CS’s VerifyStudents screening and compliance products directly into Typhon Group’s student tracking software to create a single source to view student background checks, drug screenings, and immunization tracking results.
“We’re excited to share the news of our partnership with Typhon Group, an organization that works with over 1,000 health programs nationwide, with our higher education customers,” said Matt Jaye, Vice-President of Sales at Corporate Screening. “The partnership provides them with additional options and flexibility with their student background screening programs.”
Typhon Group offers web-based software for nursing and health education programs to manage their student tracking. The fully-customizable software provides comprehensive patient encounter logs and reports, a customizable evaluation component for assessments, automated preference-based student scheduling, curriculum mapping, student portfolios, biographic databases, a clinical site database, and secure document management.
VerifyStudents by Corporate Screening is a fully integrated web-based solution that provides reliable and secure student background checks, immunization tracking, and paperless self-scheduled drug screening. Adding these features to Typhon Group’s solution makes it even easier for everyone involved to determine a student’s progress in meeting clinical requirements.
”Our partnership is a win-win for our clients,” said Aviva Bowman, Business Development Executive at Typhon Group. “These are the features they’ve been asking for – integrated background checks, drug screenings, and immunization tracking tied to their existing accounts.”
“Corporate Screening is proud to include the integration with Typhon Group into our suite of partnership integrations, providing our clients the opportunity to integrate their background programs with student tracking experts that can best meet their unique needs,” added Jaye. “The integrations are designed to provide our higher education clients with the opportunity to better streamline their programs and reduce the amount of time spent on administrative processes. Together, Typhon Group and Corporate Screening look forward to providing schools, clinical sites, students, and administrators with an exceptional experience, with providers they can trust.”
About Typhon Group
Founded in 1995, Typhon Group Student Tracking Systems are used by over 1,000 nursing and health education programs. The web-based software includes comprehensive patient encounter logs and reports with ICD/CPT coding, a fully-featured evaluation component for assessments, curriculum mapping, automated preference-based student scheduling, student electronic portfolios, student and preceptor biographic databases, a clinical site database, and much more. Visit www.typhongroup.com for more information.
About Corporate Screening
Corporate Screening (www.CorporateScreening.com) is a Cleveland-based provider of pre-employment screening and student background check investigations for many of the nation’s top employers and schools. As a leading consultant to human resources, corporate security professionals, and program managers, Corporate Screening combines state-of-the-art data gathering technology with in-depth examination and analysis to verify information and mitigate the risks associated with hiring employees and students. Corporate Screening’s professional staff of analysts and consultants serves the needs of hiring professionals representing a full spectrum of industries, with special emphasis on healthcare, education, financial services and manufacturing sectors.
Are you optimizing your background screening integration within Onboarding? If not, Corporate Screening invites you to meet with us and learn more when you attend the OHUG Global Conference which will be held in Orlando, Florida from June 6-9, 2017.
Corporate Screening will be exhibiting and presenting at the 2017 OHUG Global Conference in Orlando. We offer a first-of-its-kind validated background screening solution that integrates with Oracle Taleo Onboarding Cloud Service. It seamlessly integrates with Onboarding, providing you with customized workflow automation designed to reduce labor and expedite your onboarding process.
This year Corporate Screening is excited to announce that we have partnered with ThinkTalent to present Leveraging the Benefits of Integrating Onboarding with Your Background Screening Program at OHUG. The session will be held in Salon 1 on Wednesday, June 7, 2017 from 3:15-4:15 p.m.
We invite you to stop by and visit us at Booth 414 to find out more about how our background integration seamlessly integrates with Onboarding, offering a customized experience that saves time and speeds up hiring.
Corporate Screening is pleased to present a free webinar, Background Ordering Options & Integrations on Wednesday, May 10, 2017 at 2 p.m. EDT. The latest in our 2017 Webinar Series, in this webinar, our experts will review background ordering methods, discuss ATS/HRIS integrations (how they help streamline the hiring process, as well as their pros and cons). At the end, we’ll hold a Q&A session to answer questions.
To register for Background Ordering Options & Integrations, click on the link below and complete the registration form. Registration is free, but we encourage you to sign up early, as space is limited.
Background Ordering Options & Integrations on Wednesday, May 10, 2017 2 p.m. EDT: https://attendee.gotowebinar.com/register/7192303959948112385.
As a reminder, Corporate Screening’s Monthly Webinar Series takes place on the second Wednesday of each month. We invite you to attend one or more to learn more about important background screening topics. Upcoming webinars include:
- Public Records: What Are They? on Wednesday, June 14, 2017 2:00 p.m. EDT
- Business Background Screening on Wednesday, July 12, 2017 2:00 p.m. EDT
- Background Screening for Healthcare Organizations on Wednesday, August 09, 2017 2:00 p.m. EDT
To register for one of the upcoming webinars, please contact Corporate Screening’s Client Support team at 800-229-8606, Option 4 or email CustomerService@CorporateScreening.com.
Corporate Screening is pleased to announce that we will be exhibiting at the U.S. PharmaSUG Conference being held in Baltimore May 14-17, 2017. PharmaSUG attracts programmers, statisticians, data managers and others in pharmaceutical, healthcare and related industries. With a wide array of training courses, the event will also include paper presentations, posters, workshops and networking events.
Corporate Screening will be at booth 113. We invite PharmaSUG attendees to stop by our booth to find out how our background screening products and services can assist your organization!
(04/19/2017) New Philadelphia Law Prohibits Employers from Inquiring into Job Applicants’ Wage History
On May 23, 2017, a new Philadelphia ordinance will go into effect that prohibits employers and employment agencies from asking about a job applicant’s wage history. The ordinance amends Title 9 of the Philadelphia Code, adding wage equity measure to Philadelphia’s Fair Practices Ordinance.
Specifically, the ordinance prohibits employers or employment agencies from:
- Asking about a job applicant’s wage history (either in writing or in another way);
- Requiring candidates to disclose their wage history;
- Conditioning employment or an interview on an applicant’s disclosure of wage history;
- Relying on the applicant’s wage history in determining the wages at any time in the employment process, including negotiating or drafting an employment contract (unless the candidate “knowingly and willingly” disclosed their wage history); or
- Retaliating against a prospective employee if they do not comply with any wage history inquiry.
The definition of wages is broadly defined, and includes all earnings, including benefits and “wage supplements or other compensation whether payable by the employer from employer funds or from amounts withheld from the employee’s pay by the employer,” such as other lawful deductions.
Complaints have to be filed within 300 days of an alleged violation with the Philadelphia Commission on Human Relations (“Commission”). If the investigation is not concluded within a one year period, the individual can take the matter to court within two years of the Commission’s dismissal. Employers may be subject to “equitable relief, compensatory and punitive damages, attorneys’ fees, and costs.”
Employers should review their hiring applications and other materials, removing inquiries about wage history. In addition, they should review their policies and procedures, reminding recruiters and hiring managers not to ask applicants about their salary history.
Corporate Screening can accommodate employers in Philadelphia if they wish to no longer receive wage information as part of a background report in order to avoid any appearance of misuse of wage history when determining wages. If you wish to discuss your options, please contact your account representative.
Important Note to East Coast Employers
Massachusetts was the first state to prohibit wage history inquiries, but it appears that other states and cities on the East coast may adopt similar legislation.
- In New York City, Mayor Bill de Blasio recently signed Executive Order 21, which prohibits New York City agencies from asking about salary history before extending a conditional offer of employment.
- Pending legislation in New York City would prohibit public and private employers from asking about applicants’ wage history.
On April 5, 2017 the New York City Council passed a bill that prohibits employers from asking about an applicant’s wage history. The bill would amend the New York City Human Rights Law, and supporters say that it seeks to correct the wage gap between men and women.
The bill has been sent to Mayor Bill de Blasio for his signature (which is expected, as he has already prohibited city public agencies from asking applicants about their previous wages), and will go into effect 180 days after the mayor signs it. Therefore employers will need to be ready to comply by October 2017.
The new law prohibits employers from:
- Asking about wage history (including benefits and other compensation) during the interview process or while negotiating a contract.
- Searching public records for an applicant’s salary history.
Employers are allowed to discuss salary and benefits expectations regarding salary and benefits, as well as share the salary range for the position.
It’s also important to understand that if an applicant voluntarily shares salary history, employers can use this when determining future compensation and benefits. The new law also does not apply to applicants seeking internal transfers or promotions.
The law does allow for employers to receive salary information as part of a background check; however, salary information obtained via a background check cannot be used to determine the compensation for an applicant.
It is a good idea for New York City employers to review their policies and practices to ensure they are compliant with the new law. Review applications to make sure there are no questions about salary history, and review the law with HR personnel and hiring managers.
Some legal challenges to this law are expected prior to implementation and Corporate Screening will continue to monitor this legislation and will keep you updated as more information becomes available.
Corporate Screening invites you to read the latest issue of our quarterly newsletter, Screening Solutions. Each edition of Screening Solutions contains important news and information about background screening topics, compliance issues, and student screening updates.
This issue of Screening Solutions features several articles about “ban the box” issues. Our feature article, Taking a Deeper Look at “Ban the Box” Laws, examines the topic in greater depth, exploring new research as well as compliance issues. Some colleges and universities may also soon be affected by fair chance policies, as we share in our article, Proposed Maryland Bill Would “Ban the Box” on Initial College Admissions Forms. We also provide updates on recent “ban the box” legislation.
In other screening news, we provide details about new California FEHC regulations that impact employers’ use of criminal history in making employment decisions. We are also pleased to share with you some of the upcoming topics in Corporate Screening’s 2017 Webinar Series. as well as a summary of recent client alerts and some upcoming events where Corporate Screening will be at.
Finally, Corporate Screening has great news to share with employers and schools. We recently received an award for our technology, and schools should take a look at our recently redesigned student screening website, www.VerifyStudents.com. We also share information about one of our newest student background screening integration partners, Trajecsys Corporation.
We hope you enjoy the newsletter!