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.
Registration now open for our newest webinar, VerifyStudents & myClinicalExchange: Solutions for Clinical Rotation Management
Thursday, January 11, 2 p.m. EST
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
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.
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.
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.
Continuing a national trend, California recently became the latest state to enact ban the box and salary history restriction legislation into law. As an employer in California, what’s this mean for you? As your trusted partner, we want to assure you’re taking the necessary steps to stay compliant.
Join Kevin Neudecker, Corporate Screening’s Quality and Compliance Manager for our upcoming webinar, “California Legislative Update” to learn more about:
- California’s ban the box legislation
- Salary history restrictions and pay equity practices
- Preventative measures employers should take
- How Corporate Screening can help
For your convenience, there are two open sessions of this webinar: Wednesday, November 15 at 10 a.m. PST or Wednesday, November 29 at 10 a.m. PST. Register now for the webinar.
Our team is always available to assist with any questions or concerns about compliance. Please contact Customer Support at 800-229-8606 option 4.
With the signing of AB 168, California is the latest state to enact a ban on salary history inquiries. This new law will take effect on January 1, 2018 and applies to all employers, including state and local governments.
This is the latest effort to address pay inequity, particularly among people of different genders, races and ethnicities. The intention of these laws is to narrow the pay gap between men and women by emphasizing the value of a role instead of the value of an individual as based on prior earnings. Proponents of the law insist salary should be determined by market factors alone.
Under AB 168, an employer cannot seek salary history information, including compensation and benefits, about an applicant for employment. Additionally, it will be illegal to use an applicant’s salary history information to determine whether to offer employment or to determine salary.
The new law also requires employers to provide the pay scale for a position to an applicant applying for employment upon request.
There are certain exceptions to this law. Employers are permitted to review and consider publicly available salary history information in accordance to federal or state law. If an applicant “voluntarily and without prompting” discloses his or her salary history, it opens an opportunity for discussion and the employer can consider that information in determining the applicant’s salary.
To prepare for compliance, California employers should reevaluate recruitment processes and documents. Corporate Screening will take a proactive approach and will remove salary inquiries from California employment verifications. As your trusted partner, our team is available to assist with any questions or concerns about compliance. Please contact Customer Support at 800-229-8606 option 4. We also encourage you to attend one of our upcoming informational webinars – “California Legislative Update,” on Wednesday, November 15 or Wednesday, November 29 at 10 a.m. PST. Register now for the webinar.
California is just another in a growing list of jurisdictions across the country to prohibit salary history inquiries. Read our summary of Salary History Restrictions.
On October 14, California Governor Jerry Brown officially signed AB 1008 into law. The law, which goes into effect on January 1, 2018, will prohibit most public and private employers with five or more employees from inquiring about an applicant’s criminal conviction histories until after it has made a conditional offer of employment to the candidate.
California’s statewide law is based on the Los Angeles “ban the box” ordinance. It essentially repeals existing Labor Code, Section 432.9 (which only applies to public employers) and would instead enact a new provision to the Fair Employment and Housing Act (FEHA) that affects both public and private employers. Like the Los Angeles ordinance, AB 1008 bans criminal conviction history inquiries until after a candidate has received a conditional offer of employment. If, after reviewing a candidate’s conviction history, an employer wants to deny an applicant the position, the employer will need to conduct an individual assessment and give the candidate an opportunity to respond before making a final decision.
Corporate Screening Announces Partnership with Platinum Educational Group through VerifyStudents Platform
Corporate Screening Services, Inc. (CS), a leading provider of pre-employment and student background screening services, is pleased to announce its partnership with Platinum Educational Group (PEG), a leader in assessment, clinical tracking, scheduling, and reporting for nursing, allied health, and EMS institutions.
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. It can be integrated directly into PEG’s software to give customers a single source of access via EMSTesting.com for EMT and Paramedic programs, PlatinumPlanner.com for Allied Health training establishments, and PlatinumTests.com for Nursing schools. Adding these features to Platinum Educational Group’s solutions makes it even easier for everyone involved to determine a student’s progress in meeting clinical requirements.