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Salary History Bans Gain Momentum

Salary History Bans Gain Momentum

Across the nation, state and local governments are adopting laws to prohibit employers from requesting salary history information from job applicants.    This legislation is the most recent measure to address and pay inequity, particularly among people of different genders, races and ethnicities. The theory is that workers who have experienced pay discrimination in the past will continue to do so, assuming the potential employer will base the applicant’s new salary off the previous salary and maintain a disparity in compensation. These new laws insist that salary should be determined by market factors alone.

Here’s a summary of recent Salary History Bans taking shape across the country:

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Corporate Screening Successfully Completes 3-Year Interim Surveillance Audit

Corporate Screening Successfully Completes 3-Year Interim Surveillance Audit

Corporate Screening is pleased to announce the successful completion its 3-year interim surveillance audit, a requirement of the National Association of Professional Background Screeners (NAPBS®) Background Screening Agency Accreditation Program (BSAAP).  This audit validates Corporate Screening’s commitment to deliver the highest level of service in the background screening industry.

“We’re pleased to have successfully completed this audit—and to earn this acknowledgement from the NAPBS,” says Greg Dubecky, President of Corporate Screening.  “This accomplishment reinforces our team’s uncompromising efforts to deliver the most accurate, thorough and efficient screening process in the industry.”

Governed by strict and thorough professional standards, BSAAP has become a widely recognized seal of achievement that brings national recognition to background screening organizations. NAPBS offers this program for Consumer Reporting Agencies (CRAs) across the US.

The BSAAP has developed a process to review internal operating procedures, to benefit CRAs like Corporate Screening and its clients. Accredited CRAs make a commitment to uphold the highest industry standards for the following areas: Information Security, Legal Compliance, Client Education, Researcher and Data Standards, Verification Services Standards, and Business Practices.

Corporate Screening will complete its on-site audit in 2021, which, if successful, will result in full renewal of its five-year accreditation.

 

Please note: this article was published before the NAPBS rebranded as the Professional Background Screening Association (PBSA).

Corporate Screening Launches First-of-its-Kind Oracle Recruiting Cloud Integration 

Corporate Screening Launches First-of-its-Kind Oracle Recruiting Cloud Integration 

Corporate Screening is pleased to announce the availability of a pre-integrated solution with the new Oracle Recruiting Cloud. A new recruiting solution delivered natively as part of the Oracle HCM Cloud suite, Oracle Recruiting Cloud (ORC) gives organizations the tools to create personalized and mobile experiences for every user.  Corporate Screening’s first-of-its-kind integration enhances the ORC by offering background screening solutions natively within the platform. 

With Oracle Recruiting Cloud, employers have access to a comprehensive view of a candidate’s journey across the HR spectrum. Background screening is just one part of that journey, and Corporate Screening’s EASE background screening technology delivers a consistent user experience for HR professionals and candidates alike. 

“In just a few clicks, recruiters can order and manage their background screening cases within the Oracle platform,” says Matt Jaye, VP of sales at Corporate Screening. The solution enables a background check or drug test to be placed in a matter of seconds, all within a company’s existing workflow. 

Through this integration, candidates can expect a consistent and simple user experience. Candidate information from Oracle pre-populates the background check order, eliminating duplicate data entry and the potential for human error. Improved efficiencies allow HR professionals to face the challenge of finding talent in today’s job market. 

“As an extension of our customers’ HR teams, we understand the importance of a high-quality experience for everyone involved,” says Greg Dubecky, president of Corporate Screening. “It’s especially important in a candidate-driven market. The hiring process sets the tone for a candidate’s long-term relationship with an organization.” 

An Oracle Gold Partner, Corporate Screening is just one of a select few to provide this first-of-its-kind integration.  

“We’re thrilled to continue our Oracle partnership and leverage technology to help users effectively manage their background screening process,” says Dubecky. “Conscious innovation drives our decision-making, and this is just another way we can provide best-in-class solutions to the HR professional.” 

Learn more about the Oracle Recruiting Cloud.

About Corporate Screening 

Corporate Screening provides global background screening solutions, industry-specific searches, drug testing and compliance services to the nation’s top employers. Leveraging proprietary technology with an experienced team, customers can expect a quality background screening report in less time. Corporate Screening empowers companies to configure screening programs to the variety of roles they need to fill, with technology integrated into existing workflow. 

About Oracle 

The Oracle Cloud offers a complete suite of integrated applications for Sales, Service, Marketing, Human Resources, Finance, Supply Chain and Manufacturing, plus Highly Automated and Secure Generation 2 Infrastructure featuring the Oracle Autonomous Database. For more information about Oracle (NYSE: ORCL), please visit us at oracle.com. 

Court Rules Combined State/Federal Background Check Disclosures Are Illegal

Court Rules Combined State/Federal Background Check Disclosures Are Illegal

TIME TO REVIEW/UPDATE YOUR FORMS!

In another class-action decision regarding FCRA disclosure forms and favoring the plaintiff (Gilberg v. California Check Cashing Stores LLC), California’s Ninth Circuit court declared that background check disclosure forms including state law disclosures on the same document are illegal.  Citing an earlier decision in (Syed v. M-I, LLC, 853 F.3d 492 (9th Cir. 2017), the court stressed that “the statute [means] what it [says]: the required disclosure must be in a document that consists ‘solely’ of the disclosure.’ The disclosure form used by the defendant included state-mandated disclosure information and the court ruled this violated the “standalone” requirement of the FCRA.

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November Webinar – There’s Still Time to Join Us!

November Webinar – There’s Still Time to Join Us!

Screening Tech: Integrations and Candidate Experience

Thursday, November 29, 2018, 2 p.m. – REGISTER NOW

Tech-driven process changes or complex integrations can substantially impact both internal workflows and external candidate experience. We’ll take a look at how, when implemented properly, technology can make a major difference. In this informative webinar, we plan to discuss the following technology solutions:

  • Process Automation
  • Applicant Tracking System (ATS) Integrations
  • Adverse Action Workflow Tool
  • Candidate Experience – Case Ordering Options and Paperless Drug Screening
  • E-Disclosure & Authorization Tool

Registration is still open, so secure your spot now. The session is 30-45 minutes and includes an interactive Q&A segment.

Changes to Ohio BCI/FBI Fingerprint Procedure

Changes to Ohio BCI/FBI Fingerprint Procedure

The Ohio Attorney General’s office has recently notified all background screening and fingerprint providers of a change in processing FBI background checks. The Ohio Bureau of Criminal Investigation (BCI) has made this change, which is effective immediately and affects customers utilizing web-based fingerprinting services.

What You Need to Know:
If an FBI background check is submitted for licensing/employment approved by the FBI and the outcome contains a criminal history record, BCI will release the criminal history record directly to you (the employer) ONLY. BCI will no longer utilize the “May Not Meet Conditions of Employment” letter. The BCI portion of the background check results can still be received by the web portal, but the FBI results will only be mailed to the intended party.

THIS IS FOR ALL FBI BACKGROUND CHECKS, EVEN THOSE WITHOUT A CRIMINAL RECORD.

With this change, the BCI has eliminated third-party access to this information. Results will no longer be in our report, but will instead be mailed directly to you. This will undoubtedly cause delays and unintended confusion to this process, as the results will come separately via U.S. mail without any context to the overall background screening report.

Corporate Screening and our fingerprinting partner is committed to creating a better solution in the future. However, the BCI is requiring us to act immediately to remain compliant.  This is an unexpected and immediate system/statewide change and impacts all background screening/fingerprint vendors.

We apologize for any inconvenience this may cause. Please contact Corporate Screening customer support  (800-229-8606, option 4) or your account manager with questions or concerns related this matter.

Webinar: Background Screening for Healthcare

Webinar: Background Screening for Healthcare

It’s in the Details: Background Screening for Healthcare

Wednesday, October 10, 2 p.m. ET
Register Now

Every day, healthcare professionals make critical decisions about personnel. On one level, these decisions impact patient care and access. On another, they can make or break your organization’s reputation or worse, impact vital industry accreditation and certification. Plus, there’s also increasing federal and state legislation requiring background screening.

With all this to consider, these details are more important than ever. That’s why proper healthcare background screenings are critical.

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Alert: CFPB Publishes Updated Summary of Rights Under the FCRA

Alert: CFPB Publishes Updated Summary of Rights Under the FCRA

Earlier this year, Congress passed the Economic Growth, Regulatory Relief, and Consumer Protection Act (S. 2155).  The legislation provides new consumer rights to a national credit freeze.

As a result, on September 12, 2018, The Consumer Financial Protection Bureau (CFPB) published an updated Summary of Rights Under the Fair Credit Reporting Act (FCRA) that incorporates this right into the notice.

 

The updated form is now available in the Resources section of EASE.  

 

This may also be a good time to review other documents associated with your background screening program, including disclosure and authorization forms, Adverse Action forms and processes, state specific notices, etc.  You can always find the latest versions of these import forms and notices in our Resource Center, accessible from the EASE dashboard.  Corporate Screening customers should have received a direct link to this resource center via e-mail.

Update/Replace the Notice
Any copies of this notice used at your organization should be replaced with the updated notice.  This includes notices that appear electronically in your Application Tracking System.

Effective Date – September 21, 2018
The effective date of this change is September 21, 2018. Please assess how to make this update within your organization as soon as possible.

Corporate Screening is Here to Help
If you have any questions or need any assistance related to this change, please contact your account representative and we will be happy to assist you.

Legislative Update: Michigan Bans the Box

Legislative Update: Michigan Bans the Box

On September 7, Michigan Governor Rick Snyder signed an executive order bringing the “ban the box” law to state departments and agencies in his state. The law prohibits state departments and agencies from asking potential candidates about criminal history on job applications. Snyder also directed the state Department of Licensing and Regulatory Affairs to remove criminal history questions from applications for state-issued licenses that don’t require such inquiries under state law. These orders go into effect on October 1, 2018.

According to Crain’s Detroit Business, Snyder urged private employers to ban the box, but stopped short of urging Michigan state legislature to make it law. Democrat-sponsored “ban the box” legislation has fallen short recent years, but Snyder and others see it as a way to increase applications for jobs in the state and potentially lead to legislative action.

“When you talk about electricians or plumbers, we all know we can use more people in those fields,” Snyder tells The Detroit News, “and if we can broaden the pipeline of people able to do that work, I think it’s a good thing for all of us.”

Read more from Crain’s Detroit Business and The Detroit News.