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Stay Current With The Background Screening Industry

Take a Look! Updated VerifyStudents Website

Corporate Screening is pleased to announce the release of our redesigned VerifyStudents website. With a fresh new look and updated graphics, the new website is even faster and more responsive.

“The VerifyStudents website is important because students and program managers from schools across the country rely on it daily,” remarked Greg Dubecky, President of Corporate Screening. “VerifyStudents has been a leader in student background screening products and services since its inception, and our updated website features enhancements designed to improve the user experience.”

In addition to its new design, the site also offers new functionality. Program administrators will appreciate the ability to log into Corporate Screening’s EASE case management system directly from the VerifyStudents website.

Additionally, the website is now completely mobile responsive. Whether it is accessed by a computer or other mobile device, users will be able to access information in the format that best suits the device they are using.

We’re excited about the new website and invite you to visit www.VerifyStudents.com and take a look around!

 

(03/09/2017) New California FEHC Regulations Impact Use of Criminal History in Employment Decisions

The California Fair Employment and Housing Council (FEHC) recently finalized and approved new regulations that will impact employers’ use of criminal history when making employment decisions. The regulations track closely with the 2012 EEOC Enforcement Guidance for Consideration of Arrest and Conviction Records in Employment Decisions, and are expected to become effective on July 1, 2017.

Summary of Regulations
As shared on Lexology.com, JDSupra.com and Littler.com, the following is an overview of the regulations. The regulations address “adverse (or disparate) impact” on protected groups, and prohibit employers from using criminal history information unless it is job-related and in line with business necessity.

  • Like the EEOC Guidance, Employers should maintain policies and procedures that allow for an “individualized assessment” when considering the criminal history of an applicant. The so called “Green Factors” are also outlined by the EEOC.
    •  Employers should consider:
      • the nature and gravity of the offense
      • the amount of time that has elapsed since the offense
      • the nature of the job held or sought.
  • Employers should be prepared to justify their policies and adverse decisions related to the criminal history of an applicant. Convictions that lead to an adverse hiring decision should have a “direct and specific negative bearing on the person’s ability to perform the duties of the position.”
  • Employers are also required to provide the applicant or employee with a notice that they have been screened out due to a criminal conviction, and also provide them the opportunity to demonstrate that the information is inaccurate (This requirement is in line with Adverse Actions requirements under the FCRA)  or that exclusion should not apply to their specific case.
    • If the applicant disputes the conviction and the result of the dispute proves the conviction information was inaccurate, employers can no longer consider that information in their hiring decision.
    • If the applicant provides additional information as to why their conviction should not exclude them from the position, employers must take that information into consideration before making a final decision.
    • Note: If you obtain the conviction information on your own (without the assistance of background screening company), you must still provide applicants with this notice.
  • The regulation also expands the type of convictions related to possession of marijuana that employers are prohibited from seeking information related to or considering in the hiring process. Previously the list included certain misdemeanors for marijuana older than 2 years (for small amounts of marijuana).  The list now includes ANY non-felony misdemeanor conviction related to marijuana possession older than 2 years.

Affected employers should familiarize themselves with these regulations, and should review their policies, employment applications, job descriptions and hiring practices are compliant. If you have questions, please contact your Corporate Screening representative or our Compliance team. Corporate Screening will continue to provide information and guidance as the calendar gets closer to the implementation date.

 

Join CS for a Webinar – Turnaround Time: Why Isn’t My Background Done?

As part of our 2017 Webinar Series, on Wednesday, March 8, 2017 at 2 p.m. EST Corporate Screening will host a free webinar: Turnaround Time: Why Isn’t My Background Done?

While most background checks are turned around quickly, sometimes delays happen. Join Corporate Screening’s background experts to learn more about background screening delays – why they occur, common causes and what you can do to minimize delays. After the webinar, we will hold an interactive question and answer session.

Webinar Registration
To register for Turnaround Time: Why Isn’t My Background Done? click on the link below and complete the registration form. Registration is free, but please sign up early, as space is limited.

Turnaround Time: Why Isn’t My Background Done?, Wednesday, March 8, 2017 at 2 p.m. EST:
https://attendee.gotowebinar.com/register/8217086180430374401

Additional Webinars
Mark your calendar now for the second Wednesday of the month and don’t miss Corporate Screening’s educational webinars! Upcoming topics and dates include:

• Building an Effective Screening Program on Wednesday, April 12, 2017 2 p.m. EDT; and
• Background Ordering Options & Integrations on Wednesday, May 10, 2017 2 p.m. EDT.

To register for one of these upcoming webinars, please contact Client Support at 800-229-8606, option 4. Additional webinar topics will be publicized regularly throughout the year, so stay tuned for further announcements.

Smart Business Recognizes Corporate Screening at 2017 Cleveland Tech Awards

(Middleburg Heights, Ohio, February 8, 2017) – Corporate Screening is pleased to announce that it has been selected as an honoree at the 2017 Cleveland Tech Awards in the Implementers/Users category. Presented by Smart Business magazine, the Cleveland Tech Awards recognize organizations in Northeast Ohio that develop and/or implement impactful technology.

“We are greatly honored to have Smart Business magazine recognize our technology achievements by selecting Corporate Screening as a 2017 Cleveland Tech Award winner, and we would also like to congratulate all of the other winners,” remarked Greg Dubecky, President.

“Since Corporate Screening’s earliest days, we have been at the forefront of technology designed for the background screening industry. We continually review and update our existing technology, as well as produce innovative technological solutions that streamline the background screening process for our clients. Our goal is provide reliable, accurate data efficiently, facilitated by always-improving technological advancements.”

Honorees will be recognized at a The 2017 Cleveland Tech Awards Luncheon held on Thursday, March 23, 2017 at the Silver Grille at The Higbee Building.

About Corporate Screening

Corporate Screening (www.CorporateScreening.com) is a Cleveland-based provider of pre-employment screening and background check investigations for many of the nation’s top employers and schools. As a leading consultant to human resources and corporate security professionals, 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. 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, financial services and manufacturing sectors.

Corporate Screening’s 2017 Webinar Series

Corporate Screening is excited to announce our 2017 Webinar series. Held the second Wednesday of each month at 2 p.m. Eastern, these free educational webinars have been designed to provide valuable information about important background screening issues affect users of background screening reports. Look for information about industry best practices, how-to’s, compliance topics and more.

We’ll kick off the series on February 8, 2017 with a compliance webinar, Taking Adverse Action, How to Stay in Compliance. Background screening is a highly regulated industry and employers who use results of a background investigation when making hiring, promoting, suspending or terminating decisions need to be aware of and understand Adverse Action procedures under the Fair Credit Reporting Act (FCRA). This webinar will educate you about the Adverse Action process, compliance requirements and best practices.

Registration

To register for Taking Adverse Action: How to Stay in Compliance, click on the link below and complete the registration form. Registration is free, but please sign up early, as space is limited.

Taking Adverse Action: How to Stay in Compliance, Wednesday, Feb 8, 2017 at 2 p.m. EST: https://attendee.gotowebinar.com/register/572210419806036993

Additional Webinars

Mark your calendar now for the second Wednesday of the month and don’t miss Corporate Screening’s educational webinars! Upcoming topics and dates include:

  • Turnaround Time: Why Isn’t My Background Done? on Wednesday, March 8, 2017 2 p.m. EST;
  • Building an Effective Screening Program on Wednesday, April 12, 2017 2 p.m. EDT; and
  • Background Ordering Options & Integrations on Wednesday, May 10, 2017 2 p.m. EDT.

To register for one of these upcoming webinars, please contact Client Support at 800-229-8606, option 4. Additional webinar topics will be publicized regularly throughout the year, so stay tuned for further announcements.

Corporate Screening Partners with Trajecsys Corporation

Integrates Student Screening & Compliance Services with Clinical Management and Tracking

Middleburg Heights, OH (January 23, 2017) Corporate Screening Services, Inc., a leading provider of pre-employment and student background screening services, is pleased to announce its partnership with Trajecsys Corporation, a leading student clinical management and tracking system provider. The partnership integrates its VerifyStudents screening and compliance products directly into the Trajecsys Report System, allowing for a single source for viewing student background, drug screening and immunization tracking results.

“We are thrilled to partner with Trajecsys, an organization that works with hundreds of health programs nationwide,” remarked Matt Jaye, Vice-President of Sales at Corporate Screening. “This integration provides our higher education customers with additional integration options, all of which are designed to help them streamline their programs, reducing the amount of time spent on administrative processes, while meeting the rigorous compliance requirements of their clinical partners.”

Founded in 2005, Trajecsys Corporation features an online clinical management and tracking system for students and is used by hundreds of health education programs nationwide. It offers cloud-based solutions that include time records, activity reports, checkoffs and forms, as well as scheduling. Its flexibility allows it to be used for recordkeeping solutions across dozens of different allied health and nursing modalities.

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 Trajecsys’ solution makes it even easier for everyone involved to determine a student’s progress in meeting clinical requirements.

According to Brian Bright, Trajecsys CEO, “We are looking forward to working with VerifyStudents and their team to offer current and new Trajecsys users an integrated system to track their background checks and immunizations for students heading to clinicals.” Mr. Bright went on to say, “Our partnership means that users of both systems will have a single easy to access place to see for all their student pre-clinical and clinical paperwork and tracking needs.”

“We expect that this partnership will be of benefit to both program managers at colleges and universities, as well as clinical site administrators,” added Jaye. “Corporate Screening is proud to include Trajecsys as a partner and we look forward to together providing schools, clinical sites, students and faculty with an outstanding experience.”

About Trajecsys

Trajecsys Corporation (www.trajecsys.com) was founded in 2005 by two educators. It features an online clinical management and tracking system for students of health-related programs. The application was developed with input from programs at the University of Arkansas for Medical Sciences College of Health Related Professions. Since its inception, the Trajecsys Report System is now used by hundreds of health education programs nationwide. Its flexibility allows its use for recordkeeping solutions across dozens of different allied health and nursing modalities, including such diverse program specialties as dosimetry, radiation therapy, nursing, radiography, sonography, medical assisting and many others.

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.

Corporate Screening Joins Privacy Shield Program

(Middleburg Heights, Ohio, January 17, 2017) – Corporate Screening Services, Inc. (CS), a leading provider of pre-employment and student background screening services, is pleased to announce that its self-certification with the EU-US Privacy Shield program has been approved, effective December 20, 2016.

The EU-U.S. Privacy Shield Framework was designed by the U.S. Department of Commerce and European Commission to provide companies on both sides of the Atlantic with a way to comply with EU data protection requirements when transferring personal data from the EU to the United States. The Privacy Shield program replaces the Safe Harbor Program.

“The self-certification in the Privacy Shield program means that we are able to continue to provide our clients with access to background information on European job candidates,” remarked Greg Dubecky, President of Corporate Screening. “Voluntarily joining the program underscores our ongoing commitment to protecting data and privacy.”

In order to join the Privacy Shield Framework, organizations are required to self-certify to the Department of Commerce and publicly commit to comply with the Framework’s requirements. The Privacy Shield is administered by the International Trade Administration (ITA) within the U.S. Department of Commerce, and enforced in the U.S. by the Federal Trade Commission (FTC). Once approved, in order to remain in the program, businesses in the United States must self-certify annually to the Department of Commerce.

To learn more about the Privacy Shield program, and to view Corporate Screening’s certification, please visit https://www.privacyshield.gov.

About Corporate Screening

Corporate Screening (www.CorporateScreening.com) is a Cleveland-based provider of pre-employment screening and background check investigations for many of the nation’s top employers and schools. As a leading consultant to human resources and corporate security professionals, 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. 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, financial services and manufacturing sectors.

 

Starbucks Latest to Face FCRA Class Action Lawsuit

FCRA class action lawsuits continue. In recent news, Top Class Actions reported that Plaintiff Jonathan Santiago Rosario sued Starbucks for violating the Fair Credit Reporting Act (FCRA) by denying him a job based on inaccurate background results, and did not allow him to correct the results.

Rosario, who is from Colorado, applied for a job at a Starbucks in Castle Rock, CO in March 2016. Results from a background check included criminal felony and misdemeanor records from counties in Pennsylvania. Starbucks sent Rosario a letter dated April 20 that informed him that his background results did not meet company requirements, but by the time Rosario says he received the letter, Starbucks had removed him for employment consideration.

Rosario claimed that the information included in the background check was inaccurate – he said he has never even been to Pennsylvania. He challenged the inaccurate results in May, following the background company’s dispute procedure, and the corrected report was forwarded to Starbucks. The company declined Rosario claimed that despite several calls to Starbucks to revive his job application, the company declined to revisit its decision not to hire him.

The lawsuit claims that Starbucks violated the FCRA by failing to give Rosario meaningful opportunity to dispute the information on his background check. He proposes to represent a class action “that would include U.S. persons who applied for a job at Starbucks and who were the subject of a Starbucks background check report on which the company based an adverse employment decision, but who did not receive a timely copy of that report or the FCRA summary of rights.”

 

 

(01/05/2017) LA “Ban the Box” Legislation: Additional Information

As an update to the Client Alert posted in December, Corporate Screening would like to share the following information about the recent Los Angeles “ban the box” legislation that will go into effect this month.

On December 19, 2016, Los Angeles Mayor Eric Garcetti signed into law the Los Angeles Fair Chance Initiative for Hiring. The new ordinance becomes effective on January 22, 2017.

Under the ordinance, employers located in Los Angeles are prohibited from inquiring into or seeking a job applicant’s criminal history unless and until a conditional offer of employment has been made to the applicant. This includes prohibiting:

  • Questions on an initial employment application regarding criminal history;
  • Questions about criminal history during an in-person interview; and
  • Conducting any sort of criminal history background check before extending a conditional offer.

Additionally, employers have posting requirements to inform applicants of the provisions of the ordinance.

Adverse Action Requirements

Once employers review an applicant’s criminal history, the employer may not take any adverse action (such as a denial of employment) unless the employer completes and provides the applicant with a written assessment of the applicant’s criminal history “that effectively links the specific aspects of the applicant’s criminal history with risks inherent in the duties of the employment position sought by the applicant.”

Employers are also required to:

  • Provide the applicant with written notice of the adverse action;
  • Provide the applicant with five days to submit information refuting the findings of the assessment; and
  • Retain records of such adverse action assessments for a period of three years from the date of the initial application.

Exceptions
Exceptions to the ordinance include:

  • If the employer is required by law to inquire about criminal history;
  • If the position requires the applicant to carry a gun; or
  • If other laws prohibit persons with criminal histories to hold the position in question.

Enforcement and Penalties

Under the ordinance, employers are subject to administrative enforcement as well as civil action in court.

  • Applicants or employees that believe an employer may be in violation of the ordinance may report the alleged violation within one year of the violation to the Department of Public Works, Bureau of Contract Administration (“The Department”), which shall investigate the complaint.
  • The Department may also initiate an investigation of alleged violations.
  • If an employer is found to be in violation of the ordinance the Department will issue a written notice requiring the employer to cure the violation and may impose administrative fines of up to $2,000 per violation.
  • An applicant or employee may also bring a civil action in court for violation of the ordinance within one year of completion of the administrative enforcement process.
  • The Department is authorized to issue warnings to employers immediately with penalties and fines being effective July 1, 2017.

Employers should review and revise their hiring practices accordingly.

 

(01/05/2017) Reminder: New Electronic Form I-9 Webinars on January 9 and 10, 2017

As a reminder, Corporate Screening’s partner, Form I-9 Compliance, will be offering complimentary webinars that will review the new electronic Form I-9 on Monday, January 9, 2017 and Tuesday, January 10, 2017. The webinars will identify the features of the eForm I-9, what has changed and guidance on proper completion. There will also be a live question and answer session.

To register for a webinar, please click on one of the following links:

All employers should begin using the revised Form I-9 by January 22, 2017. The new version is dated 11/14/2016 N.

To view the significant changes to each section of the new Form I-9, please review our previous client alerts: