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.
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
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.
It’s in the Details: Background Screening for Healthcare
Wednesday, October 10, 2 p.m. ET
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.
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.
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.”
This month, Corporate Screening is proud to be a part of several events across the country. If you’re planning to attend one of the following events, we’d love to hear more about your background screening challenges – and see how we can help. Be sure to find us at the following events:
This year, Corporate Screening introduced an annual theme, intended to give everyone in the company an opportunity to delve deeper into the company’s values. In 2018, the team has made a commitment to Answer the Call.
One key component of this new culture-building program is to recognize employees who step up in their day-to-day roles. In April, the Theme Embodiment Awards (TEA) were introduced.
Corporate Screening is pleased to announce a full slate of webinars this fall. Beginning this September, join our experts as we explore technology, productivity/processes and trends in background screening. Registration is now open, so save the dates and secure your spot for one (or all) of these informative webinars. Each session is 30-45 minutes and includes an interactive Q&A segment. Here’s a rundown of our upcoming sessions:
September 12, 2018, 2 p.m.
Reduce time-to-fill and increase your productivity with this informative webinar. We’ll take a look at processes and technology solutions that make a tangible difference to your daily work. REGISTER NOW
For the ninth year in a row, WorkForce Management magazine has recognized Corporate Screening on its Hot List for Background Checking Providers.
“We’re pleased to be recognized as a leader in the screening industry for the ninth-straight year,” says Greg Dubecky, president of Corporate Screening. “Being in the top twenty for almost a decade reaffirms the commitment we’ve made to our customers and our industry—to answer the call and redefine value in background screening.”
WorkForce, a leading resource for the human resources industry, publishes its Hot Lists in various categories which feature the top providers, products and services for the human resources industry.
“Now, more than ever – we’re leading the way in our industry,” Dubecky adds. “With our redesigned EASE platform, we’re sure to earn this recognition for years to come.”
To see the complete list, please visit the WorkForce report.