Wednesday, October 11, 2 p.m. EDT
For employers, Form I-9 processes can be complex, tedious and time-consuming. With more government enforcement and increasing pressures to assure all employees are authorized to work in the United States, it is more important than ever for your I-9 and E-Verify processes to pass the test. If you fail to properly complete, retain, or make I-9 Forms available for inspection, you can face thousands of dollars in fines.
Join us for our upcoming webinar, Advantages of an Electronic I-9 / E-Verify Database to learn more about:
- Form I-9 and E-Verify Requirements
- Importance of Standard Operating Procedures (SOPs)
- Detriment of Unauthorized Workers Remaining on Payroll
- E-Verify Common Mistakes/Misconceptions
- Monitoring an Electronic Database
- Becoming “Audit Ready” – ICE/HSI/DOJ
In anticipation for Hurricane Irma, Florida Governor Rick Scott has directed all state offices in all 67 Florida counties to close from Friday, September 8 through Monday, September 11. As a result, the closures may affect background report turnaround times.
Drug Screening: The drug screen medical review office will be closing at 3 p.m. EDT on Friday, September 8. Depending on the path of the hurricane, it is unknown when the office will reopen.
Courts: As of Friday, September 8, many courts across the entire state are also either closed or closing early.
Education/Employment Verifications: All Florida state education institutions are closed through at least September 11. Employers in the direct path of the storm may also close as well, causing delays in retrieving verifications from the affected area.
Beyond Florida: Depending on the path of the storm, parts of Georgia and South Carolina may also be affected by the storm, which may cause delays.
We will continue to provide you with additional updates on this page as necessary.
Florida Division of Emergency Management
Matt Jaye, Vice President of Sales at Corporate Screening, has joined the National Association of Professional Background Screeners (NAPBS) Advocacy Committee. The committee elevates the background screening profession and its stakeholders through relationship-building.
The committee has four main objectives: cultivation, continuous improvement, engagement and collaboration. It focuses on relationships with consumer advocate groups, strategic partners, candidates and employers.
Jaye is pleased to join the committee.
“It’s important for our industry to serve as a positive change-agent for all stakeholders,” he notes. “Background screening legislation affects not only our industry, but our customers too. We want to serve the best interests of our clients and intend to do so as a part of the committee.”
“Matt’s service with the committee represents our core values,” says Greg Dubecky, CS President. “Every day, we aim to raise the ethical standards of our industry and share our expertise with our customers.”
Jaye has been with Corporate Screening for 19 years. In his current role, he leads the business development team. His areas of expertise include pre-employment and student background screening. Corporate Screening is a founding member of NAPBS. Learn more about NAPBS.
On August 5, 2017, the Final Rules and Regulations for the New York City Fair Chance Act (FCA) went into effect. Since October 2015, the FCA makes it illegal for an applicant’s criminal background to be requested or considered prior to a conditional offer of employment—in job postings, employment applications or any type of inquiry during the interview process itself.
As the FCA continues to evolve, the New York City Commission on Human Rights amended rules to establish definitions/procedures and amend provisions regarding unlawful discrimination based on job applicant criminal history. Here are some highlights:
Registration now open for our newest webinar, Drug Screening 101
NEW TIME: Wednesday, September 26, 2 p.m. EDT
Hair or urine?
Five panels or nine?
Does the test look for opioids?
What can make a result invalid?
What’s legal in my state?
Maintaining a drug-free workplace is essential to the success of any organization – regardless of industry. According to SHRM, 57% of employers conduct drug tests on all candidates, while 69% of those employers have done so for more than seven years. But with all the options out there, what is right for your candidates? And how does technology play a part?
Join Corporate Screening for the latest in our 2017 Webinar Series – Drug Screening 101. In the webinar, our experts will review the following:
- What should you consider when reviewing or developing a drug screening policy
- Candidate experience
- Step-by-step process of testing the sample
- Types of testing
- What’s a Panel?
- Other Options – What’s Legal and What Isn’t
- Drug Test Cheaters
- How Corporate Screening Can Help
Register today – it’s free!
In a sweeping decision, the district attorneys of Brooklyn, Manhattan, Queens and the Bronx collectively moved to dismiss nearly 650,000 summons warrants. These warrants were for “low-level offenses” like drinking in public or riding a bicycle on a sidewalk. For some, not appearing for the summons lead to an open arrest warrant related to a pending criminal case.
In a statement, Manhattan district attorney Cyrus R. Vance said, “New Yorkers with decade-old summons warrants face unnecessary employment risk” and created obstacles for people seeking jobs.
This legislation clears the air and removes that fear.
Kevin Neudecker, Corporate Screening’s Quality and Compliance Manager says this decision will help candidates and hiring managers alike. “Some candidates may not have even known they had these warrants on open criminal cases until they appeared on a background report,” he said. “For hiring managers, this can help prevent any potential delays in the on-boarding process.”
According to the New York Times, Bronx district attorney told the court, “The people who have these warrants have not been in trouble with the law for a decade or more, and it is time that they are given the opportunity to live productive lives.”
The Office of Court Administration has 90 days to seal the newly tossed cases.
H/T: The New York Post
Learn more from New York City.
In December, Delaware will become the first state to enact a salary history ban into law. This past June, Gov. John Carney signed H.B. 1 into law. H.B. 1 bans employers from seeking salary history information from job applicants. While Delaware will be the first state to see the ban enacted into law, it isn’t the first state to pass such a law, as salary history legislation has passed in Oregon and Massachusetts.
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:
Registration now open for our newest webinar, VerifyStudents & Trajecsys – Integrating Student Screening with Clinical Recordkeeping
Friday, September 22, 2 p.m. EDT
As you’re managing your allied health education programs, do you find yourself burdened by paperwork, antiquated methods of recordkeeping and limited resources? Is your program compliant with your clinical partner’s site requirements and the Joint Commission? Are you struggling with tracking student progress?
We invite you to join us for our upcoming webinar VerifyStudents & Trajecsys – Integrating Student Screening with Clinical Recordkeeping to learn more about how you can:
- Integrate onboarding/preparation requirements like background and drug screenings with student tracking and online clinical recordkeeping
- Easily manage and track progress of allied health students from program acceptance through completion
- Ensure you’re meeting the unique requirements of each allied health program and site
- Leverage the proven success of VerifyStudents and the Trajecsys Reporting system to streamline management of your health education program
- Go paperless with a mobile-friendly platform that’s easy for students and clinical sites alike
Friday, September 22, 2 p.m. EDT Register Now
Corporate Screening Services, Inc. is pleased to announce that Owler, a crowdsourcing business data platform, has named Dennis E. Drellishak, Sr. among the Top-Rated CEOs in Cleveland in its inaugural list of leaders across 50 cities and 25 industries.
Drellishak is the CEO and founder of Corporate Screening, a leading provider of pre-employment screening and student background check solutions. His talent for combining technology with superior customer service has resulted in an organizational model with 30 years of proven success.
“I’m pleased to have been mentioned among the top CEOs in the region,” said Drellishak. “I believe it reflects the likability of the company–the people working every day to produce a high-quality product and top-notch service.”
The study is based on Owler’s proprietary favorability algorithm, which is based on the specific information of the person rating the CEO. Ratings from employees, followers and other stakeholders, such as competitors are weighted differently. The data is measured against peers within the industry and local market.
“The 2017 Owler Top Rated CEO Awards are a true market view of the most esteemed CEOs,” said Jim Fowler, CEO at Owler. “These winners are truly the best of breed: they beat out the other 99.4 percent of leaders on our platform to win a coveted 2017 Owler Top Rated CEO Award.”
Drellishak is in good company, making the list alongside leaders of Salesforce, LinkedIn and Netflix. Other Cleveland-area CEOs to receive the honor include Jodi Berg from Vitamix and Overdrive’s Steve Potash. Review the entire list.
For the eighth year in a row, WorkForce Management magazine has recognized Corporate Screening on its Hot List for Background Checking Providers.
“This recognition reaffirms our standing as a leader in the screening industry,” says Greg Dubecky, president of Corporate Screening. “With hundreds of competitors in today’s landscape, being listed among the top twenty for nearly a decade is quite the honor. It’s a testament not only to our technology, but our industry-leading team who constantly strives to produce the highest-quality product for our customers.”
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.
To see the complete list, please visit the WorkForce report.