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Criminal background check company reviews
Criminal background check company reviews
Background Inspections provides a wide variety of data solutions ideal to meet quite a few needs. From checking on the neighbor to looking up ourselves to determine if there's anything to be concerned about. Our background check sources are known leaders for public record information, arrest investigations, cellular phone and home address data, social network details, and a lot more. The objective is to enable the public with the knowledge they will need to make rapid & educated conclusions.
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Last year was a progressive year for compliant employment background checks. With all the technological advancements and different compliance and regulatory issues that stirred up 2014, we will attempt to break down the Top 5 trends for Compliant Background Checks, and how it will affect employment screening service clients in general for this year: Compliance with the Fair Credit Reporting Act (FCRA). The last leg of 2014 ended with an extended stream of negative news for a long list of employers who were hit with action lawsuits for sometimes seemingly insignificant violations of the FCRA. In step with an article we previously published on our blog, compliant Consent and Authorization forms are a critical first step in completing a compliant employment background check. Consent and Authorization forms used for pre-employment or continued employment background screening may ONLY consist of a statement of intention to procure a background check, and an authorization section for the applicant/employee to authorize this procedure.
https://www.iprospectcheck.com/2015-top-5-trends-compliant-employment-background-checks/
If 2013 and 2014 serve as any indicator of what is to come, we expect that employers should anticipate the passage of more employment background laws in the 2015 legislative season. Within the last two years, there has been a notable increase in the number of states limiting the timing and scope of an employer’s inquiry into an applicant’s credit and criminal background. Most decision-makers want information about a candidate’s criminal history and credit worthiness before making a hiring decision. Not only is this information helpful in assessing workplace risks and liability, but it may also assist employers in identifying applicants who have a history of good decision-making or may be a future workplace hazard.
A 2010 poll of the Society of Human Resource Management shows that approximately 60 percent of employers use credit checks and approximately 92 percent use criminal histories in screening job applicants. While employers are permitted, under certain circumstances, to rely on the information obtained about an applicant or employee from a criminal history and/or consumer report in making employment decisions, employers must take certain precautions to ensure they do not violate federal laws. Employers should first determine if they have a business need to conduct a background check for the particular position.
Although ban the box laws vary in each jurisdiction, generally speaking, the movement requires employers to remove the box asking applicants if they have been convicted of a crime from the initial application for employment. The intent of the law is to give each applicant a fair chance at gaining employment based on their work capabilities and related qualifications. The variation across jurisdictions comes in as to when the employer can ask if the applicant has a criminal history. For example, in some jurisdictions an employer can ask after the initial interview. In others, employers must wait until an offer of employment is extended. Each jurisdiction is different, be sure to check your local laws.
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