Do you understand what your requirements are under the federal Fair Credit Reporting Act? A recent lawsuit against an Indiana home healthcare agency has shed some light on ensuring your understand your requirements under the FCRA.
Warning how background checks can get your staffing agency in big troubleMike McCarty
The highly unregulated background screening industry has peddled extremely low quality background checks by relying on incomplete databases, limiting the scope of the search to 7 years or not including alias names. Now, there is a fast growing movement to restrict the use of criminal background checks. It is critical that staffing companies understand how to conduct legally compliant criminal background checks that align with:
• Ban the Box
• EEOC 2012-2016 Strategic Plan
• Fair Credit Reporting Act
• Social Media Background Checks
Warning! How Background Checks Can Get You in Big TroubleMike McCarty
Simply conducting background checks on employees is not enough. Organizations must understand and navigate the constantly changing local, state and federal laws to avoid lawsuits for conducting background checks.
FCRA- Fair Credit Reporting Act 2014 Screening Your Applicants & FAIRNESS in ...Eliassen Group
The document discusses the importance of fair hiring practices and compliance with laws like the Fair Credit Reporting Act (FCRA). It notes that some companies have paid millions in lawsuits due to violations of federal hiring guidelines. The presentation provides an overview of the FCRA and outlines the four key steps employers must take when using background checks: disclosure, authorization, pre-adverse action, and adverse action notification. It emphasizes giving applicants a fair chance to explain any issues found and the legal risks of not conducting background checks.
This document discusses how to ensure a positive background check when applying for jobs. It covers what information is typically included in background checks, such as criminal records, employment history and education. It also discusses laws governing what cannot be included, such as certain civil judgments over 7 years old. The document provides tips for applicants, such as cleaning up online profiles, obtaining copies of their own records, and understanding their rights regarding background checks and investigative reports. Resources for learning more about legal protections and assistance are also referenced.
The document summarizes the benefits and types of background screening for employment purposes. It notes that 53% of job applications contain false information. Background screening can reveal criminal history, verify education and employment, and reduce hiring risks. Types of screening include criminal history checks at the state, county, national levels, sex offender checks, education and employment verification, drug testing, and reference checks. The document provides examples of hiring issues that were caught by background checks and urges employers to screen candidates to prevent risks like theft, liability, and hiring unqualified candidates.
This document discusses the importance of conducting pre-employment background checks and drug testing. It notes that about 10% of job applicants have a criminal record and 34% of applications contain false information. Background checks can help reduce liability risks, decrease turnover, and improve hiring practices. Common screening methods include criminal history checks, drug testing, employment verification, and credit/DMV checks. Companies are advised to establish clear hiring policies and adhere to legal guidelines when conducting background checks.
Sam Jackson lost his job in 2009 and had difficulty finding new employment due to an inaccurate criminal background check. A background check company wrongly listed Mr. Jackson on the sex offender registry for a 1987 rape conviction that actually belonged to a different man. Background check companies often make mistakes due to a lack of oversight, licensing requirements, and incentives for accuracy. These inaccurate reports disproportionately impact minority groups and make it difficult for people with criminal records or financial issues to find employment. Solutions include increasing state regulation of criminal records and background data, mandatory standards for background check companies, and consumers reviewing their own reports to dispute errors.
This document provides an overview of criminal background checks for employers and property managers. It discusses the key reasons to conduct criminal record searches, including protecting the organization, reducing turnover, strengthening compliance with regulations, and decreasing legal risks. It also outlines the typical criminal record information that can be uncovered in a search, such as arrest records, convictions, and dismissals. The document explains that criminal records can be stored in various law enforcement, court, and corrections databases across jurisdictions. It also summarizes the key rules regarding criminal background checks, such as the Fair Credit Reporting Act, and discusses some other international privacy laws and regulations.
Warning how background checks can get your staffing agency in big troubleMike McCarty
The highly unregulated background screening industry has peddled extremely low quality background checks by relying on incomplete databases, limiting the scope of the search to 7 years or not including alias names. Now, there is a fast growing movement to restrict the use of criminal background checks. It is critical that staffing companies understand how to conduct legally compliant criminal background checks that align with:
• Ban the Box
• EEOC 2012-2016 Strategic Plan
• Fair Credit Reporting Act
• Social Media Background Checks
Warning! How Background Checks Can Get You in Big TroubleMike McCarty
Simply conducting background checks on employees is not enough. Organizations must understand and navigate the constantly changing local, state and federal laws to avoid lawsuits for conducting background checks.
FCRA- Fair Credit Reporting Act 2014 Screening Your Applicants & FAIRNESS in ...Eliassen Group
The document discusses the importance of fair hiring practices and compliance with laws like the Fair Credit Reporting Act (FCRA). It notes that some companies have paid millions in lawsuits due to violations of federal hiring guidelines. The presentation provides an overview of the FCRA and outlines the four key steps employers must take when using background checks: disclosure, authorization, pre-adverse action, and adverse action notification. It emphasizes giving applicants a fair chance to explain any issues found and the legal risks of not conducting background checks.
This document discusses how to ensure a positive background check when applying for jobs. It covers what information is typically included in background checks, such as criminal records, employment history and education. It also discusses laws governing what cannot be included, such as certain civil judgments over 7 years old. The document provides tips for applicants, such as cleaning up online profiles, obtaining copies of their own records, and understanding their rights regarding background checks and investigative reports. Resources for learning more about legal protections and assistance are also referenced.
The document summarizes the benefits and types of background screening for employment purposes. It notes that 53% of job applications contain false information. Background screening can reveal criminal history, verify education and employment, and reduce hiring risks. Types of screening include criminal history checks at the state, county, national levels, sex offender checks, education and employment verification, drug testing, and reference checks. The document provides examples of hiring issues that were caught by background checks and urges employers to screen candidates to prevent risks like theft, liability, and hiring unqualified candidates.
This document discusses the importance of conducting pre-employment background checks and drug testing. It notes that about 10% of job applicants have a criminal record and 34% of applications contain false information. Background checks can help reduce liability risks, decrease turnover, and improve hiring practices. Common screening methods include criminal history checks, drug testing, employment verification, and credit/DMV checks. Companies are advised to establish clear hiring policies and adhere to legal guidelines when conducting background checks.
Sam Jackson lost his job in 2009 and had difficulty finding new employment due to an inaccurate criminal background check. A background check company wrongly listed Mr. Jackson on the sex offender registry for a 1987 rape conviction that actually belonged to a different man. Background check companies often make mistakes due to a lack of oversight, licensing requirements, and incentives for accuracy. These inaccurate reports disproportionately impact minority groups and make it difficult for people with criminal records or financial issues to find employment. Solutions include increasing state regulation of criminal records and background data, mandatory standards for background check companies, and consumers reviewing their own reports to dispute errors.
This document provides an overview of criminal background checks for employers and property managers. It discusses the key reasons to conduct criminal record searches, including protecting the organization, reducing turnover, strengthening compliance with regulations, and decreasing legal risks. It also outlines the typical criminal record information that can be uncovered in a search, such as arrest records, convictions, and dismissals. The document explains that criminal records can be stored in various law enforcement, court, and corrections databases across jurisdictions. It also summarizes the key rules regarding criminal background checks, such as the Fair Credit Reporting Act, and discusses some other international privacy laws and regulations.
Employers don't want to take risks by hiring employees having criminal backgrounds. For that, background check is now a part of most of the hiring processes. But, should the prospective employees worry about it? What this pre-employment background check actually reveal?
Abigayle Wilson is pursuing an MS in Criminal Justice at the University of Baltimore with a 3.5 GPA. She received a BS in Sociology from UMBC in 2015 with a 3.0 GPA while playing lacrosse for 4 years. Her relevant experience includes internships with the Bureau of Alcohol, Tobacco, Firearms and Explosives and Harford County Government. She also has sales experience from working at Macy's. Her skills include using SPSS, social media, Microsoft Office, and research strategies.
First, use an independent reference checking service to determine what a past employer is saying about you. Second, determine if the employer's statements are protected by qualified privilege, which protects employers from defamation claims regarding statements about employees' work as long as they were not made with actual malice. Third, if the employer has abused the qualified privilege or acted outside its protection, Virginia law prevents employers from interfering with a former employee's attempt to get a new job through false statements.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
The union is grieving a Letter of Warning issued to Kathy Blank for allegedly missing an MSP scan. The union argues that:
1) The letter of warning is untimely and based solely on MSP data, which cannot be used alone to justify discipline.
2) Management did not conduct a thorough investigation or attempt progressive discipline, violating just cause principles.
3) The grievant was held to a higher standard than other carriers who had similar or worse scan rates.
4) Management arbitrarily implemented a new 99% scanning standard without union negotiation.
Background checks can be helpful tools in guiding your hiring choices, as well as subsequent decisions. Once you've used them and won't need them again for awhile, it's easy to tuck these reports away in a file and forget them. But, like most aspects of business, the handling of background checks is subject to government rules.
According to an informal study, only 20% of job applicants had no criminal or driving history. 52% of applicants with one offense had multiple issues in their history. Additionally, 30% of resumes contain inaccurate information about work experience, education, or job titles. Thorough background checks including criminal, driving, and education/employment histories can help identify concerning inaccuracies or issues in an applicant's background. However, employers must ensure background check policies do not have an unlawful discriminatory impact and consider the nature and severity of any offenses. Two ongoing lawsuits are challenging hiring policies based on past arrests.
How to Use Background Screening to Hire Ex-Offenders: The employment of ex-offenders exposes you to risks that seemingly pull in opposite directions. Learn how you can use background screening in compliance with applicable laws to thread the needle between these risks. The process puts you on firmer ground if you decide to exclude an ex-offender, and it may help you find an applicant who will become an excellent employee.
FAQs about Background Checks (Employer Edition)Michael Klazema
You've got questions about background checks. We've got the answers right here. Here are 21 of the most commonly asked questions about pre-employment screening and background checks. If your question wasn't answered to your satisfaction, please take a look at backgroundchecks.com for more details.
This document summarizes a webinar presented by Commercial Investigations LLC on the topics of primary source verification versus simultaneous notice in background checks. It introduces three presenters - Melissa Ramsey, Chris Brinkman, and Michelle Pyan of Commercial Investigations LLC. The webinar discusses the differences between primary source verification, where information is verified directly with original sources before being reported, and simultaneous notice, where information is sent to both the employer and applicant at the same time without validation. The webinar argues that primary source verification is a more responsible approach that ensures accurate information is reported.
Final Presentation Negligent hiring due to lack of background checks hrm 400Neha Choudhary, M.A
This document discusses negligent hiring and the importance of background checks. It begins with an introduction to the topic and an overview of the types of information included in background checks. It then discusses why background checks are important for reducing liability, increasing safety, and meeting legal requirements. The document also addresses problems that can arise from negligent hiring, such as workplace violence. It notes steps HR is taking to conduct thorough background investigations and remain compliant with laws like the Fair Credit Reporting Act. Overall, the document emphasizes the legal and business rationale for employers to implement background checks as part of the hiring process.
2013 Best Best & Krieger Labor & Employment Update: Discrimination, Harassmen...Best Best and Krieger LLP
1) The Ninth Circuit found that a sheriff's department lieutenant who oversaw contract police services for a city did not have a policymaking role and was therefore protected from retaliation based on his political speech opposing the sheriff in an election.
2) The Ninth Circuit also ruled that if one plaintiff in a class action alleging age discrimination exhausted administrative remedies by filing a complaint, other similarly situated plaintiffs could "piggyback" on that complaint to satisfy the exhaustion requirement.
3) In a third case, the Ninth Circuit held that statistical evidence of disparate treatment can support an inference of discrimination to establish a prima facie case, even if it does not address the employer's stated nondiscriminatory reasons for the adverse actions.
Page 18 winter issue of empowerment magazinesacpros
There are steps applicants can take to speed up the processing of their Social Security disability application. Providing medical records, contact information for doctors and employers, and signing release forms upfront gives the Social Security Administration the evidence needed to make a faster decision. Applicants can start the process by completing an online Disability Starter Kit, and then applying online or making an appointment for an in-person interview.
The document provides guidance on how to file an effective complaint against a police officer. It begins by explaining common mistakes in complaints and how to avoid them. It then defines what makes a complaint "effective" and provides tips to maximize the impact. These include alleging serious misconduct, being timely, showing patterns of behavior, including witnesses, and copying local politicians. The document also defines types of police misconduct and the complaint filing and investigation procedures that may follow. It aims to help citizens draft complaints that cannot be easily dismissed or buried by the police agency.
This document discusses the legal issues that employers and employees face regarding social media use. It covers topics like discrimination, privacy concerns, negligent hiring, defamation and more. Employers are advised to have social media policies in place and monitor employee usage to avoid risks. Examples are given of employees being fired for inappropriate social media posts. Laws like the FLSA, NLRB and Sarbanes-Oxley are also discussed in relation to regulating social media use.
The document discusses various legal issues that employers face related to employees' use of social media. It provides examples of employees being fired for inappropriate social media posts. It emphasizes the importance of employers having social media policies to avoid legal risks like discrimination, privacy violations, defamation and more. It advises monitoring employee social media use and only accessing company networks. Employers should protect trademarks, trade secrets, and confidential information.
4 Ways to Protect Your Company From Background Check LawsuitsAlan Aronoff
The document outlines 4 steps companies should take to comply with background check laws and avoid lawsuits:
1. Use a stand-alone background check disclosure and authorization form, not one embedded in an application.
2. The disclosure form cannot include a liability waiver releasing the company from responsibility.
3. Send a pre-adverse action notification letter if background results may prevent hiring, along with the applicant's report and FCRA rights information.
4. If hiring is denied after dispute, send an adverse action letter with the report and FCRA rights again. There must be time between the pre-adverse and adverse notices.
The primary goal of the screening process is to find a desirable tenant, typically a stable occupant who is a good credit risk and will not damage the premises or disturb other tenants.
PeopleMatter partner, SterlingBackcheck, walks through how new Fair Credit Reporting Act (FCRA) regulations are impacting the background screening process ... for better or for worse.
Employment Screening Laws & Background Checks Question & AnswerEliassen Group
This document contains a transcript from a webinar on using criminal and background checks in employment screening. The webinar addressed what types of background checks are commonly run, EEOC laws and regulations around background checks, and best practices for avoiding discrimination claims. The transcript includes questions and answers on topics like when an electronic signature satisfies consent requirements, following up on pre-adverse action notices, evaluating deferred convictions, and conducting individualized assessments.
Employers don't want to take risks by hiring employees having criminal backgrounds. For that, background check is now a part of most of the hiring processes. But, should the prospective employees worry about it? What this pre-employment background check actually reveal?
Abigayle Wilson is pursuing an MS in Criminal Justice at the University of Baltimore with a 3.5 GPA. She received a BS in Sociology from UMBC in 2015 with a 3.0 GPA while playing lacrosse for 4 years. Her relevant experience includes internships with the Bureau of Alcohol, Tobacco, Firearms and Explosives and Harford County Government. She also has sales experience from working at Macy's. Her skills include using SPSS, social media, Microsoft Office, and research strategies.
First, use an independent reference checking service to determine what a past employer is saying about you. Second, determine if the employer's statements are protected by qualified privilege, which protects employers from defamation claims regarding statements about employees' work as long as they were not made with actual malice. Third, if the employer has abused the qualified privilege or acted outside its protection, Virginia law prevents employers from interfering with a former employee's attempt to get a new job through false statements.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
The union is grieving a Letter of Warning issued to Kathy Blank for allegedly missing an MSP scan. The union argues that:
1) The letter of warning is untimely and based solely on MSP data, which cannot be used alone to justify discipline.
2) Management did not conduct a thorough investigation or attempt progressive discipline, violating just cause principles.
3) The grievant was held to a higher standard than other carriers who had similar or worse scan rates.
4) Management arbitrarily implemented a new 99% scanning standard without union negotiation.
Background checks can be helpful tools in guiding your hiring choices, as well as subsequent decisions. Once you've used them and won't need them again for awhile, it's easy to tuck these reports away in a file and forget them. But, like most aspects of business, the handling of background checks is subject to government rules.
According to an informal study, only 20% of job applicants had no criminal or driving history. 52% of applicants with one offense had multiple issues in their history. Additionally, 30% of resumes contain inaccurate information about work experience, education, or job titles. Thorough background checks including criminal, driving, and education/employment histories can help identify concerning inaccuracies or issues in an applicant's background. However, employers must ensure background check policies do not have an unlawful discriminatory impact and consider the nature and severity of any offenses. Two ongoing lawsuits are challenging hiring policies based on past arrests.
How to Use Background Screening to Hire Ex-Offenders: The employment of ex-offenders exposes you to risks that seemingly pull in opposite directions. Learn how you can use background screening in compliance with applicable laws to thread the needle between these risks. The process puts you on firmer ground if you decide to exclude an ex-offender, and it may help you find an applicant who will become an excellent employee.
FAQs about Background Checks (Employer Edition)Michael Klazema
You've got questions about background checks. We've got the answers right here. Here are 21 of the most commonly asked questions about pre-employment screening and background checks. If your question wasn't answered to your satisfaction, please take a look at backgroundchecks.com for more details.
This document summarizes a webinar presented by Commercial Investigations LLC on the topics of primary source verification versus simultaneous notice in background checks. It introduces three presenters - Melissa Ramsey, Chris Brinkman, and Michelle Pyan of Commercial Investigations LLC. The webinar discusses the differences between primary source verification, where information is verified directly with original sources before being reported, and simultaneous notice, where information is sent to both the employer and applicant at the same time without validation. The webinar argues that primary source verification is a more responsible approach that ensures accurate information is reported.
Final Presentation Negligent hiring due to lack of background checks hrm 400Neha Choudhary, M.A
This document discusses negligent hiring and the importance of background checks. It begins with an introduction to the topic and an overview of the types of information included in background checks. It then discusses why background checks are important for reducing liability, increasing safety, and meeting legal requirements. The document also addresses problems that can arise from negligent hiring, such as workplace violence. It notes steps HR is taking to conduct thorough background investigations and remain compliant with laws like the Fair Credit Reporting Act. Overall, the document emphasizes the legal and business rationale for employers to implement background checks as part of the hiring process.
2013 Best Best & Krieger Labor & Employment Update: Discrimination, Harassmen...Best Best and Krieger LLP
1) The Ninth Circuit found that a sheriff's department lieutenant who oversaw contract police services for a city did not have a policymaking role and was therefore protected from retaliation based on his political speech opposing the sheriff in an election.
2) The Ninth Circuit also ruled that if one plaintiff in a class action alleging age discrimination exhausted administrative remedies by filing a complaint, other similarly situated plaintiffs could "piggyback" on that complaint to satisfy the exhaustion requirement.
3) In a third case, the Ninth Circuit held that statistical evidence of disparate treatment can support an inference of discrimination to establish a prima facie case, even if it does not address the employer's stated nondiscriminatory reasons for the adverse actions.
Page 18 winter issue of empowerment magazinesacpros
There are steps applicants can take to speed up the processing of their Social Security disability application. Providing medical records, contact information for doctors and employers, and signing release forms upfront gives the Social Security Administration the evidence needed to make a faster decision. Applicants can start the process by completing an online Disability Starter Kit, and then applying online or making an appointment for an in-person interview.
The document provides guidance on how to file an effective complaint against a police officer. It begins by explaining common mistakes in complaints and how to avoid them. It then defines what makes a complaint "effective" and provides tips to maximize the impact. These include alleging serious misconduct, being timely, showing patterns of behavior, including witnesses, and copying local politicians. The document also defines types of police misconduct and the complaint filing and investigation procedures that may follow. It aims to help citizens draft complaints that cannot be easily dismissed or buried by the police agency.
This document discusses the legal issues that employers and employees face regarding social media use. It covers topics like discrimination, privacy concerns, negligent hiring, defamation and more. Employers are advised to have social media policies in place and monitor employee usage to avoid risks. Examples are given of employees being fired for inappropriate social media posts. Laws like the FLSA, NLRB and Sarbanes-Oxley are also discussed in relation to regulating social media use.
The document discusses various legal issues that employers face related to employees' use of social media. It provides examples of employees being fired for inappropriate social media posts. It emphasizes the importance of employers having social media policies to avoid legal risks like discrimination, privacy violations, defamation and more. It advises monitoring employee social media use and only accessing company networks. Employers should protect trademarks, trade secrets, and confidential information.
4 Ways to Protect Your Company From Background Check LawsuitsAlan Aronoff
The document outlines 4 steps companies should take to comply with background check laws and avoid lawsuits:
1. Use a stand-alone background check disclosure and authorization form, not one embedded in an application.
2. The disclosure form cannot include a liability waiver releasing the company from responsibility.
3. Send a pre-adverse action notification letter if background results may prevent hiring, along with the applicant's report and FCRA rights information.
4. If hiring is denied after dispute, send an adverse action letter with the report and FCRA rights again. There must be time between the pre-adverse and adverse notices.
The primary goal of the screening process is to find a desirable tenant, typically a stable occupant who is a good credit risk and will not damage the premises or disturb other tenants.
PeopleMatter partner, SterlingBackcheck, walks through how new Fair Credit Reporting Act (FCRA) regulations are impacting the background screening process ... for better or for worse.
Employment Screening Laws & Background Checks Question & AnswerEliassen Group
This document contains a transcript from a webinar on using criminal and background checks in employment screening. The webinar addressed what types of background checks are commonly run, EEOC laws and regulations around background checks, and best practices for avoiding discrimination claims. The transcript includes questions and answers on topics like when an electronic signature satisfies consent requirements, following up on pre-adverse action notices, evaluating deferred convictions, and conducting individualized assessments.
This new publication, Cyber Claims Insight from Aon Benfield’s Cyber Practice Group, empowers readers with the resources and tools they need to understand the cyber landscape, including legal trends, claims and insurance coverage disputes.
Investigative Consumer Report Presentation Jun 09 07 Versionrileyparker
1. Background checks help employers reduce risks like negligent hiring lawsuits and workplace violence by verifying applicant information. However, employers must comply with laws like the Fair Credit Reporting Act.
2. When using consumer reporting agencies to conduct background checks, employers must provide required notices and disclosures to applicants, obtain written consent, and allow for applicant review of adverse findings.
3. Inaccurate or incomplete background checks can lead to legal liability for both employers and consumer reporting agencies if they do not follow reasonable procedures to ensure accurate reporting.
Seven Hiring Mistakes that Could Cost You ThousandsPatrick Barnett
This document discusses 7 common hiring mistakes that can cost companies thousands of dollars:
1. Not conducting thorough criminal background checks in all relevant counties and databases. Incomplete checks increase the risk of negligent hiring lawsuits.
2. Failing to use proper consent and disclosure forms required by the Fair Credit Reporting Act (FCRA) when conducting background checks, which can result in large fines.
3. Ignoring FCRA requirements to notify applicants and give them a chance to respond before taking adverse action based on background check results.
4. Not adjusting background check policies to comply with FCRA, state laws, and EEOC guidelines, which can also result in fines or lawsuits.
Are YOUR Employment Screening and Background Checks FAIR for your Applicants?
Learn FCRA Compliance for employers, how to follow the guidelines and avoid the lawsuits, Adverse Action Letters and how FCRA originated!
What do Whole foods, Dollar General, Kmart, & Walt Disney have in common? They have all violated federal guidelines when it comes to hiring. These guidelines apply to your company- whether you are familiar with the laws or not. Kmart’s settlement was $3M, Dollar General settled for $4M. Can your budget withstand a lawsuit from applicants as a result of uninformed hiring? Employers do not want to run the risk of negligent hiring. The guidelines set forth by the FCRA apply to all companies- big and small. This presentation will help you understand the basics regarding the FCRA and how it applies to your organization.
Key Take-Aways Of This Webinar Include:
1.What is the FCRA? Why do Employers need to follow it?
2.What have companies done incorrectly- Why were they sued?
3. Employers Best Practices/Action Steps to Avoid FCRA Lawsuits
Webinar Speaker Bio: John Robinson, Compliance Officer, HR ProFile Employment Screening As HR ProFile’s Compliance Officer, John works to ensure that HRP is following all FCRA, EEOC, ADA and FTC guidelines. He brings experience from law enforcement, asset protection, and compliance. John is well versed in the current regulations and congressional movements surrounding these federal requirements. John graduated Cum Laude with a A.A.S. & B.S. in Criminal Justice from the University of Cincinnati.
Speaker Contact Information:
Phone: 513-388-4300
Email: jrobinson@hrprofile.com
This document discusses background screening and substance abuse testing services provided by Parkin Security Consultants. It provides an overview of the company's history and credentials. It then summarizes the purpose and benefits of background screening, the legal requirements for conducting background checks, and the types of searches that can be performed, including criminal records, driving records, education and employment verifications.
I dont want word counting just complete the question.Review the.docxmaple8qvlisbey
I don't want word counting just complete the question.
Review the 10 cases presented for consideration in Question 2 (letters a - j) of the Chapter-End Questions in Chapter 2 (pp. 80-81 of the eBook).
For your first post, prepare a detailed response for one of the ten scenarios, explaining your conclusion regarding whether the scenario constitutes a violation of public policy or a breach of a covenant of good faith and fair dealing. Support your conclusion with legal analysis and reasoning. Explain whether any of the scenarios give rise to potential employer liability and what steps should have been taken to avoid the exposure. Then, comment and expand on the posts of the other class members.
a.
A female child care worker alleges that she was unlawfully terminated from her position as the director of a child care facility after continually refusing to make staff cuts. The staff cuts she was asked to make resulted in violation of state regulations governing the minimum ratios betweens staff and child. After the employee was terminated, the employer’s child care center was in violation of the staff-to-child ratio. [
Jasper v. H. Nizam, Inc.
, 764 N.W.2d 751, 2009 Iowa Sup.]
b.
A
machine operator employee with a major depressive disorder intermittently takes leaves under the Family and Medical Leave Act, resulting in alleged harassment by her employer surrounding her FMLA usage as well as a transfer to various difficult machines after her return from leave. Two months after her last FMLA leave, she is terminated for “improper phone usage.” [
Hite v. Vermeer Mfg. Co.
, 361 F. Supp. 2d 935 (S.D. Iowa, 2005).]
c.
A
nurse is asked by her employer to sign a backdated Medicare form. She refuses and is terminated that day. As a health care provider, she is required to complete that particular form. [
Callantine v. Staff Builders, Inc.
, 271 F.3d 1124 (8th Cir. 2001).]
d.
A
legal secretary to a county commissioner is terminated because of her political beliefs. [
Armour
v.
County of Beaver
, 271 F3d 417 (3d Cir. 2001).]
e.
A
teacher under contract is terminated after insisting that his superiors report a situation where a student was being physically abused. The teacher refused to commit an illegal act of not reporting the suspected abuse to family services. [
Keveney v. Missouri Military Academy
, 304 S.W.3d 98 (MO 2010).]
80 81
f.
A recent college graduate found a job with an office supply company as a reverse logistics analyst. Soon after being hired, he found that some practices within the department could be deemed unlawful and unethical. Three specific types of practices were written up in a formal complaint to his supervisor: (1) the issuing of monetary credits to customers without proper documentation, thus overpaying customers without returned goods; (2) the department’s knowingly withholding from contract customers by underissuing credits over $25; and (3) the canceling and reissuing of pickup orders that could allow courie.
The document summarizes a new False Claims Act lawsuit against Progressive Insurance alleging they violated Medicare Secondary Payer laws. A relator purchased a health-first auto policy online from Progressive despite having Medicare. Progressive's website did not ensure she chose a PIP plan to make auto insurance primary over Medicare. When providers billed Medicare for her claims, Progressive instructed them to bill her health insurance instead of reimbursing Medicare. A court denied Progressive's motion to dismiss, finding the allegations met the elements of an FCA claim by causing Medicare to pay claims it was not responsible for. If successful, the case could establish insurers' responsibility to prevent Medicare beneficiaries from enrolling in plans where Medicare pays primary and to proactively identify Medicare beneficiaries.
EEOC FCRA When Working With Temp or Contract Employeesssallay
This document discusses legal risks involved in background checks and other pre-hire inquiries. It notes that 92% of employers conduct some form of background check. Key points include: considering the job-relatedness of inquiries; ensuring proper training of those conducting checks; allowing for individualized assessments of criminal histories; and complying with laws like the Fair Credit Reporting Act when using third parties. It also addresses new "ban the box" laws preventing inquiries into criminal history until later in the hiring process.
Failed injunction attempt by Maria Crimi Speth and Adam Kunz of Jaburg & Wilk fail against protest group. No doubt an appeal will be filed but interesting concept that will likely be copied by others.
Also some pretty good information from the courts I intend to use for my own law suit. The word extortion used by the judge.
Virginia Unemployment Compensation; Some Practical Procedural Tips for ClaimantsSusan Wuchinich
1) According to data from 2008, only 26% of Virginia unemployment claimants were successful, while 74% were unsuccessful. Most claimants go to hearings without proper preparation or representation.
2) It is beneficial for claimants to consult with a legal representative familiar with Virginia's unemployment system prior to the initial fact-finding interview with a deputy examiner. The representative can evaluate the claim and advise on how to present facts.
3) If a claim is initially denied, claimants should contact their representative before filing an appeal to get guidance on gathering supporting evidence for the hearing with an attorney examiner. Taking these procedural steps gives claimants the best chance to succeed in their appeal.
New CFPB Forms & FCRA Overview WebinarMike McCarty
The CFPB has issued 3 new forms as the new watchdog of the federal Fair Credit Reporting Act. This presentation explains the 3 forms and a refresher of your requirements under the FCRA.
This document provides information about building a better credit report. It discusses rights under the Fair Credit Reporting Act and Fair and Accurate Credit Transactions Act. It explains how to legally improve an inaccurate credit report by disputing errors with credit reporting companies and furnishing businesses. It also provides tips on dealing with debt and avoiding credit scams.
FT Week 7 Crital Thinking in the Legal EnvironmentFelicia Thomas
The document provides an analysis of the Liebeck v. McDonald's Corporation and Pearson v. Custom Cleaners cases. It summarizes the key facts and legal issues of each case. In Liebeck, the plaintiff was severely burned by McDonald's coffee and sued for product liability. In Pearson, the plaintiff sued a dry cleaners for $54 million over lost pants. The document analyzes the applicable laws in each case and whether the court decisions were appropriate. It also discusses the ethical issues raised, such as punitive damages and economic theories of harm.
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1. FCRA Lessons for
Indiana Home Healthcare
The Seminar Will Begin Shortly
We will answer questions in real time on Twitter
User hashtag: #SHSwebinars
You can then post questions and our team will answer in real time
This seminar is not to be construed as legal advice
2. Background SHS
Mike Founder/CEO Safe Hiring Solutions
Founder/ CEO RefLynk, SafeVisitor & SafeRecruiter
President IABS
State Captain NAPBS Legislative Committee
Violent Crime Detective Metro Nashville PD
Provide violence prevention training/ consulting:
U.S. Dept of Justice
U.S. Dept of Defense
U.S. Homeland Security
Federal Law Enforcement Training Center
National Sheriff’s Assoc
Indiana Law Enforcement Training Academy
Numerous State Attorney General Offices
3. About SHS
Headquartered Danville, IN
5,0000+ clients
Inc 5000 Fastest Growing Privately Held Co.
Founding Member IABS
Raise standards of background screening
Actively involved in legislature on issues related to
background screening
Involved at federal level on screening issues
4. Petry v. IDE Management Group
Plaintiff alleges:
Applied for job
Conditional offer based on background check
March 2017 offer rescinded because of background check
IDE stated she had multiple felony convictions on
screening report
Rescinded offer
Plaintiff requested name of background check firm and
copy of report- refused
5. Plaintiff Alleges FCRA Violations:
Failed to provide copy of background
screening report before taking adverse action.
Failed to provided, prior to taking adverse
action, a description in writing of the rights of
the Plaintiff under the FCRA
Otherwise negligently & willfully violated
FCRA
6. Key Foundation Question
Do you know if your background screening
firm use Contemporaneous Notification or
Verifies adverse information with source?
This case not clear
Screening firm not named in case filing
7. Contemporaneous Notification vs
Verification with Source
FCRA provides 2 options for CRA’s (screening
firms:
Contemporaneous Notification- CRA reports
negative information without verifying with courts/
source as long as also notify consumer at same time
or before client. NOT best practice.
Verification w/ Source- Best Practice. Our policy.
Protects clients/ organizations
Protects consumers
8. Fair Credit Reporting Act
Yes it applies even if you don’t use credit
reports
FCRA applies if you pay a 3rd party vendor
like SHS to compile background screening
reports
9. FCRA Requirements
Every Candidate AND cannot be attached to
your application:
Disclosure Statement
The language is very specific
Must be formatted this way
Authorization
Wet Signature; OR
Electronic
10. Taking Adverse Action
2 Step REQUIRED process if your decision is
based in “whole or part” on a background
screening report:
Step 1: Pre-Adverse Action Letter, Copy of Report,
Summary of Rights under FCRA
Step 2: Adverse Action Letter
11. Willful Non- Compliance of FCRA
Hunter, et al v. First Transit
Inc.
Failed to provide
disclosures to applicants
BEFORE running
background check;
Failed to follow two-step
adverse action process
when denied employment
$5.9 Million Settlement
12. Recent FCRA Lawsuits/ Settlements
Domino’s Pizza $2.5 Million
Running checks without authorization
Not providing Pre-Adverse Action information
K-Mart $3 Million for FCRA Violations
Walt Disney Company- Pending
CRA’s Sued for FCRA Violations
First Choice Screening- Pending
HireRight $2.6 Million- multiple FCRA violations
13. Technical Violation Lawsuits Exploding
Graham v. Michaels Stores Inc., Case No. 2:14-cv-07563,
U.S. District Court for the District of New Jersey Dec. 4,
2014: The complaint alleges that the craft store chain violated
both the New Jersey Fair Credit Reporting Act (NJFCRA)
and the Fair Credit Reporting Act (FCRA). According to
Graham, the company violated the requirement of providing a
stand-alone disclosure. According to the complaint, the
disclosure was part of the application form, included a space
to list prior employers, and contained ten different state
notices. The two classes identified in the pleading include all
those who applied to Michaels through the online job portal
in the two years prior to the suit, and all New Jersey
applicants who applied in a six year window prior to the suit.
14. FCRA Con’t
Peikoff v. Paramount Pictures Corporation, Case No. 3:15-
cv-00068, in the U.S. District Court for the Northern District
of California, January 7, 2015: Peikoff alleges that Paramount
violated the FCRA provision requiring a disclosure in a
document that “consists solely of the disclosure.” The
complaint alleges that the disclosure form included a release
from liability: “Further, I release all parties and persons from
all liability from any damages that may result from furnishing
such information to Paramount as well as from any use or
disclosure of such information by Paramount of any of its
agents, employees or representatives.”
15. FCRA Con’t
Doe v. Express Services, Inc.; Express Employment Prof.; and Palisade
Services, Inc. CASE NO. 3:15-cv-00232, U.S. District Court, Northern
Dist. CA, January 15, 2015: While not a class action, this case fits the
mold and illustrates how staffing companies can be targeted as well as
traditional employers. According to the complaint, Express is the fourth-
largest employment staffing company in the United States. The Plaintiff
was recruited by Express for a job, and in the hiring process was given a
“Disclosure Authorization” that did not disclose the name, address, and
telephone number for the employee screening company, nor did it have a
box for Doe to check to indicate that he would like to receive a copy of
any consumer report that would be prepared. The plaintiff alleges
violations of the FCRA and California’s Investigative Consumer
Reporting Agencies Act (“ICRAA”). The complaint also alleges that the
Defendant did not provide Doe with a copy of his report until after taking
adverse action, and that it never provided a Summary of Rights.
19. Pre-Adverse Action
Pre-Adverse Action Letter created
Copy of the background screening report
Summary of Rights Under FCRA
Wait a reasonable time and issue Adverse Action
Letter
Reasonable time has been interpreted as not less than
5 days to ensure consumer receives report and has a
change to review it