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April 2010 Newsletter |
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April 1, 2010 |
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Quotes That
Inspire The mind grows only through use, and it
atrophies through idleness. Just as the physical body becomes strong
through regular exercise, so does the mind require regular use to remain
strong. One of the best ways to
develop your imagination and visualization skills is through reading. -- Napoleon Hill Have
you been inspired by Dr. Hill's words? To subscribe to Napoleons Hill's
Thought For The Day please visit http://www.naphill.org/tftd/join.asp 101 Ways to have a Great
Day at Work by Stephanie Goddad Davidson "Ninety percent of the friction of
daily life is caused by tone of voice." Notice the quality and volume
of your voice. Too soft? Too loud? Too high? Voice quality is a crucial part
of how we communicate. Focus on how you use your voice today. Think of it as an
instrument. When do you need to soft pedal? When does increasing the volume
help? When does it harm? Common Employer Mistake in
Employee Screenings: In a recent disorder court case, an office of a national staffing firm
supplied an employer with a bookkeeper that turned out to have criminal
record for felony fraud and who misrepresented her educational
background The worker embezzled $138,350. But, in view of
the fact that the employer did not specify that the staffing firm should do a
background check,
and the staffing firm never claimed that they would do one, the employer’s
claims were dismissed. |
This free eNewsletter is brought to you by
Randisi & Associates, Inc.
Periodically, we'll bring you news and ideas to help you in your
business life. If you wish to unsubscribe at any time, please reply to this
message with Unsubscribe in the subject line. This month we present the following articles for your consideration: 1.
Are you requesting credit reports on individuals to
make hiring decisions? Are you doing it the right way? This article will give
some guidance and advice. 2.
Fake degrees on an individual's
application/resume has been one of the highest areas of abuse and
fakery. But, now you have to also be aware of fake institutions issuing a
degree. This article will help you find those institutions. Information in this newsletter is not intended as legal advice. Please
consult legal counsel before taking any actions. I hope you find this
month's newsletter beneficial. Jim Randisi 410.494.0232 Are you requesting credit reports on
applicants? The Equal Employment Opportunity
Commission and several states, including It
is crucial that an employer have a valid business reason for requesting
credit reports. And an employer should be ready to defend against any
disparate impact effects of requesting the credit report. Recently Colleen Parker Denston, Government Affairs Director of the Maryland
Society for Human Resource Management (SHRM)
presented a statement to the Maryland Senate Finance Committee on
February 25, 2010. Ms. Denston stated "In my
statement today, I will explain what background information employers
currently use, the real problem of occupational fraud, the results of a new
SHRM survey report on employment background screening, in employment,
considerations for future legislation in this area, and our views regarding
the legislation pending before this committee regarding the use of credit
checks." We
thought we would provide you with some information from Mr. Denston's statements and from the 2009 survey as to the
procurement of credit reports on applicants by employers who responded to the
survey. 75%
of the answers indicated that negative information in the following areas
would impact their decision: the existence of an outstanding judgment,
accounts in debt collection and a bankruptcy. In
her statement Ms. Denston indicated that SHRM
" members indicated that an applicant with a current judgment filed
against them or with various accounts subject to debt collection were most
likely to be eliminated from the job search. Foreclosure, tax-liens,
education debt or medical-related debt had little impact on hiring
decisions." Many
government officials are under the mistaken assumption that employers conduct
blanket credit report requests on applicants. Ms. Denston
noted that the survey did not reinforce that mistaken assumption and pointed
to the SHRM survey results as follows:
"In addition, we sought to identify when organizations initiate
credit checks on job candidates. The results indicate that nearly 60 percent
of respondents initiate a credit check after a contingent job offer has been
made and another 30 percent initiate the check after the job interview and
before an offer." In
summary Ms. Denston noted: "As witnessed by
the recent SHRM survey results highlighted earlier in my testimony, most
employers are limiting the use of credit information on applicants for these
types of positions. In addition, reports of poor credit due to medical or
educational debt, as well as a homeowner’s ability to keep current with their
mortgage obligations as a result of the current economic conditions are
rarely considered “red flags” for employers. Debt collection and legal
judgments against an applicant, however, is another story. Her
statement can be found Click
Here
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