BACKGROUND A screening provider usually uses multi-jurisdictional databases to perform background investigations to uncover criminal convictions. These databases should be considered excellent secondary tools to uncover a criminal conviction. They should never be considered a primary source of criminal convictions. Section 15 U.S.C. §§ 1681k and 1681l of the Fair Credit Reporting Act allows two […]
Do Employers Have a Dilemma About Marijuana Use by Employees?
Are employers caught in the middle of marijuana use by an employee while on the job? A worker in Colorado who undergoes a random drug test is found to test positive for marijuana use, but in less than a month pot-smoking will be legal there. Can a company with a zero-tolerance policy for illegal drug […]
Social Media Lead to Hiring Discrimination?
Is your organization using social media to screen applicants? If yes, you could be handling a ticking time bomb. It is all but certain that someday soon an employer will land in court being sued on allegations of discrimination or a violation of privacy for making use of a social networking site in the hiring […]
Discover How Peoplemark Counters EEOC Lawsuit – Recovers Fees
Do you know why Peoplemark successfully countered a lawsuit by the Equal Employment Opportunity Commission (EEOC) for improper use of criminal conviction records in hiring practices AND recovered attorney and expert fees? As was with Freeman success story Peoplemark had the documentation to support their counter-claim. Peoplemark was able to provide over 18.000 documents and […]
Substance Abuse – Do You Have a Zero Tolerance Policy?
Very often we get asked about the situation of an employee not performing well due to suspected substance abuse. First Things First! Does your company have an up-to-date Drug Free Workplace Policy (DFWP)? If yes, then you need to follow it. If no, then GET ONE immediately! If you are drafting a DFWP, one major […]
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