We believe that people will behave for you as they have behaved in the past. People usually don’t change. Having said that, we always advise that an employer take into account the individual’s age at time of conviction, the nature of the conviction and its relation to essential duties of the job and the time […]
Fair Credit Reporting Act Violation Costs $716,400 in Class Action Lawsuit
The Fair Credit Reporting Act requires end-users e.g. the organization who ordered the background investigation, to issue a pre-adverse action letter before making an adverse employment decision based on information in the background investigation report. Sounds simple to do, right? Well it is. We make compliance as simple as a click of a mouse in […]
Prior Employment Verification – Defamation vs Negligent Referral
Many employers respond to a prior employment verification by just verifying name and hire/separation dates. The reason is usually that they want to avoid a defamation lawsuit. My purpose in this article is to highlight the “other side” of the coin i.e. negligent referral. What is negligent referral? Courts have increasingly held that employers have […]
How does your background investigation firm perform criminal conviction searches?
Why is it important to know how your background investigation firm performs criminal conviction searches? There is a right way to do the background investigation and a short-cut way to do the background investigation. Shortcuts can result in fines and penalties and lots of legal trouble. First some background on the process. Most firms cannot […]
Verifying Education – An important basic step in the screening process
Verifying an education degree is an important basic step that is often overlooked by organizations. Various studies indicate that the falsification of the existence of a degree occurs approximately 25% to 33% of the time. Verification of a degree is obviously very important if its achievement is a necessary requirement of qualifying for the position. […]
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