BACKGROUND
SCREENING NEWS |
FTC
Proposes Changes to Update and Improve Credit Reporting Notices
The Federal
Trade Commission is proposing revisions to the notices that consumer
reporting agencies provide to consumers, and to users and furnishers
of credit report information under the Fair Credit Reporting Act
(FCRA). The
FCRA requires the FTC to publish model notices for several forms
that must be provided by consumer reporting
agencies. The proposed changes are designed to reflect new rules
that the FTC and other financial regulators have enacted under
the Fair and Accurate Credit Transactions Act of 2003, and to
make the notices more useful and
easier to understand.
To Read The
Full Article Go To: http://www.ftc.gov/opa/2010/08/fcra.shtm
Pizza
Hut Loses Suit, Must Pay Millions
A San Diego
Superior Court jury on Wednesday awarded a mother and her adult
daughter $10.8 million in damages
for the injuries they suffered in a car crash with a Pizza Hut
delivery drivert. The jury said that Shari Novak, who was
62 when the November 2008 collision occurred, should receive $8.6
million for medical and noneconomic damages.
She suffered permanent brain damage and can no longer take care
of herself on a daily basis. Her mother, Olena
Novak, who was 87 when the crash happened, suffered a broken neck
and other injuries and was awarded nearly
$2.2 million by the jury. The Novaks were driving on Clairemont
Drive near Ute Drive when a car driven by Nicole
Fisk crossed into oncoming traffic and slammed into their car.
She was 18 at the time. Lawyers for the Novaks
argued that Pizza Hut was responsible for the collision because
they hired Fisk, who had a driver's license for only
three months and had a history of suffering blackout spells and
staring episodes. The company should have done
more to check her background and assure that she could work safely
as a driver, argued John Gomez, the lawyer for
Shari Novak.
To Read The
Full Article Go To: http://www.signonsandiego.com/news/2010/jul/28/pizza-hut-loses-suit-must-pay-millions/
Security
Industry Opposes Provision In Background Check Legislation
New legislation
intended to help improve the accuracy of the FBI's criminal history
database could actually lead to
the removal of criminal arrest records from a person's background
check.Under a provision in the "Fairness and
Accuracy in Employment Background Checks Act of 2010 (HR 5300),"
a person's arrest record would be dropped
from the database if the disposition of the case remains unknown
or cannot be determined after one year.The
proposed legislation has led to an outcry from those in the security
industry that rely on the database to determine
if a potential employee is eligible to work for their business."We're
concerned that criminal histories would no longer
be accurate," said Larry Sabbath, who represents SCOLA (Security
Companies Organized for Legislative Action), a coalition of various
security guard, armored car and private investigations companies.
"If there is an arrest and the
trial doesn't take place for more than a year or they don't get
the information back from the states for more than a
year, it just gets dropped out as I read the bill. We don't think
that is a logical way to handle things and it would
mean that the regulatory authorities who decide, for example,
who should get a license as a security officer or a
private investigator or who should be able to obtain a weapons
permit, might not have knowledge that someone was pending trial
for a felony."
To Read The
Full Article Go To:
http://www.securityinfowatch.com/security-industry-opposes-provision-background-check-legislation
New
Regulations On Entities Furnishing Information To Consumer Reporting
Agencies Go Into Effect
On July 1,
2010, final regulations went into effect that impose new obligations
on entities that furnish information
about individuals ("data furnishers") to consumer reporting agencies
("CRAs") for use in reports about those
individuals.These regulations require data furnishers to institute
reasonable policies and procedures that (1) ensure
the accuracy and integrity of furnished information and (2) allow
individuals to formally dispute the correctness of
certain information that is furnished about them to CRAs directly
with the data furnisher.The regulations were issued
on July 1, 2009 pursuant to the Fair and Accurate Credit Transactions
Act of 2003, which amended the Fair Credit Reporting Act ("FCRA").
Under the FCRA, a CRA is generally defined as an entity that regularly
engages in
assembling any information about individuals for the purpose of
providing a report to a third party bearing on the individual's
creditworthiness, character, general reputation, personal characteristics,
or mode of living, where such a
report will be used as a factor in establishing the individual's
eligibility for personal credit, insurance, or employment purposes.
The most common type of CRA is a credit bureau, but companies
that perform background checks for employment purposes, or compile
such information about a company's employees to report for employment
purposes, are also considered CRAs.
The accuracy
and integrity rules within the new regulations require data furnishers
to "establish and implement
reasonable written policies and procedures regarding the accuracy
and integrity of the information relating to
consumers that it furnishes to a consumer reporting agency."
To Read The
Full Article Click Here:
http://www.hldataprotection.com/2010/06/articles/financial-privacy/regulations-imposing-new
-obligations-on-entities-furnishing-information-to-consumer-reporting-agencies-go-into-effect-on-july-1/
Companies
Can Buy Bulk DMV Records, Court Says
Businesses
can buy and resell motor vehicle records in bulk without actually
using them, so long as they intend to use them for "permissible
purposes," the 5th Circuit ruled, dismissing six class actions
challenging the practice. Under the Driver's Privacy Protection
Act (DPPA), businesses must demonstrate a "lawful purpose" for
obtaining DMV records containing drivers' names, photographs,
Social Security numbers and other personal information. Private
companies can use this information to prevent insurance fraud,
verify a worker's driver's license, notify the owner of a towed
or impounded vehicle, and conduct research and surveys, among
other permissible uses. Government agencies, law enforcement officers
and licensed private investigators are also authorized to use
DMV records. A class of Texas residents accused the state of disclosing
their motor vehicle records in bulk to businesses that merely
wanted to maintain databases or resell the information without
using it. The class claimed that simply keeping records for future
use was an "impermissible purpose" under federal law. The New
Orleans-based federal appeals court disagreed, upholding a federal
judge's dismissal of the case.
For More Information Go To: http://www.courthousenews.com/2010/07/16/28906.htm
Congress
Is Scheduled To Meet On Matters Concerning Private Investigators
In recent
meetings of the Subcommittee on Commerce, Trade & Consumer
two major developments are scheduled in Congress that are of critical
importance to private investigators and security firms.
First, the
House Financial Services Committee has tentatively scheduled a
vote on HR 3149, "The Equal Employment for All Act." That bill
would prohibit employers from accessing credit reports. NCISS
is joining with a coalition of major industry groups to ask the
Committee not to consider the bill. We joined with the same group
when Senator Feinstein proposed identical legislation as an amendment
to the financial reform legislation, HR 4173, 'The Wall Street
Reform and Consumer Protection Act of 2009.' That proposal was
stopped in the Senate. In addition, an NCISS advocate met with
staff of members of the subcommittee at the time that a hearing
was held to explain how such reports are used by investigators.
In another
critical development, the House Subcommittee on Commerce, Trade
and Consumer Protection will be holding a hearing on major privacy
legislation which could also have a dramatic impact on private
investigators. The Subcommittee will be reviewing two bills that
would require that notice be provided and consent be obtained
from individuals from whom "sensitive" data are obtained. HR 5777,
''Building Effective Strategies to Promote Responsibility Accountability
Choice Transparency Innovation Consumer Expectations and Safeguards
Act'' or the ''BEST PRACTICES Act'' by Representative Bobby Rush
(D-IL) was introduced Monday. The subcommittee will also consider
a similar draft bill by Representative Rick Boucher (D-VA), who
chairs the subcommittee on Communications, Technology and the
Internet.
Copies of
the proposed bills can be found at the NCISS website, www.NCISS.org.
http://www.pinow.com/news/2010/07/22/congress-is-scheduled-to-meet-on-matters-concerning-pis/
Welcome
to the Legal Challenge Question! |
Sponsored By:
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the background screening industry continues to get more competitive
the firms that will ultimately succeed will be those that create
competitive advantage through their people by offering continuous
learning opportunities to heightened their knowledge and capabilities.
We believe that having employees that are very knowledgeable about
the legal landscape of background screening is essential to continued
success.
We are grateful
to Pam Devata, Seyfarth Shaw
LLP for providing the expertise for this valuable endeavor.
For information regarding the answers to the Legal Challenge Questions,
please contact Pamela Devata at Seyfarth Shaw LLP at pdevata@seyfarth.com
or 312-460-5000 or visit www.seyfarth.com.
Please choose
your answer by clicking on it:
New
Massachusetts Law on Criminal Background Checks
How employers
access and use criminal offender record information ("CORI") in
the Commonwealth has changed under a new law signed by Governor
Deval Patrick signed on August 6, 2010. Among other things, the
new CORI law bans the use of questions about criminal history
on written employment applications. This ban becomes effective
November 4, 2010. The law also creates a new method and database
for employers to access criminal records, replacing the current
procedure with the Criminal History Systems Board. This becomes
effective in May 2012.
Employers
who obtain CORI information (either through the new state database
or a third party) will have to provide it to an applicant prior
to questioning the applicant about his or her criminal history
or prior to taking any adverse action. Failure to do so may subject
an employer to investigation, hearing and "sanctions" by the Criminal
History Systems d and a civil fine ranging from $1,000 to $5,000.
To Read the
Full Article Go To: http://www.jacksonlewis.com/legalupdates/article.cfm?aid=2136
Corporate
Screening Announces Management Team Changes
Corporate
Screening is pleased to announce the promotion of Greg Dubecky
to the role of President of the Cleveland-based provider of global
pre-employment and background screening services. Most recently
Dubecky served as the General Manager of Corporate Screening,
and was responsible for overseeing sales, marketing, product development,
and investigative services. In his new role, Dubecky will be responsible
for the strategic direction and all company operations including
production, with the continued goal of keeping Corporate Screening
on the cutting edge of technology and offering clients a one-of-a-kind
customer experience. In addition, former President Dennis Drellishak
will continue with Corporate Screening in the role of Chief Executive
Officer and Founder. Drellishak will concentrate his efforts on
ensuring that Corporate Screening achieves its strategic goals
and objectives, and will also pursue special business projects.
"Greg's vast knowledge of our industry, combined with his innovative
management style, positions him well for this role," remarked
Drellishak.
"What's more, his business development skills have resulted in
solid, long-term relationships with some of the country's leading
healthcare, technology and manufacturing firms. He leads by example."
A 20-year veteran of the investigative industry, Dubecky is also
a board member and President of the Cleveland Chapter of the Foundation
Fighting Blindness. He holds a Bachelor's Degree in Criminal Justice
from Kent State University.
For More
Information Go To: www.CorporateScreening.com
ClearStar.net
Honored by Inc. 5000 for 3rd Year as One of America's Fastest
Growing Private Companies
ClearStar.net,
a leading information provider for the employment and tenant screening
industry, announced today that they have been recognized by Inc.
magazine in its fourth annual ranking of the 5,000 fastest-growing
private companies in the country. The list represents the most
comprehensive look at the most important segment of the economy--America's
independent-minded entrepreneurs. "During a time when employers
are looking more closely at the candidates they select, we've
found success by supporting the professional companies that are
actively
engaged in the background screening industry with the robust and
flexible technology they need to operate their business," stated
R.J. Vale, CEO of ClearStar.net. ClearStar.net's three-year sales
growth of 106% earned them a ranking of 2346. This year marks
the third year in a row that ClearStar.net has been included in
the list. In 2009 they were ranked 2540. In 2008 they were ranked
2949. "Three straight years of progressively higher rankings is
a testament to the concerted efforts our clients, strategic partners
and the ClearStar.net team," continued Vale. The
2010 Inc. 5000, unveiled Tuesday on Inc.com, serves as a unique
illustration of the profound changes taking place in the U.S.
economy.
"The leaders
of the companies on this year's Inc. 5000 have figured out how
to grow their businesses during the longest recession since the
Great Depression," said Inc. president Bob LaPointe. "The 2010
Inc. 5000 showcases a particularly hardy group of entrepreneurs."
For More
Information, Please Visit: www.ClearStar.net.
If You Are Interested In Getting More Than 100 Pre-Qualified Leads
Click
Here.
ANNOUNCEMENTS
- Continued |
Innovative
Enterprises Launches IDS™ Web 2.0
Innovative
Enterprises, Inc., a strategic partner to the background screening
industry and expert provider of court
research information products, smart data solutions and ancillary
services, today announced the launch of IDS™
Web 2.0. The expanded web portal places significant feature enhancements
and functionality in the hands of
Innovative's Screening Industry Partners™, including access
to industry-leading county criminal and civil services,
live retrieval of results and order status, and advanced sorting
and filtering tools to manage new, pending and
historical order activity. A highly sophisticated batch upload
process has also been introduced with IDS™ Web 2.0.
By uploading a single file, partners can quickly and easily order
any quantity of any available IDS™ instant data
solution, choose from more than 200 custom search configurations,
and receive an email alert when the results are
ready for pickup. With batch upload, Innovative's partners are
empowered to effortlessly provide large scale services
such as annual employee audits using a single spreadsheet provided
by their employer customers.
For More
Information, Please Visit: http://www.knowthefacts.com
Clearstar.net
Appoints Screening Industry Executive Vincent Pascarella President
ClearStar.net,
an innovative technology provider for the employment and tenant
screening industry, announced today that Vincent J. Pascarella
has been hired as President. In this newly created role, Pascarella
will direct all sales, development and operations of the firm
and report directly to CEO R.J. Vale. "Demand for background screening
services has been markedly up in 2010 as developments in technology
combined with a more competitive hiring market have forced employers
to place closer scrutiny on their hiring practices," said R.J.
Vale, CEO of ClearStar.net. "The addition of this new executive
enables us to continue to be responsive to this demand and provide
our business owners with the precision tools and information they
need to operate their background screening
businesses. Pascarellastated, "I am absolutely ecstatic about
the opportunity to work with such an impressive team, and to help
sustain the momentum and growth of the organization and the business
owners they serve."
Pascarella
is an attorney, a graduate of the University of Colorado School
of Law, a certified Senior Professional in Human Resources (SPHR)
and brings more than twelve years sales and operations experience
managing national employment background screening firms. Prior
to joining ClearStar.net, Pascarella was Vice President of Sales
for USA-FACT, Inc. He has also previously served in sales and
executive leadership roles with Background Information Services
(BIS), Frasco Profiles and Frasco Investigative Services, Employment
Screening Resources
(ESR) and HRPLUS.
For More
Information, Please Visit: www.ClearStar.net.
ScreeningONE
Recognized on 2010 Inc. 5000 List
ScreeningONE,
a leading provider of nationwide pre-employment background and
tenant screening services, announced today that the company was
named to the Inc. 5000 list. Inc.'s list recognizes the 5000 most
entrepreneurial and fastest growing companies in the United States
and is based on percentage growth in company net sales over a
four-year period. ScreeningONE placed in the top 1000 of the list
at #793. "We are thrilled to be named by Inc. Magazine as one
of the nation's top entrepreneurial companies," said Michael Byrd,
president of ScreeningONE. "Despite the difficult economy, ScreeningONE
has continued to grow each year. And, our ranking in the top 1000
is attributed to the dedication of our employees and the loyalty
of our clients. I thank all of our employees and our customers
who are the keys to ScreeningONE's success."
For More
Information, Visit www.ScreeningONE.com
Sterling
Infosystems Expands Service Platform to U.K.,
Europe and Asia With Acquisition of Screening
International
Sterling
Infosystems, Inc.,a leading provider of employment and background
screening services, announced that it has acquired Screening International,
LLC from Intersections Inc. a leading providing of consumer and
corporate identity risk management services. Screening International
serves over 1,700 clients ranging from Fortune 100 companies to
small business enterprises, operating as American Background Information
Services in the US, and asAperion Screening internationally. "This
acquisition allows us to expand our client base in the United
States and Europe, and introduce our industry-leading products,
services and technology to new markets," said Bill Greenblatt,
CEO of Sterling Infosystems Inc. "For over 25 years, Screening
International has provided services that enhance the safety, security
and efficiency of the workplace, and we are proud to announce
this transaction to our current and future clients." Key employees
of Screening International, including its President, Scott Smith,
will continue to provide their expertise and services to its existing
clients. "Our clients can expect the same level of high quality
service from our new company, a seamless transition, and enhanced
risk management services that will offer tremendous new benefits,"
said Smith.
For More
Information Please Visit http://www.sterlinginfosystems.com/
DATA
PROTECTION, PRIVACY & OCCUPATIONAL FRAUD |
Employees
Still Pose Biggest Security Threat, Survey Finds
Workers inside
agencies pose the biggest threat to computer
security, providing foreign governments and other perpetrators
direct access to sensitive networks, according to results of a
survey of security experts released on Tuesday. Most of the 22
government security experts PacketMotion, a security vendor, surveyed
pointed to employees as the greatest threat to steal sensitive
information because failure to comply with policies combined with
lax controls often provide easy access to data. Results of the
survey reflect "the reality that the [perpetrator] will hijack
or use the credentials of internal users," said Jonathan Gohstand,
vice president of marketing and product strategy at PacketMotion.
The survey was conducted during the Black Hat USA 2010 conference
in Las Vegas in July. Fifty-nine percent of those surveyed said
employees represent the biggest threat to the government's enterprise
computing environment, and 14 percent pointed to administrators
who have been given access to certain networks and files as threats
as well. Eighteen percent said outsiders, including contractors,
were the biggest security threat, while only 9 percent named hackers
and cyber criminals.
For More
Information Go To: http://www.nextgov.com/nextgov/ng_20100817_1347.php
The "2010
Data Breach Investigations Report," which takes into account more
than 900 breaches and 900 million compromised records probed by
Verizon and the Secret Service last year, found that 69 percent
of data-loss
incidents were linked to outsiders, while 49 percent were caused
by insiders. But the percentage of breaches
attributed to outsiders has dropped nine percent since last year's
study, while breaches caused by threats
originating from within an organization more than doubled.
For More
Information Go To:
http://www.pinewswire.net/2010/07/internal-threats-double-as-attackers-shift-strategy/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+PIN
ewswire+%28PI+Newswire%29
DATA
PROTECTION, PRIVACY & OCCUPATIONAL FRAUD |
DATA
PROTECTION, PRIVACY & OCCUPATIONAL FRAUD - continued
Liars
Index Up For First Six Months Of The Year
The Liars
Index® reached 21.43% for the first six months of 2010. Calculated
semi-annually by Jude M. Werra & Associates, the Brookfield,
Wisconsin executive search firm, theLiars Index® reports
the percentage of executives who misrepresent their education
claims on theresumes they submit to the firm."This latest increase
in the Index is the highest in some ten years," said Jude Werra,
president. "Thepeak of the Index over the past sixteen years was
at 23.30%, in the first half of 2000".
"The rolling
average for the last two years also trended upward, to 16.20%,
approaching the 17.60%mark of ten years ago. The rolling average
record rate was in the first half of 2000, when it reached18.50%."Werra
notes that the current data parallels the increases during the
2000-2001 recessionary period.This may suggest that as the national
unemployment statistics rise the percentage of puffery andoutright
lies about educational credentials appear to rise right along
them.
Liars Index®/Add
One
Printed with
permission of Jude M. Werra & Associates, LLC
Protecting
Against Employee Theft
Businesses
face all kinds of challenges in today's competitive environment,
but one of the most insidious is the threat from within. In a
typical scenario, a less-than-loyal employee decides to jump ship
to a competitor or start a competing operation. Unless you have
in place a noncompete agreement specifically prohibiting such
activities, the employee's behavior may be distasteful, but probably
not illegal. However, if the departing employee decides to download
company files containing sensitive information -- such as customer
lists, pricing schedules, marketing plans, etc. -- and take those
files with them, a line has been crossed. One powerful weapon
employers can use to protect their interests in such cases is
the Computer Fraud and Abuse Act.
While it's
impossible to know exactly how widespread a problem theft of trade
secrets by former employees really is, there is strong statistical
and anecdotal evidence that it has become a growing issue for
employers. According to "A Statistical Analysis of Trade Secret
Litigation in Federal Courts," that was recently published in
the Gonzaga Law Reform , the number of trade secret
cases has grown "exponentially." "Most alleged misappropriators
are someone the trade secret owner knows." "Specifically, in over
85 percent of cases, the alleged misappropriator was either an
employee or business partner." Cases of employee-related data
theft more than doubled between 2006 and 2008, according to a
study by KPMG. Based on its findings, the number of such incidents
is "almost certain" to increase further, especially in a difficult
economic environment.
To Read The
Full Article Go To: http://www.hreonline.com/HRE/story.jsp?storyId=475264808
SHRM
Report: August 2010 Hiring Expected To Inch Up and Layoffs Will
Fall to Three-Year Low
August job
growth will show small gains over last year while the layoff rate
will drop to a three-year low according to a monthly survey of
human resource professionals at more than 1,000 companies across
the country. The
Society for Human Resource Management's (SHRM) Leading Indicators
of National Employment® (LINE®) Report , which
includes the only national employment index of month-ahead hiring
expectations, shows a 20-plus point increase in August hiring
plans for the manufacturing and service sectors compared to last
year.
For More
Information Go To: http://www.shrm.org/about/pressroom/PressReleases/Pages/August2010Line.aspx
Employment
trends index: Growth slows
The Conference
Board's U.S. employment trends index edged up to a reading of
97.0 in July from 96.7 in June.
"The growth rate of the employment trends index slowed sharply
in the past three months, suggesting that
employment growth will remain too weak to keep up with the increase
in the working age population," said Gad
Levanon, associate director of macroeconomic research at The Conference
Board. "The disappointing employment numbers may indicate that
the low levels of household spending and confidence are making
businesses more
cautious when it comes to hiring."
Source:http://staffingindustry.com/me2/dirmod.asp?sid=D657A977717E4533A248A3E41F0FC33A&nm=Corprate
+Member+Topics&type=MultiPublishing&mod=PublishingTitles&mid=6EECC0FE471F4CA995CE2A3E9A8E4207
&tier=4&id=9A1FC36ACA1C44AE812323F563DC52B6
ClearStar
Logistics Teams with Advanced Livescan Technologies to Launch
FBI Finger Print Submission through ClearStar.net Technology Platform
ClearStar
Logistics, the back office solution provider for the employment
and tenant screening industry, announced today a partnership with
Advanced Livescan Technologies to offer an electronic fingerprint
capture and National Criminal History Record Search solution via
the ClearStar.net screening technology. The launch of the new
solution comes in direct response to the increased demand from
employers for easier and more thorough criminal background checks.
Federal and state laws require fingerprint checks for certain
employment and licensing purposes including employers serving
the financial sector, assisted housing (HUD programs), childcare,
healthcare, transportation, government contractors and employees.
"Advanced Livescan Technologies' strategic partnership with ClearStar
Logistics provides a timely solution to the exponentially growing
demand in fingerprint background check markets," said Kevin J.
Burke CEO of ALT. "The integration of our E-VeriTech SOLO now
adds electronic tenprintLivescan and direct FBI submission capabilities
to ClearStarLogistics's already extensive list of automated background
screening services". "This new screening offering will allow firms
on the ClearStar.net platform to process electronic fingerprints
directly through a certified FBI Channeler," stated Traci Ivester,
COO ClearStar Logistics. "The team at Advanced Livescan has worked
diligently with us to bring this new back office solution to the
professional screening firms that we serve."
For more information, please visit ClearStar.net.
Service
Industry Employers to Save Thousands With New Automated Tax Credit
Processing
In 2009,
12 million U.S. hires qualified for federal and state tax incentives,
but less than 7 percent of businesses hiring these qualified employees
took advantage of credits for their organization. Through a strategic
partnership between PeopleMatter and TaxBreak, businesses in the
service industry,
such as restaurants
and convenience stores (C-Stores), can easily take advantage of
hiring incentives with automated tax credit processing specifically
developed for the hourly workforce. The PeopleMatter Hire™
applicant tracking system integrates with TaxBreak's award winning
processing system, so companies can seamlessly process applicants,
from pre-screening to credit certification, saving managers' time,
reducing income
tax liability, ensuring compliance and increasing cash
flow.PeopleMatter is revolutionizing the talent management
industry by fully integrating tax credit processing within a broad
product platform targeted toward the service industry.
"We believe
the integration of TaxBreak's technology and services into PeopleMatter's
product offering is a perfect combination of innovation and ease
of use benefiting the company's bottom line," said Shannon
Scott,
For More
Information Go To: http://www.sacbee.com/2010/08/17/2964530/service-industry-employers-to.html
|
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to Leverage Your Investments in Original Content and SEO
This
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people research senior care products and services. Because
of this shift, you must have a search-optimized "marketing"
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today!
http://www.hrmarketer.com/content/?p=355#more-355 |
ID
Partners with Inquiries Inc. to Create IDVetting
Inquiries
Inc., an Easton, Md., based industry leader in personnel security
and background screening, and Telos Identity Management Solutions,
LLC (Telos® ID), of Ashburn, Va., the integrator of record
for the world's largest biometric identity application, have created
a strategic alliance to roll out a new background screening service
called IDVetting™. IDVetting is focused on delivering non-criminal,
fingerprint-based background checking services as an authorized
FBI channeler through a secure, web-based enrollment and record
dissemination service for authorized recipients. Qualifying organizations
can now use FBI channeling through Inquiries as a qualified outsourced
service provider to perform an electronic biometric (fingerprint)
history check of the IAFIS database, with results back in hours,
not days or weeks. A fingerprint match is the "gold standard"
of criminal record checks. It establishes a concrete match with
an individual and a record, based on a unique biometric identifier.
Telos ID will provide the technology for the solution, according
to Mark Griffin, the company's president and general manager.
"We are excited about working with Inquiries," says Griffin. "Combining
Inquiries' industry leadership and Telos ID's experience in providing
integrated identity and access management solutions will change
how government and industry process background checks today."
For More
Information Go To: http://www.idvetting.com/news/index.cfm
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Advance
Signals Found In 71% Of Workplace Violence Cases
The pattern
is familiar: Someone goes on a shooting rampage in the workplace,
and experts in mental health , law enforcement and the media struggle
to find lessons in the aftermath. Predicting violence in the workplace
can be difficult, but in some cases there are signs, said Dr.
Harold Schwartz, psychiatrist-in-chief at the Institute of Living
in Hartford. Those include an employee who is rigid, inflexible
or unwilling to take feedback from supervisors or coworkers, one
who is unable to get along with others, or one who abuses alcohol
or drugs. "Those are glaring signs that are missed in the workplace,"
Schwartz said. He added that people with mental illness are no
more likely than others to commit workplace violence unless there
is also alcohol and drug abuse .
Schwartz said occurrences of workplace violence across the country
are down, possibly becauseemployers are recognizing and addressing
issues with employee-assistance programs and other forms of help.
Experts say most slayings in the workplace are not committed by
disgruntled workers. Statistics on workplace homicides include
those murdered in the commission of another crime, such as convenience
store clerks who are killed during a robbery. Roughly 75 of the
1,000 workplace homicides that occur on average each year are
committed by disgruntled workers. Barton advises employees to
take the same approach toward workplace violence that the government
takes in encouraging citizens to report suspicious activity at
airports and train stations: "If you see something, say something.''
"We don't want to [foster] paranoia at work," Barton said, "but
there are warning signs.'' Barton reviewed 1,800 incidents of
workplace violence over the past 26 years and concluded that there
were signals 71 percent of the time.
For More Information Go To: http://www.courant.com/business/hc-workplace-violence-0804-20100804,0,6226983.story
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service will take over your newsletter task or create a new one
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NAPBS
On The Brink Of Becoming An International Association
Progress
continues to be made by NAPBS' International Committee in formally
establishing an international alliance with background screening
firms in the Asia Pacific Area, Canada and Europe. The ASIA Pacific
Area Countries Steering Committee has submitted their bylaws for
approval which is the final step toward forming their chapter
(contact Wayne Tollemache at wayne.tollemache@fadv.com). Canada's
Steering Committee is rapidly moving forward with creating an
Accreditation process, developing bylaws and an application for
membership along with continuing to work on the RCMP/CPIC issue
which has not reached a final conclusion at this point (contact
Michael Damm at mdamm@isbc.ca.) Europe is also moving forward
with formalizing the direction they want to proceed with and starting
to look at establishing their bylaws (contact Ewan Tweedie at
ewant@securitywatchdog.org.ukor
Sal Remtulla at Sal.Remtulla@riskadvisory.net.)
In addition, the International Committee continues to have Exploratory
Sub-Committees working on creating an alliances with background
screening firms in Africa and Latin/South America. These Exploratory
Committees are looking for volunteers to work help with their
outreach efforts.
In addition,
our other committees are busy at work as well. The Education Committee
has arranged for an International Session at the Midyear which
will be presented by several attorneys at Baker and McKenzie,
a law firm that specializes in international business. They are
also working hard to put together a slate of education sessions
for the Annual Conference. Contact Janet Ackerman at Janet.Ackerman@comcast.net
to suggest. The International Provider Guidelines Committee is
working diligently to revive this initiative and to create a set
of guidelines conducting international background checks. Contact
Terry Corley at Terry.Corley@intlscreening.com
for more information.
To participate
in this landmark effort and contribute to history being made contact
Bob Capwell at rcapwell@ebiinc.com
or Barry Nixon at wbnixon@aol.com.
Background
Check Program A Reasonable Exercise Of Management Rights
In Canada,
pre-employment background checks are generally permissible. With
some exceptions in some provinces, these checks can include information
about a candidate's employment history, education, credit, fingerprints,
and criminal record. Though employers can generally conduct such
checks on potential or current employees if they have their consent,
the legitimacy and permissibility of the use of criminal background
checks by employers has come under fire. In several recent decisions,
Arbitrators and Courts have dealt with the question whether an
employer's need to access this information outweighs an employee's
right to privacy. The recent decision of Arbitrator Watters in
Re Diageo Canada Inc. and C.A.W.-Canada, Local 2098 (PDF)
has added to the criminal background check dialogue.
To Read The
Full Article Click
Here:
The
European Commission Delays Revision Of Data Protection Directive
The European
Commission has announced a new schedule for the revision of the
European Union Data Protection Directive, delaying legislative
proposals for over a year, according to the French Information
Commissioner's Office, CNIL. The EC is currently considering 160
responses to a data protection consultation. The UK Ministry of
Justice has also released a call for evidence on the data protection
legislative framework to help inform the UK's position on negotiations
for the new EU data protection instrument. In the UK, national
data rules are currently curtailed in several ways, leaving the
standard of protection lower than required under EU rules, The
EC aims to bring the UK in line with the EU's Data Protection
Directive.
This
story was first published by
Computer Weekly
For More
Information Go To:
http://www.infosecurity-magazine.com/view/11540/ec-delays-revision-of-data-protection-directive/
Germany
- Employment returns to growth
According
to provisional results from the Federal Statistical Office (Destatis),
the number of persons in employment whose place of employment
was in Germany amounted to about 40.3 million in the second quarter
of 2010, which was an increase of +72,000 persons or +0.2% on
a year earlier. This means that there was a year-on-year rise
in employment for the first time since the second quarter of 2009.
That level shows the highest number of persons in employment in
any second quarter since German unification and is quite close
to the all-time high of 40.7 million achieved in the fourth quarter
of 2008.
To read the full provisional results in German language please
click here
For More
Information Go To: http://www.staffingindustry.com/ME2/dirmod.asp?sid=&nm=&type=MultiPublishing&mod=PublishingTitles&mid=
6EECC0FE471F4CA995CE2A3E9A8E4207&tier=4&id=08CE3816284648F281A707E93A583846
Germany
to Forbid Screening of Job Candidates on Facebook?
It should
go without saying that employers need to
use caution when they use social-networking sites
to gather information on job candidates. After all, you don't
want to inadvertently learn something you can't legally use to
make a hiring decision - like the candidate's race, or that she's
pregnant, or even that he uses a wheelchair. If you learn such
information and then subsequently decide not to hire the candidate,
it becomes that much harder to prove you made the decision based
on non-discriminatory factors. Rather than leaving the matter
up to employers' good judgment, however,
lawmakers in Germany have proposed legislation
that will make it illegal for employers to vet prospective
employees by checking out their Facebook or MySpace profiles,
or any other social-networking site not specifically designed
to connect potential employees with potential employers. Spiegel
Online International reports: [T]he new law will reportedly
prevent potential bosses from checking out a candidate's Facebook
page, [but] it will allow them to look at sites that are expressly
intended to help people sell themselves to future employers, such
as the business-oriented social networking site LinkedIn. Interestingly,
information about candidates that is generally available online
will be "fair game," the story says, as long as it is not too
old or something that is out of the
candidates' control.
For More
Information Go To:
http://www.itbusinessedge.com/cm/blogs/bentley/germany-to-forbid-screening-of-job-candidates-on-facebook/?cs=42917
It has become
common business practise in South Africa to conduct criminal checks
on job applicants and current employees to establish the existence
of criminal records. Over the last seven months EMPS* has been
conducting statistical analysis to determine the difference between
the various methods criminal checking. Historically doing a criminal
check by submitting an applicant's name and ID number has been
the most common method. In the past two years however, the South
African Police Service (SAPS) announced its plans to phase out
this database check due to the unreliability of the data. This
brought about the introduction of the AFIS Criminal Fingerprint
check, digitally-scanned fingerprints linked to an automated criminal
database, called AFISwitch.The process of phasing out the name/id
search has not been as quick as anticipated and companies have
been reluctant to change the mode of doing their checks due to
the more intense logistics of using the new technology. The statistics,
however, reveal some frightening realities in terms of the reliability
of the name/id search that so many companies are still relying
on to determine criminal status of potential employees.
For MoreInformation
Go To: www.emps.co.za
Data
Protection: Commission Requests UK To Strengthen Powers Of National
Data Protection Authority, As Required By EU Law
The European Commission has requested the UK to strengthen the
powers of its data protection authority so that it complies with
the EU's Data Protection Directive. The Commission request takes
the form of a reasoned opinion - the second stage under EU infringement
procedures. In the UK, national data rules are curtailed in several
ways, leaving the standard of protection lower than required under
EU rules. The UK now has two months to inform the Commission of
measures taken to ensure full compliance with the EU Data Protection
Directive."Data protection authorities have the crucial and delicate
task of protecting the fundamental right to privacy. EU rules
require that the work of data protection authorities must not
be unbalanced by the slightest hint of legal ambiguity. I will
enforce this vigorously," said Vice-President Viviane Reding,
Commissioner for Justice, Fundamental Rights and Citizenship.
"I urge the UK to change its rules swiftly so that the data protection
authority is able to perform its duties with absolute clarity
about the rules. Having a watchdog with insufficient powers is
like keeping your guard dog tied up in the basement."
The case concerns the implementation of the EU's 1995 Data
Protection Directive (95/46/EC) both in UK law (theData Protection
Act of 1998) and its application by UK courts. The Commission
has worked with UK authorities to resolve a number of issues,
but several remain, notably limitations of the Information Commissioner's
Office's powers:
For more
information Go To: http://europa.eu/rapid/pressReleasesAction.do?reference=IP/10/811
Drug Testing
At Work: Guidance For Workplace Representatives
Despite claims
from drugs-testing companies, there is no real evidence that drug-testing
is becoming common-
place in British workplaces. It is mainly used, often with union
agreement, in safety critical areas such as
transport and energy generation or after an incident. There is
also increased usage in the construction industry.
However generally where wide-scale drug testing has been considered
it has been rejected either because of
cost, union objections, or doubts over the effectiveness.
Research
by the HSE in 2004 was unable to show any link between drug use
on its own and workplace accidents,
although this may be because of the very low levels of actual
drug use while at work. A survey for the Rowntree
Foundation and Drugscope charity in the same year also found a
lack of evidence for a link between drug use and accidents but
added 'drug and alcohol-induced intoxication will be a source
of risk in such environments.'
Privacy and
data protection considerations have also been addressed by the
Information Commissioner's Office,
whose data protection code on obtaining and handling information
about workers' health puts strict limits on the
health information that can be obtained by employers. It concludes
that in most instances alcohol and drug testing
is an unwarranted intrusion.
To Read The
Full Article Go To: http://www.tuc.org.uk/h_and_s/tuc-18000-f0.cfm
PreemploymentDirectory.com’s
2010 Marketing Portfolios for:
We
Specialize in Promoting the Products and Services of businesses
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UPCOMING CONFERENCES & EVENTS |
2010 Events (Click
Here to View full list of 2010 Events) – Updated Monthly
SHRM
State Conferences, visit
http://www.shrm.org/Conferences/StateAffilliateConferences/Pages/default.aspx
Drug
and Alcohol Testing Industry Association (DATIA), 2010 Training
Course Schedule, visit
http://datia.org
CUPA-HR
Conferences: http://www.cupahr.org/newsroom/news_template.asp?id=5445
National
Association for Professional Background Screeners (NAPBS), 2009
http://www.napbs.com
World
Federation of People Management Associations ,
Events, http://www.wfpma.com/events/byregion.asp
The WFPMA
World Congress takes place every two years, and to reflect its
international origins and concerns member regions take turns to
host the event.
|
HRO
Today's CEO, Elliot Clark, invites
HR Practitioners and HR Providers to join our Webinar on
Wednesday, September 1, at Noon Eastern Time,
where he will discuss the Methodology and Survey protocol
for the upcoming Screening Baker's Dozen Ratings. The Survey
will be sent out the following day, September 2nd. Don't
miss this opportunity to learn, in advance, about the successful
completion of your Survey form.
Click here to register. |
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