Complimentary Luncheon Presentation: Cracking the DNA Code for a Compliant Background Screening Process for California Employers

Riverside, CA – Join A-Check December 5th in Riverside, California for a complimentary, informative luncheon presentation exploring compliant employee screening practices, with emphasis on California.

Learn about:

  • Compliance with California’s unique applicant disclosure & reporting requirements.
  • Responsibilities of information providers and end users under FCRA.
  • Overview of applicable regulatory bodies and Risks to non-conforming employers.
  • Use of credit reports in the hiring process.

Attendees earn 1.0 (General) credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.

Lunch will be served. Space is limited. Please RSVP by 11-25-2013.

Learn more and RSVP: A-Check HR Luncheon Informational Sheet – December 5th

Drug Screening: Testing for Synthetic Cannabinoids Available

Synthetic cannabinoids are sold as “herbal incense” and resemble potpourri. They have gained media attention in recent years as a “legal high.” While most of the substances are not actually cannabinoids, they act on the same receptor in the human body as Δ9-tetrahydrocannabinol (THC), the main active ingredient in marijuana, and produce psychoactive effects similar to marijuana.

Some of the more common product names include K2 (K3, K4), Spice, Bliss, Black Mamba, Bombay Blue, Fake Weed, Genie, Mad Hatter, Rocket Engine and Sky. Marketed as “safe” highs, synthetic cannabinoids are commonly purchased in head shops, tobacco shops, various retail outlets and on the internet.

Urine testing for the synthetic cannabinoids panel is screened using Liquid Chromatography tandem Mass Spectrometry (LC/MS/MS). Any non-negative drug screen is also confirmed by LC/MS/MS – the newest lab-based urine drug testing technology.

Learn More: Synthetic Cannabinoids Fact Sheet from Quest Diagnostics

New Applicant Dispute Portal –

Sometimes applicants do not agree with the results of their background check, and occasionally, they have good reason to disagree. offers applicants a simple, effective and secure channel to request a copy of their report and/or dispute any element within their report.

While does not relieve employers of the obligation to provide applicants a copy of their report, it empowers consumers to quickly initiate the dispute process, resulting in faster resolution.

Learn more:

Public Records vs Private Data – Critical Information for Compliant Employee Screening Practices

Lights… Camera…. Action!  Now playing in a courthouse near you, a lawsuit against an employer or background check company for a consumer reporting violation involving the rights of an applicant or even more catastrophic, a class of applicants.

Consumer Reporting is now on the radar of three major federal agencies, The Federal Trade Commission (FTC), the Consumer Financial Protection Bureau (CFPB), and the Equal Employment Opportunity Commission (EEOC) in addition to the approximate 1.2 million attorneys practicing in the United States.

With so much focus on regulatory compliance in consumer reporting, can your organization afford not to implement a fully-compliant screening process considering all rules and regulations including HR Law, Federal Consumer Law, State Consumer Law, and Agency Guidance?

Nearly all organizations that utilize pre-employment screening in their hiring process are familiar with the requirements of proper disclosure, authorization, and the process to utilize when administering an adverse communication.

However, some organizations, in their haste to locate the background screening company that provides the fastest and cheapest information, fail to consider the accuracy and completeness of the information which makes the fastest and cheapest background information also the riskiest to use in your hiring process.

There is nothing wrong with seeking the fastest results at the most reasonable price however it is important to know the difference between public records reported directly from the source and aggregated data reported directly from a database.

The Federal Fair Credit Report (FCRA) in §613 outlines a choice between two processes that a Consumer Reporting Agency (CRA) must utilize when reporting aggregated data (criminal record databases) to the end-user.

The first method is to provide any and all adverse information to the applicant at the same time as providing it to the end-user to ensure the applicant has the opportunity to dispute inaccurate information.

The challenge in this process is ensuring the applicant receives the information in a timely manner, which leads most CRAs to apply the second process afforded by the FCRA. To comply with FCRA §607 by ensuring “maximum possible accuracy” and §613 to check all aggregated (database) adverse information against the current public record, A-Check only reports public information directly from the most current public record.

It is important you understand A-Check does utilize several different criminal record and sex offender registry databases but only in the capacity of a criminal records locator search.

A-Check utilizes databases to extend the geographical scope of our research. However, when records are located by using databases, all information is compared to the current public record to ensure that only accurate, up-to-date information is reported to our end-users.

Should you have any questions regarding this or any other process, please feel free to email for more information.

Applicant Self-Disclosure of Criminal Records Tab to be Removed from EasyApp

Beginning November 28th, the option for applicants to self-disclose criminal records information through EasyApp will be removed. The removal of this tab in EasyApp will ensure client compliance with the growing, uneven patchwork of  “ban the box” type legislation and myriad local regulations in the United States which prohibit asking about an applicant’s criminal records history during the initial employment application process. Please contact A-Check’s Compliance Department at 877-345-2021 or email for additional information.

White paper: Learn More about “Ban the Box” Legislation
In the News: Target to Drop Criminal Background Questions on Job Applications
Learn More about EasyApp