The Equal Employment Opportunity Commission (EEOC) and the Fair Trade Commission (FTC) has released two guidance documents explaining employers’ duties and the rights of consumers in regard to employment-related background checks.
While the documents do not reveal information not already covered by previous EEOC guidance releases, their joint publication and release by the federal agencies highlight the focus by the FTC and EEOC in pursuing employer compliance with all aspects of the law when background checks are used to make employment decisions.
These publications offer simple and concise guidance for employers and applicants/employees. A-Check recommends employers spend a few minutes reviewing their contents and compare them to their current background check policies to ensure compliance.
Background Checks – What Employers Need to Know (PDF)
Background Checks – What Job Applicants and Employees Need to Know (PDF)
have a Compliance Question? Ask: firstname.lastname@example.org
Please keep in mind A-Check does not offer legal advice.
Identity theft happens when someone steals your personal information and uses it without your permission. It is a serious crime that can wreak havoc with your finances, credit history, and reputation – and it can take time, money and patience to resolve.
Taking Charge: What to Do if Your Identity is Stolen (PDF)
In this step-by-step guide, the Federal Trade Commission (FTC) provides consumers a clear and concise set of instructions on what to do if victimized by identity thieves.
Source: FTC Identity Theft Resources Page
When may an employer ask questions about an applicant’s prior workers’ compensation claims or occupational injuries?
An employer may ask questions about an applicant’s prior workers’ compensation claims or occupational injuries after it has made a conditional offer of employment, but before employment has begun, as long as it asks the same questions of all entering employees in the same job category. Continue reading “EEOC Provides Guidance on Pre-employment Disability Related Examinations & Questions About Workers’ Comp & Occupational Injuries”
Effective June 1st, 2014, A-Check will no longer report U.S. Social Security Number Validation information and this item will be removed from reports.
Up until June 25th, 2011, Social Security Numbers issued by the Social Security Administration were based on a formula that allowed certain information to be gleaned from the SSN. Specifically, A-Check could learn from each SSN whether it was valid and issued in a particular state in a specific year.
According to the Social Security Administration, “As the SSN is increasingly used by public and private entities in conjunction with other tools and processes for identity verification, instances of SSN fraud, misuse, and identity theft are also on the rise. SSN randomization will help protect an individual’s SSN by making it more difficult to reconstruct an SSN using public information.”
The Social Security Administration’s decision to randomize newly-issued numbers beginning June 25th of 2011 has, over time, rendered this database product obsolete for use by pre-employment Consumer Reporting Agencies and employers. Any new SSN issued since June 25th of 2011 has been reported as “May not be valid or may have been issued after 6/25/2011.
The SSN Validation should not be confused with the Social Security Number Trace, which is used to develop additional aliases and residential addresses. This product is obtained through the credit bureaus and will continue to be offered by A-Check.
The SSA will still provide opportunities for direct online SSN verification. Please contact A-Check’s Client Relations Department to determine if any of the products below meet your specific needs.
- The Department of Homeland Security’s e-Verify Service available to employers to determine employment eligibility. Available through A-Check.
Social Security Administration FAQ page
TAMPA – The University of South Florida discovered discrepancies in Manhattan College’s Men’s Basketball coach Steve Masiello’s resume which forced the university to rescind the $1 million-plus per year job offer.
Turns out the coach never completed his bachelor’s degree from the University of Kentucky, as claimed in his resume. This fact was discovered by a routine verification of degree.
Read the full story by Joey Johnson from the Tampa Tribune here