Month: March 2019

E-Verify: Form I-9’s Companion

Thurs, April 18, 2019   |   10:00 am PST

Following his rousing presentation of ‘Form I-9: Be Alert, Audits Can Hurt’, A-Check Global’s free HR Webinar series once again presents Dave Basham, Outreach Analyst—this time delivering important information on E-Verify.

E-Verify takes Form I-9 one step further. While E-Verify is voluntary for most employers, more than 20 states (as well as a host of federal contractors) either require or encourage its use. Topics discussed during this webinar include:

  • Recent enhancements
  • How early can a case be created in E-Verify
  • The tentative non-confirmation process
  • Examples of common mistakes
  • Checking your ‘own’ work eligibility (myEVerify)
  • How completing Form I-9 is different once you enroll in E-Verify
  • And, additional tips to keep you “in the know”

To view this informative webinar, simply follow the link below:

Presenter:

Dave Basham

Dave Basham / Outreach Analyst / U.S. Citizenship and Immigration Services

Dave joined U.S. Citizenship and Immigration Services in 2008 following his retirement from the U.S. Army. He has conducted close to 600 Form I-9 and E-Verify presentations to nationwide audiences. Dave conducts ongoing sessions for many associations that include; Society of HR Management, American Payroll, and National Notary. In 2016, the American Payroll Association presented Dave with their annual Government Partner Award in recognition of his service, as a government agent, to the payroll community. Dave’s military assignments were numerous in the Infantry arena. His military service decorations include the Legion of Merit. Dave’s originally from West Virginia but now makes his home in historic Virginia.

FAIR CHANCE HIRING: What’s in a name?

Fair Chance Hiring—Ban the Box as it’s more commonly known—is legislation intended to help applicants with prior criminal histories make it past the first step of the hiring process. By design, it encourages employers to consider an applicant’s qualifications first, rather than immediately reject that person due to criminal history.

Prior to 2009, only Hawaii had Ban the Box legislation in place. Currently, 35 states and more than 150 cities/counties have enacted laws that limit what you can ask applicants. The newest is New York’s Westchester County effective March 4th.

In states or regions that have passed this legislation, you’re restricted from inquiring about an applicant’s criminal record until at least the job interview—or, in some cases, after a conditional position has been initially offered to the applicant. You also may need to delay the background screening process until your offer.

These 23 states have Ban the Box laws that apply only to public employers:

  • Arizona
  • Colorado
  • Delaware
  • Georgia
  • Indiana
  • Kansas
  • Kentucky
  • Louisiana
  • Maryland
  • Michigan
  • Missouri
  • Nebraska
  • Nevada
  • New Mexico
  • New York
  • Ohio
  • Oklahoma
  • Pennsylvania
  • Tennessee
  • Utah
  • Virginia
  • Washington
  • Wisconsin

However, these twelve states restrict both public and private sector employers from asking about criminal records on job applications:

  • California
  • Connecticut
  • Hawaii
  • Illinois
  • Massachusetts
  • Minnesota
  • New Jersey
  • Oregon
  • Rhode Island
  • South Carolina
  • Vermont
  • Washington

You also may be restricted from asking questions about certain types of convictions, non-conviction arrests or expunged records.

Even if your state isn’t on the list, you shouldn’t assume these laws don’t apply to you. 15 cities and counties have taken the lead in creating Ban the Box laws that extend to private employers: Austin, Baltimore, Buffalo, Chicago, Columbia (MO), District of Columbia, Kansas City, Montgomery County (MD), New York City, Philadelphia, Portland (OR), Prince George’s County (MD), Rochester, San Francisco, Seattle, and Spokane.

So, how will Ban the Box laws impact your hiring?

Please keep in mind, you’re not required to hire someone with a criminal record. Ban the Box legislation isn’t intended to force employers to hire someone with a criminal background over other qualified candidates, but rather to create a fairer decision-making process. It shifts the criminal history inquiry from the initial application stage until later in the hiring process, during an interview or after you extend a conditional job offer.

Contracting with a background screening company committed to compliance—like A-Check Global—can help you keep abreast of these laws while making hiring decisions. For more information about this topic, feel free to contact us at support@acheckglobal.com.

Reference

https://www.hrdirectapps.com/blog/does-your-state-ban-the-box-with-job-applications/

Why A-Check Global?

Solution

We know you have a multitude of choices to fulfill your employment and drug screening needs. Why choose us? We like to start the A-Check conversation with these three differentiations:

We’re PASSIONATE about client support

Our dedication to providing excellent customer service has long been our most defining quality. That ‘certain something’ that differentiates us from our competitors. We are adaptable enough to handle accounts from Enterprise level to emerging start-up—providing every client with unrivaled customer service.

We’re COMMITTED to compliance

A-Check has proudly held an ISO distinction since 2006, and is currently ISO 9001:2015 certified. This certification highlights our commitment to high-quality business practices: customer service, process and procedure management, production objectives, environmental standards, etc. Our commitment to compliance also includes our promise to review 100% of our reports within our Quality Control and Compliance Department for accuracy and adherence to individual client business rules.

We’re DRIVEN to innovate

One of our primary goals is to eliminate pain points within your employment program. Part of that solution is to focus on the overall experience of both our clients and their applicants; including straightforward, mobile friendly system access as well as easy-to-implement ATS/CRM integrations. We strive to make your life easier and we’re driven to providing the most innovative service possible.

So, if you’re looking for an employment and drug screening company that’s the right fit and right size, look no further than A-Check Global. We can be reached at www.acheckglobal.com, 1-877-345-2021 or support@acheckglobal.com.