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The Latest Update: Salary History Bans

Just a quick look at the latest in state/local legislature regarding employer restrictions on salary history inquiries during the employment process. Take a read, and be sure to also review your employment program for any updates that need to be made as a result of these new laws.

Alabama
Effective August 1, 2019, employers are prohibited from refusing to interview, hire, promote, employ or retaliate against any candidate because they did not provide wage history information.

Maine
Effective September 17, 2019, employers are prohibited from using or inquiring about the compensation history provided by a candidate or their current or former employer until a job offer is made that includes all terms of compensation negotiated with the candidate.

Kansas City, Missouri
Effective October 31, 2019, employers with six or more employees are prohibited from inquiring about a candidate’s salary history.

Washington State
Effective July 28, 2019, Washington’s Equal Pay and Opportunities Act prohibits employers from:

  • Seeking a candidate’s wage or salary history, either from the candidate or their current or former employer.
  • Requiring a candidate’s prior wage or salary history to meet certain criteria.

Here’s a great link to READ MORE about state and local employment law developments. And as always, if you have any questions about your current employment program, don’t hesitate to reach out to us. We’re happy to help.

Featured

Background Screening at a Glance

Most employers know the value background screening provides as an efficient way to protect a company’s property and assets. At A-Check, we regularly consult with clients to help them develop a program that represents a suitable balance between automated services providing the quickest turnaround, to more comprehensive services that add time but return far more applicant information.

Part of this conversation typically revolves around criminal record searches and the difference between Database Searches and Primary Source Searches.

Database Searches are self-explanatory in that they are “instant” searches of third-party databases. These have quick turnaround times.

Primary Source Searches are more labor intensive since they can require an in-person visit to a local courthouse at the county, state or federal level. Depending on the jurisdiction these courts are in—and their method of recordkeeping—these searches can potentially add to your background screen turnaround time.

So what do A-Check clients usually request?

By processing millions of files annually, we see patterns in the background screening requests we receive, and use that experience to help our clients quickly determine what will best meet their needs. Here’s a very quick illustration representing a quicker turnaround option A (a due diligence screen with more than 80% returned same day), on up to option C (a full background screen with greater levels of accuracy and results, but requiring additional time).

         OPTION A                            OPTION B                           OPTION C

Social Security Trace Social Security Trace Social Security Trace
NATCRIM Database* NATCRIM Database* NATCRIM Database*
County Searches* County Searches*
Statewide Locator (where available)*
Federal District
National Sex Offender Database
Employment Verification* Employment Verification* Employment Verification*
Education Verification* Education Verification*
Add’l Previous Employment Verification

* All “hits” from the Nationwide Database searched at county level to comply with FCRA. County service completed per name/county searched.

We know you may have questions, and our knowledgeable representatives welcome the opportunity to chat with you. Feel free to call 877-345-2021, or reach out to us at clientsupport@acheckglobal.com.