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A-Check Global Partners with Cornerstone—Background Screening Integration Now Available in Cornerstone’s EDGE Marketplace

Riverside, CA, October 8, 2019 — Today, A-Check Global announced the availability of its background screening solutions within Cornerstone OnDemand (NASDAQ: CSOD), a global leader in the cloud-based learning, talent management and emerging talent experience market. Now integrated as a partner within Cornerstone’s EDGE marketplace, A-Check Global’s background screening integration provides an enhanced resource to help organizations make well-informed hiring decisions, with quicker turnaround, and within the convenience of Cornerstone’s talent management system.

A-Check Global background screening integration with Cornerstone improves the efficiency of the hiring process by offering easy and secure online transfer of employment candidate information and reporting between A-Check Global’s background screening integration and the Cornerstone system platform.

“In today’s world of ever-expanding, technology driven recruitment solutions, we are honored to partner with Cornerstone, and we look forward to providing an enhanced workflow experience to employers and candidates,” said Donald Shimizu, Executive Vice President at A-Check Global. “A-Check shares Cornerstone’s focus on customer care through innovation, and we are excited to serve our mutual customers now and in the future.”

About A-Check Global
A-Check Global is the nation’s most successful woman-minority owned employment screening company, providing superior customer care and support, customized background screening solutions, and advanced, online interface technology to meet the unique requirements of employers and employment candidates worldwide. A-Check is an authorized E-Verify Third Party Agent, holds ISO 9001:2015 Certification, and is accredited with the Professional Background Screening Association (PBSA). The company’s global headquarters is in Riverside, California. For more information, visit www.acheckglobal.com or phone toll free, 877-345-2021.

About Cornerstone OnDemand
Cornerstone was founded with a passion for empowering people through learning and a conviction that people should be your organization’s greatest competitive advantage. Cornerstone is a global human capital management leader with a core belief that companies thrive when they help their employees to realize their potential. Putting this belief into practice, Cornerstone offers solutions to help companies strategically manage and continuously develop their talent throughout the entire employee lifecycle. Featuring comprehensive recruiting, personalized learning, development-driven performance management, and holistic HR planning, Cornerstone’s human capital management platform is successfully used by more than 3,600 global clients of all sizes, spanning more than 40 million users across 190+ countries and 40+ languages. Learn more at www.cornerstoneondemand.com.

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A-Check Global Offers Background Screening Services for Your Interns & Volunteers

While organizations often host additional “non-staff” personnel—interns, volunteers, students, independent contractors, and others—many may think performing background screening on these groups is either too complex or too expensive. Well, let’s just say we’re here to help by offering a screening program tailored to meet this exact need.

• Take advantage of comprehensive, budget-conscious screening options
• Shift data submission/payment responsibility from your HR team to the “candidate”
• Options available for securely accessing final reports

We can work with you to build and implement a package that works for your needs. For example, here’s a quick look at a “standardized” package of services many of our clients use currently:

Sample Screening Package: Additional Services:
• Social Security Trace • Education Verification
• National Criminal Locator (NATCRIM) • Employment Verification
• County Criminal Record • Motor Vehicle Report
• Federal District Record • Substance Abuse Screening
• Global Direct Search  

It’s all about finding what works best for you, then efficiently implementing these additional services into your existing employment program to make life just a little easier. We welcome your call or email to learn more about our intern program: 1-877-345-2021 or email clientsupport@acheckglobal.com.

Compliance Clip October 2019

CONSUMER REPORTING

Conducting Background Checks on Current Employees
Most employers run background checks on prospective employees when hiring. Many employers have policies in place that allow them to conduct background checks on current employees. Your organization may choose to do so for reasons including belief of arrest, security threats, insurance confirmation, etc.
READ MORE

Electronic Acknowledgement of Arbitration Agreements
Do You Require Your Employees to Electronically Acknowledge Arbitration Agreements? Make Sure Your Process Is Effective. An automatic generation of acknowledgment to a provision available within the online employee handbook may not be enough, as affirmed by the Eighth Circuit Court of Appeals.
READ MORE

DRUG TESTING

The Illinois Cannabis Regulation and Tax Act (CRTA)
The so-called “Recreational Marijuana Law,” takes effect Jan. 1, 2020. Under the CRTA, Illinois residents 21 years of age and older will be able to possess 30 grams of marijuana flower and five grams of marijuana concentrate for their personal use.
READ MORE

AS A REMINDER: At A-Check, we’re happy to help implement a drug screening program that meets your evolving needs—or make adjustments to the program you’re already running with us. Just give us a call at 877-345-2021 and ask to speak with someone on your Client Relations team.

BAN-THE-BOX

Current Ban-the-Box Laws by State and Municipality
With Colorado among the most recent legislation enacted (September 1, 2019) at state and local levels to protect employment candidates convicted of a crime from automatic disqualification, we wanted to provide you with a good resource that provides an overview of all Ban-the-Box laws in effect.
READ MORE

SALARY HISTORY BAN

Illinois Salary History Ban
As a reminder, Illinois’ new wage history law is now in effect as of September 29, 2019, which bars employers from screening job candidates based on current or past wages. We mentioned this last month’s “Compliance Clips,” but here’s another close look at this legislation.
READ MORE

New Jersey Salary History Ban
New Jersey recently enacted a new law prohibiting employers from seeking or relying on a job applicant’s salary history. The law, which will take effect on January 1, 2020.
READ MORE

DATA PRIVACY

New York’s SHIELD Act Expands Breach Notice Requirements
Following Europe’s General Data Protection Regulation (GDPR), many states in the US are in the process of enacting or expanding their privacy laws. New York’s new SHIELD Act contains key changes to New York’s existing breach notification obligations. These changes become effective October 23, 2019. Trends like this provide opportunity for us to remind our clients that A-Check (as a CRA who collects personal data on your behalf) gives significant attention to data security and the system processes and procedures we employ to protect information.
READ MORE

Questions? We’re here to help!

Compliance Clip September 2019

YOU’RE INVITED TO AN A-CHECK COMPLIANCE WEBINAR

5 Reasons Not to Take the Day Off from Compliance– Wednesday, September 18, 2019  |  10:00 am PST

Gary Hanley our Compliance Director is delivering information on FCRA Compliance.

Class-action lawsuits over alleged FCRA violations during the background screening process continue to be on the rise. And with this increasing litigation in mind, we’re dedicated to providing ongoing information on how to fairly utilize background screen (consumer) reports, and help you remain compliant with federal, state and local regulations.

PLUS: Attend the full webinar and receive one hour of HRCI (Human Resources Certification Institute) Credit.

To register for this free, informative webinar, simply follow the link below:

https://attendee.gotowebinar.com/register/1011188259296998411

SUBSTANCE ABUSE TESTING
In the last year, a record number of states have amended or enacted laws which regulate marijuana testing, accommodations, and use. In order to avoid drug policies going up in smoke come 2020, employers should ensure their policies comply with state laws governing medical and recreational marijuana use. Issues to consider include whether pre-employment testing is permitted and/or necessary; ensuring safety is the focus of reasonable suspicion testing; and how to reconcile drug testing policies with accommodation requirements under federal and state laws: READ MORE

AS A REMINDER: At A-Check, we’re happy to help implement a drug screening program that meets your evolving needs—or make adjustments to the program you’re already running with us. Just give us a call at 877-345-2021 and ask to speak with someone on your Client Relations team.

BAN THE BOX
The Ban the Box trend continues, with yet more jurisdictions exploring (or passing) legislation limiting the use of criminal record history during the employment process. Here are the latest:

Washington D.C.: The District of Columbia (D.C.) has filed more than 1,100 charges against employers for asking about criminal histories on job applications since 2014, when a law that banned the practice took effect: READ MORE

Nevada: Reno Justice Court has purged all Criminal Records filed on or before December 31, 2004 pursuant to the Supreme Court of Nevada Retention Guidelines and Nevada Revised Statute 239.110.  In addition; any cases filed on or after January 1, 2005 with no action for a period of not less than TEN (10) years have been destroyed upon review/determination of the Court: READ MORE             

Colorado: In an effort to prevent persons with criminal records from being automatically ruled out for job vacancies, Colorado Governor Jared Polis has signed “ban the box” legislation: READ MORE

SALARY HISTORY BAN
Laws aimed at ending the cycle of pay discrimination are also gaining momentum. State and local governments are enacting legislation to prohibit employers from asking applicants salary information:

Illinois: On July 31, 2019, Governor J.B. Pritzker signed a law prohibiting Illinois employers from asking job applicants or their previous employers about salary history: READ MORE

Questions? We’re here to help!

Compliance Clip August 2019

CONSUMER REPORTING
Keeping a close eye on the compliance of your background screening program is the first step in helping minimize your risk from legal action:

For example, on July 11, the House Committee on Financial Services on July 11 passed legislation that would prohibit employers from using credit reports for employment decisions, except when required by law or for a national security clearance: READ MORE

Additionally, Macy’s hit with a class action lawsuit over criminal history checks. The complaint alleges violations of civil rights laws barring disparate impact discrimination in addition to violations of the federal Fair Credit Reporting Act:  READ MORE

SUBSTANCE ABUSE TESTING
The federal Drug Enforcement Agency (DEA) recently announced that drugs that include CBD (cannabidiol) with less than 0.1% of THC (tetrahydrocannabinols) are now considered Schedule V drugs provided they are approved by the federal Food and Drug Administration (FDA).

The move marked the first time the DEA removed any form of cannabis from Schedule I and was due to the FDA’s approval of Epidiolex, a non-synthetic cannabis-derived medicine used to treat severe epilepsy. Yet, setting aside this very limited exception, marijuana and CBD remain illegal under federal law: READ MORE

On July 2, 2019, New Jersey Governor Phil Murphy signed a much-anticipated bill into effect that expands and revises the state’s existing medical cannabis program, the Compassionate Use of Medical Marijuana Act (CUMMA). For employers faced with employees and job applicants who use cannabis, the bill provides certain job protections for medical cannabis users: READ MORE

AS A REMINDER: At A-Check, we’re happy to help implement a drug screening program that meets your evolving needs—or make adjustments to the program you’re already running with us. Just give us a call at 877-345-2021 and ask to speak with someone on your Client Relations team.

BAN THE BOX
The Ban the Box trend continues, with yet more jurisdictions exploring (or passing) legislation limiting the use of criminal record history during the employment process. Here are the latest:

Pennsylvania courts began automatically sealing eligible criminal and summary records under Clean Slate on June 28. Eligible offenses that will be shielded from public view include non-convictions, second and third degree misdemeanor convictions, summary convictions, and other non-violent misdemeanor convictions: READ MORE               

SALARY HISTORY BAN
Laws aimed at ending the cycle of pay discrimination are also gaining momentum. State and local governments are enacting legislation to prohibit employers from asking applicants salary information:

Alabama: Effective August 1, 2019, employers are prohibited from refusing to interview, hire, promote, employ or retaliate against any job applicant because the applicant does not provide wage history information: READ MORE

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

Missouri: Effective October 31, 2019, Kansas City employers with six or more employees are prohibited from inquiring about an applicant’s salary history: READ MORE

New Jersey: New Jersey has a bill pending in the legislature that would ban salary history inquiries. New Jersey’s bill would amend the Law Against Discrimination, N.J.S.A. 10:5-1, et seq., and prohibit any employer from screening a job applicant based on the applicant’s wage or salary history: READ MORE

New York: New York’s legislature recently passed a bill, which would bar New York employers from seeking wage or salary history information from an applicant, employee, or applicant’s former employer. Governor Andrew Cuomo is expected to sign the bill, and it will take effect 180 days thereafter: READ MORE

Questions? We’re here to help!