Time for housekeeping: Let’s make sure you’re protected and compliant!

Business Man With Checkboxes

We at A-Check Global are thrilled you have chosen us as your business partner. A key element of our partnership’s mutual success is regularly working together to ensure your information and processes are up to date. Doing some annual housekeeping can further the ongoing protection of your account information and help confirm your hiring and employment practices remain fully compliant.

To begin, let’s review the following items:

  • Your User List: Let us know if there’s anyone on your user team(s) we need to add, remove, or edit. Has anyone’s access level recently changed or need updating?
  • Your Background Check Policy: when is the last time you read it? Does it need refreshing? Does it reflect changes in legislation that might impact your guidelines and hiring process?
  • Your separate Disclosure and Authorization forms: The emphasis here is on the word “separate.” Do you have current, compliant, stand-alone documents for your applicants?
  • Your Adverse Action process and communication: Are you currently compliant? Our Oct 2017 Blog is a great refresher!
  • Your adherence to Ban the Box Legislation: When in doubt, don’t forget you can always #AskACheck.
  • The compliance of your eSignature process (if applicable).

A-Check Global is your trusted partner. If you have any questions, our team of dedicated professionals are available to help, and can provide friendly, accurate guidance.

Give us a call today at 877-345-2021, or email support@acheckglobal.com.


The Value of ISO 9001:2008 Certification


ISO 9001:2008 Certification is an important seal of approval illustrating a company’s commitment to the operating standards of an internationally recognized ISO management system. The certification helps confirm a company’s credibility as well as present evidence to a potential client that the company will fulfill its business promises.

Obtaining ISO 9001:2008 Certification shows a company’s focus on high-quality business practices: customer satisfaction, production objectives, environmental standards, etc. Achieving Certification strengthens these commitments and increases credibility and customer confidence in a company’s brand and ability to serve.

For example, by running a quality management system, a company can stay in control of its processes and procedures, ensuring that if anything does go wrong it is rectified quickly, efficiently, and to the satisfaction of the customer. It can also help ensure a smooth line of communication between employees, suppliers and customers at all times.

ISO 9001:2008 quality management is the core business operations standard on which most other standards are based. It’s focused on customer service and on ensuring customers receive quality service at a fair cost.

This is why we at A-Check Global were thrilled to announce our ISO 9001:2008 re-Certification in December 2017, a distinction we’ve held since 2006.

Here’s what ISO 9001:2008 Certification means to you . . . and to us:

Here at A-Check Global:

  • We are committed to resource management and efficient, ethical service
  • Internal controls are in place to ensure consistent customer service
  • Our employees are motivated to provide friendly, professional service

Benefits to our customers:

  • Our business decisions are made with you in mind
  • Issues are identified and resolved quickly
  • You benefit from innovation and robust products and services

For more information about this topic feel free to contact us at connect@acheckglobal.com. We welcome the opportunity to speak with you.





Restricting the use of salary history when making employment decisions


In our fourth “CRAsh Course” blog entry, we examine salary history bans, the latest trend in fair chance employment legislation.

Addressing Pay Disparity to Minimize “Prisoner of the Past” Impact on Applicants

Many states and municipalities have already enacted (or are considering) laws prohibiting the request of salary information during both the screening process and while making employment compensation decisions.

These newest regulations follow the trend of post-recession restrictions being placed on screening processes. And, much like ban the box laws and limits placed on the use of credit reports, salary history bans are designed to offer applicants greater potential for fair employment.

Ensuring Competitive Pay

In the past, employers typically offered a slight increase in pay over a previous job to make the overall employment package more enticing. However, those advocating for current salary ban laws argue this practice potentially locks workers in a low-wage cycle if they were underpaid by previous employers. Worse than that, in the event lower pay was from some form of discrimination, the effects of the original discriminatory practice would continue.

Keep in mind, while these laws may help employees and applicants, employers will need to pay particular attention to their recruiting and hiring practices. Beyond potential litigation for continuing unlawful salary requests, regulators in states with salary history bans in place may also be able to use the power these laws grant to quickly identify discrimination and bring charges against employers.

A-Check Global, Your Trusted Partner

A-Check Global is already out in front of this evolving legislation. To ensure that both we and our clients maintain compliance with these laws, we no longer request or collect salary information when conducting employment verifications. Additionally, we ensure that supplemental documents used by A-Check to verify employment are not visible to clients.

While we can certainly assist you in remaining compliant, there are important steps that should also be part of your organization’s employment decision efforts. We suggest you consider the following:

  1. Update your applications; remove any request for salary history information.
  2. When requesting information on employment history, request only dates, title, and other relevant non-salary information.
  3. Update your interview questions/processes; if asking “how much you’re currently making” is part of your interview questionnaire, it should be removed.
  4. Know position pay scales going in, as some salary history ban laws require employers to disclose pay to an applicant when they ask. Interviewers should know the position’s pay scale before the interview.
  5. As always, discuss with your legal team all processes and procedures your company should have in place, and enact policies based on their feedback.

For more information about this topic, or to request any information on Consumer Reports feel free to contact us at connect@acheckglobal.com.


A-Check Global Awarded ISO 9001:2008 re-Certification

A-Check Global, an internationally recognized provider of employment background screening solutions, is proud to announce that audits covering every aspect of business operations have been successfully completed and A-Check Global has been awarded ISO 9001:2008 re-Certification.

 The ISO 9001:2008 quality management standard—developed by the International Organization for Standardization (ISO)—is focused on ensuring businesses have regularly reviewed processes, procedures, and internal controls in place to ensure consistent delivery of quality service to its customers.

 A-Check Global has been ISO 9001:2008 Certified since 2006, illustrating its unwavering commitment to both its superior customer service and the integrity of its internal business practices.

 “Achieving ISO 9001:2008 Certification—as any business going through the process can attest—is as demanding as it is rewarding,” said Donald Shimizu, Executive Vice President. “This certification reflects an ongoing promise from everyone at A-Check Global to conduct business efficiently and ethically, to meet the needs of our customers by providing sound products and services, and to ensure business decisions are made with our clients in mind. We are honored to be recognized once again for our pledge to business quality.”



Employer (End User) Responsibility during Background Screening

Employer Responsibilities.png

When an employer uses an applicant’s background information to make informed employment decisions, they must do so in compliance with a number of federal and regulatory laws in place to protect applicants from any type of discrimination. The “End User” legal responsibilities include:

  1. Establishing Permissible Purpose
  2. Disclosure and Authorization
  3. Evaluation; and
  4. Adverse Action Notification

Let’s take a deeper look at End User responsibilities based on Equal Employment Opportunity Commission (EEOC) and Fair Credit Reporting Act (FCRA) guidelines.

Permissible Purpose

According to the FCRA, the End User must have a legal permissible purpose for requesting a background screen report. End Users requesting background checks from A-Check Global do so under the legal permissible purpose of employment. The permissible purpose of employment maintains slightly different rules from other consumer report permissible purposes. Of these rules, the End User’s responsibility of Disclosure and Authorization is one of the most crucial requiring compliance.

Disclosure and Authorization

The End User must properly disclose that they will conduct a background screen—and subsequently will receive a background information report—in a document consisting solely of the Disclosure. Following this disclosure, the next required step is to obtain authorization from the applicant prior to processing their background screen. It is the End User’s responsibility to manage the forms they provide to applicants. These forms are often referred to as Disclosure and/or Authorization forms and provide the applicant with details pertaining to permissible purpose for conducting the background investigation, and their rights throughout the process. Disclosure and Authorization forms can typically be signed physically or electronically. However, your company or organization should always consult with your legal team to confirm you are utilizing the appropriate forms, and, if you are utilizing an electronic signature option, to ensure your system complies with the E-SIGN Act of 1999 and UETA requirements. For additional information about this responsibility, you may contact A-Check Global and we will provide information on utilizing A-Check Global’s pre-prepared forms. After disclosure and authorization, End Users must focus on evaluation.


Evaluating background screening results is the responsibility of each hiring company or organization. Your background screening agency is legally unable to evaluate the background screen and make hiring decisions. While agencies may adjudicate reports based on a pre-defined matrix supplied by the End User, the End User must review and evaluate each report, prior to making a hiring decision, in order to maintain compliance.

The EEOC states that End Users perform the following steps when utilizing background information in making a hiring decision:

  • Apply the same standards to everyone, regardless of their race, national origin, color, sex, religion, disability, genetic information (including family medical history), or age.
  • Take special care when basing employment decisions on background problems that may be more common among people of a protected class.
  • Be prepared to make exceptions for problems revealed during a background check that were caused by a disability.

In the event that an evaluation yields a negative result, employers must participate in the adverse action process.

Adverse Action

Whenever Adverse Action is taken based on background screening results, the End User must notify the candidate. For instance, if you do not hire an individual based on criminal records located during the background screening process, you must supply the candidate with a pre-adverse notification followed by a final adverse notification.

The pre-adverse notification will afford the candidate the opportunity to dispute the findings on their report. It should provide details about the agency that completed the report, including the contact information to be used should the candidate wish to file a dispute. The Final Adverse Notification should be sent within a reasonable timeframe after the pre-adverse notification. While there is no time frame specified by the FCRA, A-Check Global best practices suggest waiting at least five days before sending the final notification and continuing to hold the job open in any case where the applicant files a dispute.

Regulatory compliance plays a major role in the background screening process. There are many potential risks and liabilities associated with utilizing reports, and it is in your company or organization’s best interest to follow best practices, guidelines and regulations outlined by the FCRA and EEOC. As the End User of a consumer or investigative background screen report, you have a number of responsibilities and should remain proactive in maintaining an understanding of these responsibilities, at all times. And as always, if you have any questions you may contact us at 877-345-2021 or clientsupport@acheckglobal.com.