Wed, September 18, 2019 | 10:00 am PST
A-Check Global’s HR Webinar series presents Gary Hanley delivering information on FCRA Compliance.
Class-action lawsuits over alleged FCRA violations during the background screening process continue to be on the rise. With the potential rise of litigation in mind, we’re dedicated to providing ongoing advice on how to fairly utilize background screen (consumer) reports, and help you remain compliant with federal, state and local regulations.
Our presentation will cover the following items:
- Ensure Your Disclosure is standalone and does not include state notices and waivers
- All Adverse Communications are executed
- No one on Your Team is Sharing Reports
- Your Assessment process is not Subject to Disparate Impact
- Your Data is Secure!
Attend the full webinar to receive one hour of HRCI (Human Resources Certification Institute) Credit.
To register for this free, informative webinar, simply follow the link below:
Gary Hanley / Compliance Director, A-Check Global
Gary has more than 20 years’ experience in consumer reporting with 11 of those years at the executive level. He has spent the last seven years concentrating solely on industry compliance. Gary currently serves as A-Check Global’s Director of Compliance and Data Protection Officer. He is a recognized and respected leader in the Consumer Reporting Industry with several speaking engagements and published white papers to his credit
Class-action lawsuits over alleged FCRA violations during the background screening process continue to be on the rise. With ever-changing policies and the privacy do’s and don’ts one has to follow, it’s not surprising that some companies make mistakes.
In fact HR Dive recently reported that employers paid out $174M to resolve background-check lawsuits READ HERE.
With the potential rise of litigation in mind, we’re dedicated to providing ongoing advice on how to fairly utilize background screen (consumer) reports, and help you remain compliant with federal, state and local regulations.
If you have any questions about your background screening process, 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 email@example.com.
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.
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.
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.
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.
When it comes to keeping pace with the ever changing compliance landscape, you’d be amazed at just how many valuable resources we have in place to maintain our steadfast commitment to compliance and data accuracy. These valuable resources play a big role in helping keep your employment program compliant, in providing you with the highest quality background screening services available, and toward the ongoing protection and privacy of your data.
To achieve this level of service, our compliance framework includes processes designed to maximize reporting accuracy, limit disputes, and communicate updates to laws and regulations that govern the background screening process:
- Our Compliance Department consults with internal and external legal counsel for ongoing interpretation of law as well as regular analysis of federal and state requirements for consumer reporting.
- Our Compliance Department closely monitors regulation via legal blogs, case law, published opinion, and published information from our industry organization, the National Association of Professional Background Screeners (NAPBS).
- Our Quality Control Department audits 100% of report information before it is delivered to clients to maximize accuracy. And, we maintain comprehensive policies and procedures to help ensure that work is done accurately, efficiently, and with clients’ business rules and program compliance in mind.
By focusing on things that matter to you like regulatory compliance, quality management, and data security, A-Check Global has maintained an audited accuracy rate of >99.9%. But you don’t have to just take our word for how committed we are to compliance. We proudly maintain NAPBS accreditation and hold ISO 9001:2015 Certification.
We love keeping you in the know. If you’d like to receive our monthly compliance email, we invite you to subscribe by sending your name, company, and email address to firstname.lastname@example.org. We’ll be happy to present you our next issue.
If you have any questions or would like to learn more about how A-Check Global is here for you please feel free to contact us at 877-345-2021 or email email@example.com.
Background Screening continues to evolve as more jurisdictions pass legislation limiting the use of criminal record history during the employment process. Here’s the latest:
On May 28, 2019, the Colorado Governor signed a new law prohibiting employers from asking about criminal history on an initial employment application. This restriction will begin applying to employers (with 11 or more employees) on September 1, 2019, and then to ALL employers as of September 1, 2021. This grace period gives employers additional time to update policies and practices. READ MORE
On April 3, 2019, the New Mexico Governor signed two bills into law. The first is a Ban the Box law (in effect June 14, 2019) prohibiting private employers from inquiring about an applicant’s criminal history on an employment application. The second law (in effect January 1, 2020) will allow certain arrest/conviction records to petition the court for expungement. READ MORE
Additionally, the New Hampshire House just passed a bill that—if signed into law—would restrict employers from asking about criminal history on a job application, as well as prohibit a company from conducting a criminal background check before an interview. READ MORE