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An Update on Salary History Bans

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https://gusto.com/framework/news/salary-history-ban-map/

As your trusted partner, we want to make sure you are up to date on issues that may affect you. Which is why we wrote about salary history bans last year.

In that article we discussed that a growing number of cities and states are voting on or implementing legislation in favor of a salary history ban during pre-employment screening—prohibiting employers from asking wage history questions to job applicants or considering previous applicant salaries as a determining factor in employment decisions.

Asking for an applicant’s salary history may seem an innocuous enough question; one of many that has been standard pre-employment practice for years. But like criminal history, it may lead to an unintended bias against applicants.

Asking for a person’s salary history can perpetuate pay disparity.

Think of it this way; an employee works diligently for five years—earning incremental pay increases along the way—and now wants to apply that experience to a new position at a much larger company. Unfortunately, the larger company asks for the employee’s salary history before offering the new position instead of simply paying market value. That could easily result in pay disparity because this person made less money at the previous position. If this scenario doesn’t seem fair to you, you are not alone.

We’re keeping an eye on this growing trend.

As of August 24, 2018, the following states and cities/counties have implemented salary history bans:

State-wide Ban         Effective Date   City/County Ban                               Effective Date

California                  Jan 1, 2018         San Francisco, CA                            Jul 1, 2018

Connecticut              Jan 1, 2019         Chicago, IL                                        Apr 10, 2018

Delaware                  Dec 14, 2017       Louisville, KY                                   May 17, 2018

Hawaii                       Jan 1, 2019         New Orleans, LA                              Jan 25, 2017

Massachusetts          Jul 1, 2018         Kansas City, MO                                Jul 26, 2018

New Jersey               Feb 1, 2018         New York City, NY                           Oct 31, 2017

New York                  Jan 9, 2017         Albany County, NY                          Dec 17, 2017

Oregon                      Oct 6, 2017         Westchester County, NY                 Jul 9, 2018

Pennsylvania           Sep 4, 2018         Philadelphia, PA                              (TBD)

Puerto Rico              Mar 8, 2017         Pittsburgh, PA                                  Jan 30, 2017

Vermont                    Jul 1, 2018

And, it’s very likely this trend will continue. Please know that A-Check is keeping a close eye on this evolving legislation, and remain committed to developing solutions that ensure you have the ability to continue making informed pre-employment decisions.

Featured

ATS/HRIS Integrations…Yes We Can!

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You’ve probably heard about Integration—connecting multiple software systems to coordinate and streamline business processes. It’s a great way save time and reduce workload. Integrating your ATS with A-Check Global’s background check system provides you with a faster, more efficient solution to improve the experience for both candidate and recruiter.

Imagine working within your familiar platform environment, but gaining the advantage of reduced data entry tasks and minimized errors throughout the onboarding process. Sounds good, doesn’t it?

We’re here for you

Time and time again, we speak with clients who are interested in exploring an integration, and the reasons for doing so are probably pretty similar to the areas in your process you’d like to improve:

  • A more straightforward and comprehensive screening process
  • Faster turnaround time, with progress updates along the way
  • A more satisfying applicant experience
  • Increased automation
  • A mobile-friendly environment
  • And of course, compliance assistance

Still, many are apprehensive to integrate because of concerns about how long it might take, how much it might cost, or even how secure the resulting integration is. Please know we’re here to help, AND we’re here to dispel the myth that integration is a costly and timely project.

We’re all about the details

We manage all aspects of the integration process for our clients, from development to launch. Our in-house implementation department ensures optimal functionality of the integration. Additionally, our dedicated client support teams monitor the integration after go-live, facilitating updates as needed to meet evolving client needs.

Our systems have successful integration with leading ATS providers—probably including the one you already use—so we have a lot of experience developing a proven project methodology that focuses on the details, gets you quickly up and running, and keeps your budget top of mind:

  • Pre-developed solutions for standard integration, and custom solutions to fit every business need
  • Dedicated consultation for account configuration and field mapping
  • Ongoing communication through regular meetings
  • Pre-integrated solutions for applicant email and authorization forms
  • Secure, cloud solutions focused on data security
  • And, our continued commitment to industry best practices and innovation

Right Size, Right Fit

At A-Check Global, we pride ourselves in providing enterprise-level infrastructure, expertise and resources, while still maintaining the responsiveness and customer service you’d enjoy with a much smaller organization. Our strength lies in our ability to draw from extensive resources and perform with customized client-specific precision.

If you have any questions about integrating your employment screening process, A-Check Global’s team of dedicated professionals is available to help, and can provide friendly, accurate guidance. Give us a call today at 877-345-2021, or email support@acheckglobal.com.

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A-CHECK GLOBAL ACHIEVES BACKGROUND SCREENING CREDENTIALING COUNCIL ACCREDITATION

RALEIGH, N.C., May 23, 2018 – The National Association of Professional Background Screeners (NAPBS®) Background Screening Credentialing Council (BSCC) announced today that A-Check Global has successfully demonstrated compliance with the Background Screening Agency Accreditation Program (BSAAP) and will now be formally recognized as BSCC-Accredited.

“As an NAPBS founding member, we’ve been honored to work alongside this important industry organization for many years,” said Donald Shimizu, Executive Vice President. “And now, we are equally honored to achieve accreditation as our newest business milestone and further recognition of our ongoing commitment to excellence in both professional standards and customer service. It is a distinction our entire team will proudly share as we continue to meet the evolving needs of our customers.”

Each year, U.S. employers, organizations and governmental agencies request millions of consumer reports to assist with critical business decisions involving background screening.  Background screening reports, which are categorized as consumer reports, are currently regulated at both the federal and state level.

Since its inception, NAPBS has maintained that there is a strong need for a singular, cohesive industry standard and, therefore, created the BSAAP.  Governed by a strict professional standard of specified requirements and measurements, the BSAAP is becoming a widely recognized seal of achievement that brings national recognition to background screening organizations (also referred to as Consumer Reporting Agencies).  This recognition will stand as the industry “seal,” representing a background screening organization’s commitment to excellence, accountability, high professional standards and continued institutional improvement.

The BSCC oversees the application process and is the governing accreditation body that validates the background screening organizations seeking accreditation meet or exceed a measurable standard of competence. To become accredited, consumer reporting agencies must pass a rigorous onsite audit, conducted by an independent auditing firm, of its policies and procedures as they relate to six critical areas:  consumer protection, legal compliance, client education, product standards, service standards, and general business practices.

Any U.S.-based employment screening organization is eligible to apply for accreditation. A copy of the standard, the policies and procedures, and measurements is available at www.napbs.com.

About NAPBS®

Founded in 2003 as a not-for-profit trade association, the National Association of Professional Background Screeners (NAPBS) represents the interests of more than 900 member companies around the world that offer tenant, employment and background screening. NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state and local regulations. For more information, visit www.napbs.com.

Featured

Why Choose Applicant Tracking System (ATS) Integration?

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These days, many companies wrestle to balance employee workload and overall efficiency. As a result, employees might sometimes feel they are doing the work of three people or more. In that type of environment, it just makes sense to look for solutions that streamline responsibilities and quite frankly, make the job a little easier.

From a Human Resources technology standpoint, one effective solution is an applicant tracking system (ATS) integration. Many use some form of online ATS to hire, on-board and track applicants, and then another system(s) to perform pre-employment and/or drug screening before making employment decisions. An integrated solution unifies these functions through secure data sharing and a user friendly, web-based interface, providing the user a seamless operating environment.

The Goal is Effortless Employee Screening

Employment screening is a key part of the onboarding process. It helps ensure candidates are who they say they are and that they’re qualified to perform the job in question, while also helping to minimize employee-related risk pertaining to a company’s brand reputation, safety, and compliance.

Companies can realize significant benefits by integrating their employment screening process and ATS. A successful integration requires the cooperation of the employment screening provider and the applicant tracking system vendor to ensure software compatibility. Partnering with a screening provider dedicated to strong project management expertise while overseeing the entire process is also a must have.

The beauty of integrating is that you’ll have options to either take a simple workflow solution that’s both affordable and quick to implement, or a custom solution where you have the ability to develop around your specific business rules—integrating a workflow that makes sense to your organization and your system end users, while still providing convenience and efficiency to your candidates. Discussing these options with your employment screening partner will allow you to determine which will work best for your company.

At A-Check Global we’re a well-oiled integration machine

As an experienced employment screening provider with many successful integrations already in place through top ATS providers, A-Check Global works closely with you, combining current technologies with dedicated customer support to securely and effectively bring your company into the future of employee onboarding.

ATS integration allows your staff to maximize efficiency by eliminating redundant processes, thereby saving both time and money. It’s a win-win, and A-Check Global would be honored to partner with you toward that effective solution.

Study Finds Highest Level of Positive Drug Screen Results in Last Decade

A-Check Global’s drug screening partner, Quest Diagnostics, recently released their Annual Drug Testing Index revealing a fifth straight year of rising positive drug detection rates in the US workforce. This is the highest rate of positive screens since 2005.

The Quest Diagnostics Drug Testing Index™ examined nearly 11 million drug screening results and found that positivity rates had risen from 3.9% of screens returning positive in 2014 to 4.0% in 2015. The last time the rate was found to be at, or above 4% was in 2005. The rise in positive results came from screens completed by both general employees, as well as government mandated employees, such as truck drivers and pilots.

The study also provides a deep look into the drugs most commonly found during screening, exposing that nearly 2% of all urine based tests return positive for marijuana use, making it the drug most often detected by far. Additionally, the study reveals a noticeable jump in positive results for heroin and amphetamine use, with both at higher rates than last year.

For more information regarding drug screening and drug free workplace solutions feel free to contact A-Check Global through our contact page, or by phone at 877-345-2021.