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IMPORTANT UPDATE: 2019 New York Budget Includes OCA Fee Increase

UPDATE:
We want to make you aware that the Office of Court Administration (OCA) search fee increase from $65 to $95—described in the article below—has been approved and becomes effective on 4/13/2019.

Monday, April 1, 2019: The New York Legislature passed the 2019-2020 State Budget. Included in this budget is a fee increase for Office of Court Administration (OCA) searches from $65 to $95 (NY A2005, Page 32, Section DD, Lines 31-45)—effective upon budget signature by Governor Cuomo as early as Friday. This fee increase is proposed to further support the New York indigent defense fund and other OCA programs in the state.

We are aware that this fee increase was approved, and will notify you once we have confirmation the new fee has been implemented. This fee is applicable to all New York County searches as the use of the state’s system is required by the majority of the counties within the state.

Another authorized change in this budget states that undisposed cases—cases considered “pending” where proceedings are included in court records but without disposition yet—will no longer be accessible in a criminal records search. However, the NY OCA will have a year from the date the Governor signs the bill to fully clarify and implement this change.

Please let us know if you have any questions. We will continue to follow these developments and will notify you as more information becomes available.

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A-Check Global Integration with SAP® SuccessFactors® Now Live on SAP® App Center

Integration offers greater background screening process automation and efficiency to customers

Riverside, CA, March 27, 2019 – A-Check Global today announced that its A-Check Global Background Screening Integration with SAP® SuccessFactors® is now available on the SAP® App Center, the digital marketplace for SAP partner offerings. The solution offers greater convenience and an enhanced online experience for both customers and their employment applicants.

“In today’s world of evolving talent acquisition resources, we are thrilled to join the SAP family, and we welcome this opportunity to further position our comprehensive screening solutions to employers and candidates,” said Donald Shimizu, Executive Vice President at A-Check Global. “A-Check Global shares SAP’s commitment to innovation and service, and we look forward to meeting the business needs of our mutual customers for years to come.”

A-Check Global Background Screening Integration with SAP SuccessFactors streamlines the recruiter’s hiring process from start to finish by offering a convenient, secure online transfer of employment applicant background information and reporting between A-Check Global’s background screening integration and the SuccessFactors platform. The SAP App Center provides customers with real-time access to more than 1,700 innovative partner solutions that complement and extend their SAP solutions, enabling digital transformation of their business. SAP App Center customers can buy solutions directly from partners and centrally manage purchases, billing and vendor communications.

A-Check Global is a partner in the SAP® PartnerEdge® program. As such, it is empowered to build, market and sell software applications on top of market-leading technology platforms from SAP. The SAP PartnerEdge program provides the enablement tools, benefits and support to facilitate building high-quality, disruptive applications focused on specific business needs – quickly and cost-effectively. The program provides access to all relevant SAP technologies in one simple framework under a single, global contract.

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, and holds ISO 9001:2015 Certification. The company’s global headquarters is in Riverside, California. For more information, visit http://www.acheckglobal.com or phone toll free, 877-345-2021.

SAP and SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. See http://www.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.

All other product and service names mentioned are the trademarks of their respective companies

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IMPORTANT NOTICE 1/23/19: Service Impact due to Government Shutdown

As of 1/23/19. information listed below is current:

As a result of the current United States government shutdown, several government services that employers rely on during employment screening may have limited operation or may not be available at all. This will – temporarily – impact A-Check’s ability to complete some screening components.

Unfortunately, we don’t know how long the shutdown will continue, but please be assured we’ll update this notice each Monday throughout the shutdown to keep you informed of ongoing impact. For now, we’d like to share information regarding the following services:

E-Verify:
Currently unavailable. When the government shutdown is resolved, A-Check will provide further guidance regarding delayed cases, including the “three day rule.”

 As your E-Verify Employer Agent for web services, we are prepared to queue up cases for all eligible employees with a completed Electronic Form I-9 in our system (who have not been submitted to E-Verify) and then auto process them when E-Verify is back up.

For those clients that only utilize our E-Verify service without our Electronic Form I-9, unfortunately, they will need to submit their E-Verify queries once the E-Verify service has been restored after the government shutdown ends.

CBSV (Consent Based Social Verification):
This service is currently running uninterrupted. However, we will provide updates should there be any change.

 Federal Criminal Searches (PACER – Public Access to Court Electronic Services):

This service is funded through January 18, 2019. Should the government shutdown last long enough to affect Federal Criminal searches, we will provide an update at that time.

IRS Documentation Requests:

Copies of Wage and Income Earnings Statements (in lieu of W2 copies) are unavailable.

 DOT 49 Part 40 form:

Requests for verifications are not being completed if required from an official government operated entity. A-Check can obtain forms if requested from a non-government run employer.

PRIA and FAA records:

Requests are not being completed if the request is made specifically from the FAA. A-Check can obtain a partial response if requested from a non-government run agency or airline.

Please contact us at clientsupport@acheckglobal.com if you have any questions.

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How Low Unemployment Rates Affect Recruiting/Retaining Employment Strategies

 

Recruitment

The unemployment rate is defined as the percentage of workers who are not currently employed and are actively looking for a job. As this rate lowers, job-hunters enjoy the advantage of a buyer’s market. But what does this mean for employers?

Generally speaking, competition to hire is intense. Restaurants can’t find delivery drivers because they can make more money in ridesharing; livestock processing facilities can’t reach full capacity because of the strong competition for skilled labor; retailers can’t find staff to fill seasonal or part-time jobs because full-time positions are readily available. Additionally, high turnover has steadily increased as baby boomers retire and current employees take advantage of better opportunities.

To retain qualified staff, employers have had to become more creative in their offerings. In retail for example, some organizations are offering work from home flexibility (customer service via online/video chat) or extra hours to existing employees rather than seasonal hires. Other initiatives have included the addition of “Employee Experience” management positions to help ensure employees stay engaged, motivated, and loyal.

Employers have also had to become more innovative in recruiting new employees—millennials in particular. Studies indicate millennials are looking for a career package that includes career mobility, diversity of responsibilities, a work/life balance and a culture that values social responsibility. These same requirements play sharply into holding on to employees since the best retention strategy is often a strong recruiting strategy. With that in mind, following are a few key points that make up a strong recruiting/retention strategy.

Culture and Policies

More and more, individuals want to work for a company that mirrors their values and needs. Providing health insurance, competitive compensation and a retirement-savings plan is essential in recruiting employees but other soft incentives such as flextime or time off to volunteer show potential employees the company is committed to accommodating their work/life balance.

Also, real-time feedback, rather than an annual review, keeps employees in the know about their professional development. Many organizations now “partner” their employees with mentors so they can not only benefit from ongoing communication, but as employees retire or move on, they are passing down knowledge rather than simply taking it with them. It’s a win-win for everyone.

Recruit from Within

It’s said sideways is the new up in today’s employment landscape. Mobility opportunities that allow employees to move across different departments or even change their career path appeal to all generations. This helps employees stay engaged, grow their skills, and with talent management planning, helps the organization build future leaders while retaining company culture.

Training and Development

Both new and existing employees benefit from ongoing education and tools that help them thrive in the organization and grow professional skill sets. When this is combined with mobility opportunities, the stage is set for an enhanced experience that can integrate employees more fully into the company, improve teamwork and increase productivity.

HR Resources

HR has a pivotal role in recruiting and retaining employees, and their tasks can be made easier with the help of the right technology. New technology in the form of applicant tracking software (ATS) helps to streamline the recruiting process and provide richer insights into the candidates. Additionally, millennials are far more apt to use technology for job searches, so an organization that relies on paper-based applications and on-boarding would be seen as outdated and may be scratched from their list.

Recruiting and retaining top employees is vitally important to any business. Organizations with a solid strategy are more likely to succeed in matching the best people to the right jobs – and in keeping them on board.

This blog published with edited content from the original article: https://unicornhro.com/blog/how-low-unemployment-rates-affect-recruiting-retaining-employment-strategies/

 

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An Update on Salary History Bans

Salary-History-Ban-Infographic-Header-1

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.