A Focus on Return to Office: A-Check Global COVID-19 Testing Options for Your Workforce

A Focus on Return to Office: A-Check Global COVID-19 Testing Options for Your Workforce

Although Coronavirus (COVID-19) has dramatically impacted the business landscape worldwide, it is also encouraging to now see employers focused on safely and gradually welcoming their workforces back to the office.

While granted, it’s not quite yet a universal movement, we do speak every day with clients who are looking for resources to help them transition employees back to their physical workplaces, This not only means revising guidelines to help maintain safe, healthy offices, but perhaps also implementing COVID-19 testing as a critical element of return to office efforts.

Depending on your company’s return to office policies, requiring employees to test negative for COVID-19 prior to an office return may be a viable complement to office cleaning and sanitation practices.

We want to quickly let you know that A-Check is here to help by providing COVID-19 testing and surveillance solutions through A-Check’s medical partner networks.

COVID-19 Rapid Infection At-Home Collection

Through A-Check’s partnership with Quest Diagnostics, we offer an at-home swab collection option to help diagnose whether your employees currently have COVID-19.

This anterior nares (nasal) swab collection kit, which is authorized by the FDA under an Emergency Use Authorization (EUA), allows your employees to self-collect a sample to then be tested at a Quest laboratory. This test is used to screen for COVID-19.

Your employees have a convenient option to collect an upper respiratory nasal sample at home using the collection kit sent directly via express delivery at no additional charge to them. Detailed instructions on how to collect a sample are included in the collection kit. Also included in this at-home kit are a prepaid overnight shipping label and envelope that your employees can use to securely ship the sample to a Quest laboratory for COVID-19 testing.

Your employees are alerted when test results are ready (typically within 24-48 hours) and have secure access to the patient-friendly report. Additionally, your administrators can securely review and verify employee participation, status, and results online.

Additional COVID-19 Screening and Testing Services

Through our partnership with Concentra, we also offer initial screening using a COVID-19 Assessment. A clinician reviews your employee’s responses to determine if the employee may go to the office or if testing for active COVID-19 infection, testing for COVID-19 antibodies, or an in-person clinical examination is recommended.

  • COVID-19 Antibody Test – Initial: includes comprehensive screening and tests employees for possible COVID-19 immunity
  • COVID-19 RNA Test – Initial: includes comprehensive screening and tests employees for active COVID-19 infection
  • COVID-19 RNA Test – Surveillance: includes ongoing screening and testing of employees for active COVID-19 infection

Your employee’s COVID-19 status will be assessed by experienced clinicians who apply their medical knowledge and experience to evaluate the risk of each individual employee and the risk to the workforce.

You have the added assurance that services will be delivered consistently from more than 520 Concentra medical centers nationwide. We are more than happy to help you identify locations closest to your employees.

Who Should Get Tested?

While effective testing is essential in helping slow COVID-19 spread by identifying and isolating those with active infections, it’s also critical to make sure tests are distributed and implemented efficiently. That is, not everyone needs or should be getting tested. COVID-19 testing may be an option for those who:

  • Are required to perform COVID-19 testing to meet school, workforce, or travel requirements.
  • Are identified by an employer, public health department, contact investigator, or healthcare provider as someone who should get tested.
  • Have been in close contact with someone who has a confirmed case of COVID-19.
  • Live or work in a place where people reside, meet, or gather in close proximity.
  • Currently have symptoms of fever, cough, shortness of breath, and/or loss of taste or smell (typical symptoms).
  • Are trying to determine if a prior infection with COVID-19 has resolved.

We are committed to the health and safety of our valued clients.

For more information, pricing, and to place an immediate order:
Contact Us
acheckorders@acheckglobal.com
877-345-2021

Compliance Clips for January 2021

CONSUMER REPORTING

FCRA Violation Finding
Another reminder regarding the importance of FCRA compliance: On November 12, 2020, Illinois-based a non-bank debt collector and furnisher of consumer information, and the Consumer Financial Protection Bureau (CFPB) entered into a Consent Order requiring that they take a number of affirmative actions to prevent future violations of the Fair Credit Reporting Act (FCRA) as well as pay a $500,000 civil money penalty for past violations, including consumer disclosure and communication.
READ MORE

A Friendly Reminder about FCRA Requirements
As you’re well aware, when an employer uses a third party (like A-Check) to conduct background checks, there are FCRA compliance requirements that must be followed. For your convenience, here’s a very quick checklist of key requirements:

  • Ensure there is a permissible purpose for performing a background check on an applicant/employee, based on their role and responsibilities.
  • Provide clear written notice in a stand-alone document to the applicant/employee that a background check will be conducted, and the resulting information will be used to make an employment decision.
  • Obtain the applicant/employee’s written consent to perform a background check and/or investigative report.
  • If the background check information results in an adverse action decision, a notice of pre-adverse action, along with a copy of the background check results and a copy of the Summary of Your Rights Under the Fair Credit Reporting Act, must be presented to the individual.
  • Allow the individual at least five business days to dispute the information in the background check
  • Upon a final decision, and if adverse action is taken, provide the individual with a final notice of adverse action.

We’re focused on helping you remain compliant, and always welcome your questions.

I-9 AND E-VERIFY

Further Extension: Form I-9 Requirements in response to COVID-19
The in-person requirement for the Form I-9 is temporarily suspended if your company is closed or taking other precautions due to COVID-19. The general rule is that an employer must undertake a physical inspection of the document(s) presented by the employee for section 2 purposes.

UPDATE: Because of ongoing COVID-19 precautions, remote I-9 document review has been extended; the expiration date for these accommodations is now January 31, 2021.

The government has suspended the in-person and physical inspection of the document(s) presented by the employee when completing the Form I-9. During this time, an employer can view the document(s) presented by the employee via Zoom or Skype, for example.
READ MORE

SUBSTANCE ABUSE TESTING

Virginia
On the heels of the November election, Virginia Gov. Ralph Northam announced a plan to establish a path toward marijuana legalization. However, it is assumed that legalizing recreational marijuana will likely be a lengthy process. If legislation passes, Virginia would join about a dozen other states and could become the first state in the South to legalize recreational marijuana. Currently, medical cannabis is legal in Virginia for certain patients.
READ MORE

New Jersey
Because legalized adult recreational use of cannabis is coming to New Jersey—as of January 1, 2021—employers will want to start considering steps toward compliance while proposed laws are in discussion. Here’s a good list of where to focus initial efforts. Specifically, hiring and adverse action guidance for employees based on cannabis use. Likewise, proposed law would permit employers to keep or establish drug and alcohol-free workplaces and employers would not have to permit or accommodate cannabis use in the workplace or during work hours.
READ MORE

Texas
In news we’re watching: Historically, Texas has taken a tough stance on marijuana possession, but Texas lawmakers will once again take another run at legislation to legalize marijuana when the legislature convenes in January, 2021. But while those who are pre-filing marijuana legalization bills have high hopes, most political pundits say they doubt that Texas will decriminalize marijuana in 2021.
READ MORE

Federal
The nation may be one step closer to federal decriminalization of cannabis. A House of Representatives vote, 228-164, removes marijuana from the federal Controlled Substances Act, eliminating conflict between state and federal marijuana laws. The legislation would also expunge some criminal records, allow for more testing and research of the substance, allow veterans for the first time to obtain medical cannabis recommendations from their VA doctors, remove the threat of deportation for immigrants accused of minor marijuana infractions or who are gainfully employed in the state-legal cannabis industry, and create funding for people and communities impacted by the War on Drugs.
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

New York City
On December 10, 2020, New York City expanded the scope of its Ban the Box law—the New York City Fair Chance Act (FCU)—further limiting an employer’s ability to take adverse action based on pending criminal charges or arrests, or convictions arising during employment. The amendments expand the FCA’s protections by requiring employers to apply the FCA review process before taking adverse action based on an applicant or employee’s pending, open criminal charges, arrests or accusations. The amendments to the FCA also apply the FCA notice and review process to criminal convictions arising during employment.
READ MORE

COVID-19

A Quick Scam Reminder
In a recent BBB Scam Alert: COVID-19 vaccines have arrived. So have the scams. Watch out for phony treatments and phishing messages while government officials crack down on fake testing kits and vaccines. Scammers are very creative, so be skeptical of anything that seems too good—or crazy—to be true. Double check any information about the vaccine with official news sources. And be aware that none of the vaccines can be currently purchased online or in stores.
READ MORE

Return-to-Office COVID-19 Testing Services for Your Workforce
Depending on your company’s policy, requiring employees to test negative for COVID-19 prior to an office return may be a viable complement to office cleaning and sanitation practices you may already have in place. We want to quickly let you know that A-Check is here to help by providing solutions to meet your immediate needs. Testing and surveillance services through A-Check’s Medical Center partner networks can help as your employees return to the office.
READ MORE

Questions? We’re here to help.

Happy Holidays from everyone at A-Check!

As we all work feverishly toward the last business day of 2020, we just want to take a few moments to wish you and your loved ones a wonderful holiday season. Thank you for your trust in us throughout 2020. It’s been quite a ride this year, and we owe our current and future success to your loyal and ongoing business. Likewise, it is an honor to be part of your organization’s family, and we appreciate every opportunity to help you and your business thrive.

Here’s to the opportunity and success that lies ahead of us.

You’ve probably heard already, but we’re all planning to take a little time to enjoy the holidays with our families too. Here’s a quick note of our upcoming holiday hours of operation.

Thursday, December 24: Closed at 3:00 pm (PST)
Friday, December 25: Closed in observance of Christmas
Thursday, December 31: Closed at 3:00 pm (PST)
Friday, January 1: Closed in observance of New Year’s Day

Please note: most schools, businesses, courts, government agencies, and drug collection facilities will have limited availability during the holidays. Minor delays may occur for some search results.

As always, we’re here to help. Just reach out and let us know what we can do to assist. Have a healthy, happy, and peaceful holiday season!

Compliance Clips for December 2020

CONSUMER REPORTING

The California Privacy Rights Act
The California Privacy Rights Act (CPRA), a ballot initiative approved by California voters, amends the California Consumer Privacy Act (CCPA) to create additional consumer rights and create a new category of consumer personal information. Never before has a state gone so far to protect consumer data privacy. Before the CPRA takes effect on Jan. 1, 2023, we expect to see another lengthy process of proposing, commenting on, and finalizing CPRA regulations, which the CPRA requires to be promulgated by July 1, 2022. Here’s a closer look.
READ MORE

I-9 AND E-VERIFY

Further Extension: Form I-9 Requirements in response to COVID-19
The in-person requirement for the Form I-9 is temporarily suspended if your company is closed or taking other precautions due to COVID-19. The general rule is that an employer must undertake a physical inspection of the document(s) presented by the employee for section 2 purposes.

UPDATE: Because of ongoing COVID-19 precautions, remote I-9 document review has been extended; the expiration date for these accommodations is now December 31, 2020.

The government has suspended the in-person and physical inspection of the document(s) presented by the employee when completing the Form I-9. During this time, an employer can view the document(s) presented by the employee via Zoom or Skype, for example.
READ MORE

Recent E-Verify Requirement Update
The United States Citizenship and Immigration Services (USCIS) announced a new timing requirement for employers that receive a Tentative Nonconfirmation (TNC) during the E-Verify case creation process. E-Verify now requires enrolled employers to take action on Tentative Nonconfirmations (TNC) for their employees within 10 federal government working days or risk potential compliance actions, up to and including termination of their E-Verify account.
READ MORE

SUBSTANCE ABUSE TESTING

New York
In news we’re watching: New York Gov. Andrew Cuomo has said legalizing marijuana could represent a key opportunity for the state to recover economically from the coronavirus pandemic. Cannabis has been decriminalized in New York since 2019, but recreational marijuana remains illegal in the state. The hope is to have something introduced to address this in early 2021.
READ MORE

Ballot Measures Passed in November
Cannabis legalization was on many state ballots in November, and of the states that voted on cannabis, all approved legal recreational marijuana for adults age 21 and older. New Jersey and Montana approved recreational cannabis, Mississippi approved medical use, while South Dakota approved both recreational and medical use at one time.
READ MORE

Oregon
In yet more recent ballot news, Oregon has become the first state to decriminalize personal possession of small amount of illegal hard drugs, including cocaine, heroin, oxycodone, and methamphetamine. The ballot measure reclassified possession of small amounts of a list of hard drugs as a Class E civil violation, similar to a traffic offense.
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

Montgomery County, Maryland
The Montgomery County, Maryland Council approved amendments to its 2014 Ban the Box legislation. Original legislation prohibited employers with 15 or more full-time employees in Montgomery County from conducting a criminal background check of a job applicant, or otherwise inquiring about the criminal or arrest history of an applicant, prior to the completion of a first interview. Bill 35-20 expands previous legislation by prohibiting background checks until after extending a conditional job offer, and redefining “employer” to include any employer with one or more full-time employees in Montgomery County.
READ MORE

COVID-19

Return-to-Office COVID-19 Testing Services for Your Workforce
Depending on your company’s policy, requiring employees to test negative for COVID-19 prior to an office return may be a viable complement to office cleaning and sanitation practices you may already have in place. We want to quickly let you know that A-Check is here to help by providing solutions to meet your immediate needs. Testing and surveillance services through A-Check’s partner network of Concentra Medical Centers can help as your employees return to the office.
READ MORE

Questions? We’re here to help!

The 2020 November Election Was a Big Day . . . for Marijuana.

While Americans across the country were glued to their TVs throughout the day, it’s noteworthy to mention that aside from the Presidential election, it was a big day in America for the legalization of marijuana. In fact, voters in five states approved new measures to legalize medical or recreational marijuana. Here’s a quick rundown of ballot measures that passed:

Arizona
While an earlier legalization measure failed in 2016, voters this time around passed Prop 207—the Smart and Safe Arizona Act (SSAA). This new legislation will permit possession (up to one ounce) and use of marijuana for adults ages 21+, and will permit individuals to grow up to six marijuana plants in their primary residence.

Mississippi
Nearly 70% of voters supported Mississippi Ballot Measure 1, legislation permitting doctors within the state to prescribe medical marijuana for patients with at least one of nearly two dozen qualifying conditions such as cancer, PTSD, HIV, and many more.

Montana
Voters passed Initiative 190 and Initiative 118, which together legalize the consumption, possession, and purchase of marijuana for adults ages 21+. This legislation also provides an opportunity for people serving marijuana-related sentences—which are no longer considered crimes under these Initiatives—to request resentencing or that their convictions be expunged.

New Jersey
A majority of New Jersey voters supported legalization, by a roughly 2-to-1 margin, to pass Public Question No. 1. This legislation will legalize the use and possession of marijuana for adults ages 21+, and will also legalize the cultivation, processing, and sale of marijuana. Keep an eye out for neighboring states to consider and introduce future legislation measures to capitalize on this area’s tax revenue potential.

South Dakota
Voters overwhelmingly passed Constitutional Amendment A and Measure 26, making it the first state to legalize marijuana for both recreational and medical use on the same ballot. Legislation legalizes recreational marijuana use, possession, and distribution of up to one ounce for adults ages 21+. Additionally, this allows for a medical marijuana program to support patients with a chronic or debilitating disease or medical condition.

Oregon
Additionally, it’s worth reporting that Oregon voters passed Measure 110, which decriminalizes possession of small amounts of drugs such as heroin, cocaine and methamphetamine—making them no longer punishable by jail time, but instead amounting to something along the lines of a traffic ticket. It also evolves addiction assistance and health services, offering critical help instead of a jail sentence.

Please keep in mind that in spite of evolving legislation, employers still have a right to maintain a drug-free workplace and/or maintain workplace policies that address drug and alcohol use among employees or applicants. We’re happy to answer any substance abuse screening questions you may have, help you implement a drug screening program that meets your evolving needs, or make adjustments to the program you’re already running with us.