Corra Daily Planet » 2007 » September

Corra Group Provides Trucking Industry with Automated Software for Drivers License Background Reports

Fri, September 28th, 2007 - 4:44 pm - By Gordon Basichis

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(Los Angeles, CA) Corra is now providing an automated software system to trucking companies in need of DMV/MVR and CDL background checks. The California based company has recognized the increased demand in the trucking and transport industry.

“As their insurance companies are no longer willing to provide for their policy holders Department of Motor Vehicle Records the trucking and transport industry is turning to background checking companies like Corra,” said Nick Gustavson, Co-Founder of Corra. “The insurance firms are claiming they are restricted by FCRA (Fair Credit Reporting Act) compliance regulations and, legally, can no longer offer this service.

“As trucking companies turn to us, we found it best to train them on our state-of-the-art automated system so that they can access driving records 24/7. With the software, they will have a permanent database of every driving record. The records are usually retrieved within minutes in most states,” he continued.

Gustavson pointed out that many of Corra’s trucking clients elect to also run other background checks, including social security traces and criminal records.

“The additional background checks are part of the trucking industry’s adjustment to the changing demands the Department of Transportation and other government agencies feel is necessary for increased homeland security, “added Gustavson.

Terms for Different Employees

Thu, September 27th, 2007 - 2:58 pm - By Gordon Basichis

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What’s the difference? Temps or Consultant?

It’s all a matter of semantics.

An intern is someone who works in a temporary capacity with an emphasis in on-the-job training for a career, rather than just employment. Interns can be paid, unpaid, or receive a stipend. Interns can gain school credit and a network of contacts.

Temporary employees are bought in for a specific period of time on a defined project. This can mean a day, a week, six months, or even a year.

Contract employees are also brought in for specific periods of time; however the term generally denotes a higher level of skill and pay than a temporary employee. Think technical support versus administrative assistant in terms of position.

A consultant is similar, in that the position is specific in duration; however, the term generally implies a high level of skill and pay.

The employment market contains many options. Depending on your intention, all are viable alternatives to a full-time employee.

For the entire article go to

Corra understands that with flexible scheduling and ever changing needs for different businesses it is necessary to hire temps as well as permanent employees. Whatever the case, and whomever you hire, it is important to conduct a pre-employment screening program on every person who comes to work for you.

You can established different background checking programs for temps and permanent employees. More than a few companies conduct more simple background checks on their temporary or contractual workers than they do on those who are in permanent positions.

Whatever the case, it is important to run the Social Security Trace and some form of criminal check, be it a nationwide criminal database search or county criminal search. These searches are cost effective and can help reduce liability and assorted problems in the work place.

Check them out before you hire.

Which Employee Has Been Stealing From You?

Wed, September 26th, 2007 - 2:50 pm - By Gordon Basichis

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Employee Embezzlement: Prevention, Detection, and Cure

David Lillehaug

Employee embezzlement costs American employers about $6 billion per year. Embezzlement is the fraudulent taking of personal property with which one has been entrusted. By definition, the offender is someone trusted by the employer. When detected, embezzlement brings great heartache to the perpetrator’s victims and families. The typical motive for embezzlement is simple greed. However, theft arising out of addiction to gambling has grown along with the Minnesota gaming industry.

How does an employer prevent embezzlement? As a famous judge once observed, “Sunshine is the best disinfectant.” Or, as the Americans and Soviets agreed, “Trust but verify.” A business should screen new hires thoroughly. References should be checked, and criminal and credit background checks performed.

The most common embezzlement methods are:
1. Failure to recordcash transactions
2. Claims for false reimbursements
3. Use of company accounts for personal transactions
4. Payroll fraud
5. Fraud through supplier accounts and other payables
6. Kickbacks

For the entire article go to

Corra finds this news disturbing but not surprising. Six Billion is a lot of bucks, even when you say it quickly. That’s a lot of loss. Embezzlement also proves demoralizing to the majority of your work force. Apparently, most in your office resent that someone they know is stealing and that nothing is being done about it. Yeah, they know who is stealing.

For some employees it is the first time–they get greedy or in over their heads, with one vice or another. For some it is simply a matter of doing the same old business at a different stand. Very often they have either not gotten caught at their stealing, although suspicions might have played a part in their dismissal. Sometimes they are caught, and the theft for a number of reasons, embarrassment being one of them, goes unreported.

It is important to run pre-employment background checks on all your employment candidates. You should be running a criminal trace, or, if they have access to your sensitive databases and proprietary information, a series of criminal checks. You may wish to run the Nationwide Criminal Search and the Federal Criminal search, to see if your employee has been culpable previously to white collar crimes.

It never hurts to conduct employment verifications as well. For nominal cost you can get a better idea of who your candidate really is. Check them out before you hire.

Who Handles Your Branding? Or, Hitting the Wrong Marketing Target

Tue, September 25th, 2007 - 3:02 pm - By Gordon Basichis

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Wal-Mart Booed On Facebook

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Wal-Mart has teamed up with Facebook in a joint venture targeting would-be college roommates. The retailer has created a group on the social network called “Roommate Style Match” which is intended to have roommates discuss decorating options and college life, however the majority of the comments seen on the group’s page have been less than enthusiastic and aimed at the company’s business practices.

Many of the comments are not just aimed at Wal-Mart but at Facebook as well for allowing the page in the first place. Forrester Research Inc. analyst Josh Bernoff said in a statement to Computerworld, “Wal-Mart has more enemies than most people. Wal-Mart has a PR weakness. If you give people an opportunity, they are going to come after you.”

For the entire article go to

Corra knows a bit about branding. Corra knows that misdirected branding is worse than having no branding at all. When you get off on the wrong foot with your bringing efforts, you will be spending at least four times the bucks and ten times the effort to regroup and redirect. And sometimes, even with all the extra effort, the damage is done.

With branding more important than ever, every business needs branding and marketing personnel who really know what they are doing. A good idea that turns into a bad idea will eliminate any sense of branding distinction and set you back as one more in the pack.

That is but one of many reasons to check out your employment candidates. A good preemployment screening program will help you determine who is best qualified. In addition to the education verification, his major and disciplines, it pays to verify his employment references as well.

Check them out before you hire.

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