Corra Daily Planet » 2013 » May

Nevada Now the Tenth State to Restrict Employment Credit Reports

Thu, May 30th, 2013 - 9:49 am - By Gordon Basichis

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Nevada joins nine other states in restricting the use of employment credit reports as background checks.   The new law is scheduled to go into effect October 1st, 2013.

Find below a summary of the new law and the exceptions, issues by Seyfarth Shaw LLP.  This is a great explanation of the new Nevada law.


Nevada Becomes The Tenth State To Prohibit The Use Of

Consumer Credit Reports Or Other Credit Information For

Employment Purposes

Last month we reported to you how Colorado became the ninth state to prohibit employers from using credit information for

employment purposes. Nevada has just become the tenth state.

Senator Parks introduced Nevada’s Senate Bill 127 on February 18, 2013, which was intended to, among other things, “[p]

rohibit[] employers from conditioning employment on a consumer credit report or other credit information.” Nevada

Governor Brian Sandoval signed the bill into law on May 25, 2013 and it goes into effect on October 1, 2013.

Prohibitions Under The New Law:

Chapter 613 of the Nevada Revised Statutes covers “Employment Practices,” including various unlawful employment

practices. Senate Bill 127, as enacted, amends Chapter 613 to add a new unlawful employment practice—employers

conditioning employment on a consumer credit report or other credit information.

The new law adopts a very broad definition of employer to include private employers and “any person acting directly or

indirectly in the interest of an employer in relation to an employee or prospective employee.” With limited exceptions, this

wide array of Nevada “employers” is now prohibited in their attempts to:

• Directly or indirectly, require, request, suggest or cause any employee or prospective employee to submit a consumer

credit report or other credit information as a condition of employment;

• Use, accept, refer to or inquire concerning a consumer credit report or other credit information;

• Discharge, discipline, discriminate against in any manner or deny employment or promotion to, or threaten to take

any such action against any employee or prospective employee: (a) who refuses, declines or fails to submit a consumer

credit report or other credit information; or (b) on the basis of the results of a consumer credit report or other credit

information; or

• Discharge, discipline, discriminate against in any manner or deny employment or promotion to, or threaten to take any

such action against any employee or prospective employee who has pursuant to the new law: (a) filed any complaint or

instituted or caused to be instituted any legal proceeding; (b) testified or may testify in any legal proceeding instituted; or

(c) exercised his or her rights, or has exercised on behalf of another person the rights afforded to him or her.

Exceptions Under The New Law:

When Senate Bill 127 was first introduced, it did not provide for any exceptions from its prohibitions. This meant, for

example, that employees who handle large sums of money—such as bank and casino employees—could not be subjected

to pre-employment credit checks under the state law. Both advocates and opponents of the bill debated this issue at a

February 22, 2013 Senate Commerce, Labor and Energy Committee hearing. The opponents prevailed and the bill now

provides for exceptions from the preceding prohibitions. Under these exceptions, an employer may request or consider a

Seyfarth Shaw — Management Alert | May 29, 2013

Breadth. Depth. Results.

Seyfarth Shaw — Management Alert

Attorney Advertising. This Management Alert is a periodical publication of Seyfarth Shaw LLP and should not be

construed as legal advice or a legal opinion on any specific facts or circumstances. The contents are intended for

general information purposes only, and you are urged to consult a lawyer concerning your own situation and any

specific legal questions you may have. Any tax information or written tax advice contained herein (including any

attachments) is not intended to be and cannot be used by any taxpayer for the purpose of avoiding tax penalties

that may be imposed on the taxpayer. (The foregoing legend has been affixed pursuant to U.S. Treasury Regulations

governing tax practice.) © 2013 Seyfarth Shaw LLP. All rights reserved.

consumer credit report or other credit information for the purpose of evaluating an employee or prospective employee for

employment, promotion, reassignment or retention as an employee if:

• The employer is required or authorized, pursuant to state or federal law, to use a consumer credit report or other credit

information for that purpose;

• The employer reasonably believes that the employee or prospective employee has engaged in specific activity which may

constitute a violation of state or federal law; or

• The information contained in the consumer credit report or other credit information is “job related” or reasonably

related to the position for which the employee or prospective employee is being evaluated for employment, promotion,

reassignment or retention as an employee.

The “job relatedness” requirement from this final exception is met if the duties of the position involve: (a) responsibility for

financial assets or employment with a financial institution; (b) access to confidential information; (c) managerial or supervisory

responsibility; (d) direct exercise of law enforcement authority; (e) responsibility for or access to another person’s financial

information; and of course (because this is Nevada) (f) employment with a licensed gaming establishment.

Remedies Under The New Law:

Senate Bill 217, as enacted, allows for both a private and public right of recovery under a three-year statute of limitations.

Private Right. When an employer violates the new law, the civil remedies available to affected persons include; (a)

employment if they were prospective employees or reinstatement or promotion if they already were employees; (b) payment

of lost wages and benefits; and (c) the award of reasonable costs and attorneys’ fees. The new law also presumably permits

recovery through class actions because it allows an “action to recover” to be brought “[o]n behalf of other employees or

prospective employees similarly situated.”

Public Right. The new law also authorizes the Labor Commissioner to impose an administrative penalty against an employer

(not to exceed $9,000 for each violation) and to bring a civil action against the employer. The administrative penalty is

separate and apart from any civil action brought under the new law.

Recommendations For Employers:

Nevada joins California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont and Washington in enacting

legislation to restrict employer’s ability to use credit information for employment purposes. Several other states and the Equal

Employment Opportunity Commission (EEOC) are also focused on this area and additional laws and guidance are expected

this year. Given the Nevada law’s high penalties for non-compliance (civil actions, $9,000 per incident administrative penalty,

and possible class actions) and the national focus on the use of credit information for employment purposes—employers in

Nevada that use credit reports or credit information for employment purposes are well advised to evaluate and reassess their

practices and procedures in anticipation of the new law’s October 1, 2013 effective date.


The Employee Retail Theft Database

Wed, May 29th, 2013 - 3:03 pm - By Gordon Basichis

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For those conducting background checks as part of their employment screening  programs you may find yourself considering the Retail Theft Database Search.   It is an interesting search, a database where retailers contribute information relative to any employees they believe were responsible for theft.   As we all know, in-house shrinkage is a major problem.   But for Corra Group, we wonder as to the veracity of this search, if it is accurate and factual and if at times it doesn’t have its discrepancies.

According to an article in the New York Times….”The repositories of information, like First Advantage Corporation’s Esteem database, often contain scant details about suspected thefts and routinely do not involve criminal charges. Still, the information can be enough to scuttle a job candidate’s chances.

Some of the employees, who submit written statements after being questioned by store security officers, have no idea that they admitted committing a theft or that the information will remain in databases, according to interviews with consumer lawyers, regulators and employees.”

There have been a series of complaints about the retail theft database.  According to the article…”But the databases, which are legal, are facing scrutiny from labor lawyers and federal regulators, who worry they are so sweeping that innocent employees can be harmed. The lawyers say workers are often coerced into confessing, sometimes when they have done nothing wrong, without understanding that they will be branded as thieves.

The Federal Trade Commission has fielded complaints about the databases and is examining whether they comply with the Fair Credit Reporting Act, a federal law aimed at curbing inaccurate consumer information and giving consumers more control, said Anthony Rodriguez, a staff lawyer at the agency.

Screening for suspected episodes of shoplifting is one part of a background check, as companies scour for evidence of criminal convictions or sex-offender registration. Almost all retailers perform background checks, according to a 2011 survey from the federation. But some background-check companies are wary of the theft admissions, which retailers submit to the databases.”

Corra Group suggests employers conduct county criminal records searches as part of their background checking solutions.   We believe this is an accurate search and fair, where all job applicants have a more level playing field when applying for employment.

Corra Group to Close Background Checking Offices for Memorial Day Weekend

Fri, May 24th, 2013 - 5:00 am - By Gordon Basichis

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For those conducting background checks as part of their employment screening programs, please take note that Corra Group will close its office at On P.M. Friday, Pacific Time and will remain closed through Monday May 27th.

Corra Group will be open for regular business hours, Tuesday, May 28th at 8:30 A.M. Pacific Time.

Corra Group Now Offers FCMSA PSP Trucking Background Checks

Thu, May 23rd, 2013 - 6:40 am - By Gordon Basichis

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Corra Group is now offering PSP background checks. The PSP Report is the Pre-Employment Screening Check that is issued by the Federal Motor Carrier Safety Administration (FCMSA) and offers trucking and transportation companies access to critical commercial drivers’ safety history data.

“The PSP gives our trucking clients access to their commercial driver’s 5-year crash and 3-year roadside inspection history,” said Nick Gustavson, Corra Group Co-Founder. “The PSP background check allows our clients to make better informed hiring decisions as they staff their fleets. A PSP report reveals all crash, inspection, and violation activity, regardless of whether the driver was convicted. In short, clients can use PSP to weed out insurance risks and to hire the safest drivers.”

“We find a great many of our transportation clients are using the FMCSA employment screening report to gain insight into a potential employee’s driving habits and behaviors,” said Gustavson. “It’s great for any training program. The information in a PSP report can be used to develop individualized education focused on the most immediate needs for a particular driver.”


For the complete press release click on this link

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