Corra Group Adds Background Checks for Latin America

Thu, September 26th, 2013 - 1:38 pm - By Gordon Basichis

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Corra Group has added an assortment of background checks to its roster of Latin American and South American searches. As increased interest and a recovering global economy has created greater demand for a wider array of services, Corra Group is expanding its range of background searches for both employment screening and business research.

“Following the economic recovery from the Great Recession, the paradigm has changed globally but with special respect to Central America and South America,” said Gordon Basichis, Corra Group Co-Founder. “The nations comprising Latin America are boasting active economies since the recovery. There is considerable economic growth. But, since the recession, entities are exercising greater caution when engaging in trade or co-ventures in the developing nations. Gone are the days when there was a freewheeling atmosphere and the belief the party would last forever. More sober times call for greater due diligence and corporate research.

“Executives need to know if prospective clients and partners businesses are solvent and the principles reputable,” said Basichis. “In some cases, not just in Latin America, but around the world it has sometimes become an art form just to be paid for delivered goods and services. A business can spend months chasing down money owed. For the small business, this is often money that they counted on. The consequences can be devastating.”

Basichis noted that about six months ago Corra Group began receiving more inquiries regarding the types of international searches the background checking service offered, especially for Latin America. “We did our research and conducted careful sourcing, forming partnerships with researchers we found to be reputable and effective,” said Basichis. “In addition to international criminal checks, we can now offer credit checks on the principles as well as corporate credit reports on the entities. We now offer civil searches in many countries as well as identity verification checks.”

 

For the complete release click on this link

 

OP-Ed Writer Fired for Lying About Her PHD Education Degree

Fri, September 20th, 2013 - 11:01 am - By Gordon Basichis

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If you don’t believe people lie about having their degrees then read this article.  Even those in high places have been discovered to have lied about their degree.   A simple background check would have revealed that the person did not have a degree.

In this case the person was an op-ed writer for the Wall Street Journal.  This  was the same person who Secretary of State John Kerry and Senator John McCain quoted in citing reasons for launching an attack against Syria.  Now, for me, I’m  not saying the PHD she claimed she had would have given her any more wisdom in understanding the dynamics of Syria than world experience.  There are college dropouts and even high school dropouts who have made fortunes without benefit or, as some feel, hindrance of a diploma.

But then in this case the writer lied about it.  And she was fired. One wonders if upon hiring her, the publication just took her claim to a PHD at face value or actually conducted an education verification.  I’d say probably not.

According to Politico…”The Syria researcher whose Wall Street Journal op-ed piece was cited by Secretary of State John Kerry and Sen. John McCain during congressional hearings about the use of force has been fired from the Institute for the Study of War for lying about having a Ph.D., the group announced on Wednesday.

“The Institute for the Study of War has learned and confirmed that, contrary to her representations, Ms. Elizabeth O’Bagy does not in fact have a Ph.D. degree from Georgetown University,” the institute said in a statement. “ISW has accordingly terminated Ms. O’Bagy’s employment, effective immediately.”

Read more: http://www.politico.com/story/2013/09/wall-street-journal-elizabeth-obagy-fired-96637.html#ixzz2fSJuJp2V

Texas Brings Some Relief to the Employment Negligence Laws

Wed, September 11th, 2013 - 9:50 am - By Gordon Basichis

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Most people believe in giving people second chances.  Most employers we talk to believe the same and tend to comply with the EEOC guidelines for hiring someone with a criminal past.   As several employers in the energy field mentioned to me, “we are in such need of workers, I can’t let a little thing like a criminal conviction get in the way.  Provided they are up front about their crimes and that they have been behaving themselves.”   That seems to be the common refrain.

The Great State of Texas just made it a tad easier for employers to give job applicants with convicted criminal histories a second chance.  They have relaxed the employment negligence laws, taking some of the onus off of the employer who after hiring a convicted criminal finds that same criminal acting out on the job.   If there are instances of violence or harassment, other stuff, this can lead to charges of employment negligence.  This is where the employer hired the wrong guy who did some damage.  The employer is now open to liability claims.  Many of us know this as no good deed goes unpunished.

Fisher  & Phillips, one of the premiere employment law firms just put out a release announcing the new Texas Law.  Here are Some of the excerpts–

please click  on this link for the full article …

“Employers seem to be caught in an impossible catch-22 these days: run a background check on a job candidate and risk a potential discrimination lawsuit or forego this procedure and risk exposing the company to potential liability for negligent hiring or supervision. This is the position that the Equal Employment Opportunity Commission seems to be putting employers in by its aggressive interpretation of Title VII as prohibiting blanket rules against hiring applicants with criminal backgrounds.

The Texas Legislature has taken an important step to help protect employers who are willing to give applicants with a criminal record a second chance. House Bill 1188, which takes effect Sept. 1, 2013, will limit the liability of employers who hire applicants with a criminal record. The new law provides that a “cause of action may not be brought against an employer, general contractor, premises owner, or other third party solely for negligently hiring or failing to adequately supervise an employee, based on evidence that the employee has been convicted of an offense.

HB 1188 will benefit both employers and those with criminal records who are seeking employment, who often have difficulty finding a job. According to the National Institute of Corrections, about 5 million Texas adults have criminal records and hundreds of thousands of Texans who are no longer on probation or parole have felony convictions on their records. As inmates leave prison and try to gain self-sufficiency, they are often met with resistance by employers who are concerned that hiring ex-offenders may expose them to liability. “

Corra Group Adds International Background Checks for Immigration Reform Economic Recovery

Thu, September 5th, 2013 - 6:03 am - By Gordon Basichis

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a Group adds international background checks as the American economy continues to recover. Coupled with the appearance that Congress will reach an agreement on immigration reform, the California based background checking service believes employers will need a more comprehensive number of background searches for their pre-employment screening programs.

“The economy is improving,” said Corra Group Co-Founder, Gordon Basichis. “It was just reported byForbes Magazine among other publications that second quarter GDP would exceed 2.5 percent. We coupled the improved economic picture with the growing optimism over immigration reform and we anticipate more employment candidates will be coming from abroad.

“To accommodate the probable increase of an already burgeoning area, Corra Group has addedbackground checks to service employers who will be hiring applicants from a variety of countries,” Basichis said. “We have added international background pages to our website further detailing what types of searches we can offer. In addition to the United Kingdom screening page, we have added a page for Canadian background checks and another for employment screening for Indian job applicants. We have also added pages for the Virgin Islands and Puerto Rico. A China page is forthcoming.”

 

For he complete release please click on this link.

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