Eastern Courts Closed Due to Inclement Weather

Mon, March 17th, 2014 - 10:00 am - By Gordon Basichis

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For those conducting employment screening and background checks along the Eastern Seaboard, please be aware of the following court closures.

 

 

DC Courts Closed Today  

 

Courts in more info

the District of Columbia are closed today, Monday, March 17, 2014 due to inclement weather. We will keep you apprised of relevant information as it becomes available.

 

New Compliance Guidelines for Employment Screening in New York State

Thu, March 13th, 2014 - 2:31 pm - By Gordon Basichis

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For those conducting background checks for employment screening in the State of New York, please take note of the following updates on compliance issues.

 

NY AG PRESS RELEASE RELATING TO EMPLOYERS AND CRAS

We wanted to let you know that today, the NY Attorney General issued a press release relating to employers’ and CRAs’ compliance with NY Article 23-A of the Corrections law.   (http://www.ag.ny.gov/press-release/ag-schneiderman-announces-agreements-background-check-agencies-end-illegal-hiring).  As you may know, NY Article 23-A of the Corrections law requires that employers consider a number of factors before disqualifying an applicant based upon a criminal conviction.

These factors include, the nature and gravity of the conviction and its bearing, if any, on specific responsibilities of the job sought, the time that elapsed since the conviction, the age of the applicant when the offense was committed, and any evidence of rehabilitation.  In addition, the law also requires that employers refrain from considering non-pending arrests that were terminated in favor of the individual and/or resulted in a sealed conviction, youthful offender adjudication, or most violations and infractions, and require that applicants be notified about their rights to request a copy of the consumer report and contest any errors.

As we have discussed at NAPBS meetings in the past, the NY AG’s office has been contacting and investigating both employers and CRAs relating to this law.  Specifically, the NY AG’s office  was focused on adjudication or hiring criteria that had bright line “does not meet” or “fail” designations prior to an employer applying the factors listed above.

The press release specifically discusses that the NY AG’s office reached out to multiple entities (investigating some of them about their practices) and entered into agreements with 4 entities who agreed not to adjudicate consumer reports as “does not meet” or “fail”.

In light of this new information, CRAs should evaluate their application of employers’ adjudication criteria and make their NY customers aware of this interpretation of the law.

County and Federal District Courts Closed or Delayed Due to Inclement Weather

Mon, March 3rd, 2014 - 11:26 am - By Gordon Basichis

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For those employers ordering background checks for employment screening purposes, please take note of the following closures for Monday, May 3rd, due to inclement weather.

We would like to take this opportunity to notify you of additional new weather delays that are currently being experienced throughout the country. 

Minor delays may occur for some searches.  Corra Group will be sure to return results as expeditiously as possible as weather conditions continue to improve.
 

Specific states with indicated delays are listed below:

 

State

Arkansas

Delaware

Kentucky

Maryland

New Jersey

Philadelphia

Tennessee

Virginia

Washington, D.C.

West Virginia

 

 

San Francisco Becomes Fifth City to “Ban the Box”

Thu, February 27th, 2014 - 1:21 pm - By Gordon Basichis

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San Francisco is the fifth city to legislate for employment screening what is commonly known as “Ban the Box.”

Some  believe that by banning the box,meaning where the job candidate is not required to check the box asking if he as criminal records, will level the playing field.  The belief is the human resources manager will not be prejudiced by previous criminal convictions before assessing the candidate’s capability and skill sets.  Proponents believe it helps dilute discriminatory practices.

Opponents believe it puts more pressure on employers to determine criminal histories and how it may impact the job.  The employer must now use  increased background checks to search for additional evidence of criminal behavior.  Opponents also argue that if an employment candidate is of a demographic where criminal behavior is more prevalent, they might automatically reject the client offhand and not numberswiki.com

request an interview.   Opponents also point to the dangers of employer negligence where the employer is potentially liable if the candidate with criminal records snaps out on the job and kills or injures other staff members.  the refrain–“Why didn’t they discover this person was a criminal and capable of violent action?

 The idea behind ban the box is not only to quell discriminatory practices during the initial stages of employment screening but to try to give qualified candidates, who had mess up in their lives, and second chance.  In a tough job market this is often easier said than done. As a nation of second chances, in spirit at least it can be a viable solution.  But like most things theoretical, there may be some issue.  But until we know the results, it is certainly worth a try.

 

 

 

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