Categories
Background Checks Human Resources Miscellany Recruiting Retaining Employees

EEOC Rule on Affirmative Action for Individuals With Disabilities in Federal Employment

From the Legal Group, Seyfarth and Shaw LLP

 

By Seyfarth Shaw LLP on
POSTED IN DIVERSITY, RETENTION & PAY EQUITY, EEOC, WORKPLACE POLICIES AND PROCESSES

By Erin Dougherty Foley and Craig B. Simonsen

Seyfarth Synopsis: These new regulations require federal agencies to be “model employers” of individuals with disabilities. As such, they now must take specific steps that are “reasonably designed” to gradually increase the number of employees who have a disability.

We had blogged previously about the Equal Employment Opportunity Commission’s Advance Notice of Proposed Rulemaking (ANPR), inviting the public to comment on how it should amend its regulations implementing Section 501 of the Rehabilitation Act of 1973, and to clarify the federal government’s obligation to be a model employer of individuals with disabilities. 79 Fed. Reg. 27824 (May 15, 2014).

The regulations — which apply only to federal agencies — that previously implemented the Section 501 affirmative action requirement simply stated that the federal government shall be a “model employer of individuals with disabilities,” and that federal agencies shall “give full consideration to the hiring, placement, and advancement of qualified individuals with disabilities.”

For the complete article, please click on this link.

Categories
Background Checks Human Resources Miscellany Press Releases Uncategorized

Corra Group Sponsors Makaha Bowl Jam 4

Corra Group was one of the primary sponsors for Makaha Bowl Jam 4, a skateboarding event held at Van’s Skatepark, in City of Orange, California. The Makaha Bowl Jam features dozens of competitors in a series of events, including Best Tricks and Big Air competition. Attendees are asked to bring canned food in order to feed the homeless during the Holiday Season.

“We are delighted to be one of the sponsors for Makaha Bowl Jam 4, said Corra Group Co-founder, Gordon Basichis. “As kids, Nick Gustavson and I, the owners of Corra Group, used to surf and skateboard along the beaches and byways of Southern California. This is part of our culture.

“I was friends with Larry Stevenson, the founder of Makaha Skateboards, until his passing,” said Basichis. “His son and present owner of Makaha, Curt Stevenson, have been friends for over twenty years. Larry was an innovator and a pioneer in the sport. He was man credited for making the first quality skateboard in the world. His was the first company to use clay wheels, and Larry had the first patent on what was then his world famed kicktail. Sponsoring a Makaha event is like sponsoring a piece of California History.”

Basichis pointed out that Corra Group provides employment screening to a variety of sports and entertainment groups, including product and apparel manufacturers who specialize in producing goods for the sports, like surf ware and skate ware.

For the complete release, please click on this link

Categories
Articles Background Checks Criminal Records Human Resources Miscellany News preemployment screening Recruiting Staffing Uncategorized

Will Ban the Box Measures Spread at the Local Level — Employment Trend 2017?

A great bit of insight by esteemed employment law attorney, Montserrat Miller,  a partner in the law firm Arnall Golden Gregory LLP, which is headquartered in Washington D.C.  Employers need to pay attention to the ban the box issue as it is gaining momentum and may soon be implemented in a city where your business is located.

By Montserrat Miller on

POSTED IN BAN THE BOX, CRIMINAL HISTORY RECORDS

Los Angeles is the latest major city to pass a Ban the Box measure (Ordinance 184652) applicable to private employers. It will become effective January 22, 2017 and will be enforced beginning in July 2017. Other major cities with Ban the Box laws include:

And don’t forget that eight states have Ban the Box measures on their books which are applicable to private employers — HI, IL, MA, MN, NJ, OR, RI, VT.

What is Ban the Box?  In its most basic form it means that an employer cannot ask on the job application about criminal history (i.e., arrests or convictions).  Generally, an employer must wait until a conditional offer of employment has been extended to inquire about criminal history and conduct a background check.  Ban the Box moves the criminal history inquiry until later in the process to afford ex-offenders the opportunity to be judged on their merit and not their past. At least in theory that’s what is supposed to happen as a result of Ban the Box measures, which are often referred to as fair hiring policies.

But, nothing in life is simple. Often, Ban the Box measures go beyond simply requiring employers remove the criminal history question from the job application and they include additional requirements, such as requiring

Categories
Background Checks Business Research Criminal Records Economy Healthcare Employment Advice Human Resources preemployment screening Uncategorized

Corra Group Attends the BioMed Device Show in San Jose, California

Corra Group attended the recent BioMed Device Show, in San Jose, California. The show is designed to showcases newer trends and innovations that will further the BioMed industry in the coming years. The conference offers training on digital device trends and addresses the obstacles surrounding market entry.

“It was a great show,” said Corra Group Co-Founder, Gordon Basichis. There were over three-hundred exhibitors, and the future of MedTech was on display.

“Corra Group was invited to the show, and as a provider of employment screening and due diligence services to the medical, pharmaceutical, and technology industries we wanted to learn as much as we could about the latest offerings in medical technologies. Some of our clients thought it was an excellent idea that we attend, to get a better idea of what they are facing in the future and from our standpoint what we should offer in background checks and healthcare employment screening packages.”

For the complete report, please click on this link.