Corra Group to Close Early for Good Friday

Thu, April 5th, 2012 - 3:44 pm - By Gordon Basichis

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Corra Group, the background checking service, will be closing its office early on Friday, April 5th for the Good Friday Holiday.

Corra Group will close at 1P.M. Pacific Daylight Time.

Most country courthouse3s will also be closed for good Friday so there will be a slight delay in background checks for employment screening purposes.

Corra Group would like to wish everyone a wonderful Good Friday, a Happy Easter, and a Happy Passover weekend.

 

Fees Removed for Wisconsin Criminal Records Search for Statewide and Portage County

Wed, April 4th, 2012 - 5:25 am - By Gordon Basichis

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We previously informed you of the predominately used index at Portage, WI being unavailable due to development of a new operating system. Due to this all Portage, WI and Statewide, WI requests were searched with assistance from the court clerks in Portage, WI .

We are pleased to announce the predominately used index is once again available. As of Wednesday, April 4th we will no longer be going through the court clerks to process our searches. You should see an immediate positive impact on your turn around time and the $5 court fee will no longer be charged to new searches beginning Wednesday.

A sincere thank you for your patience through this court transition.

Jurisdictions affected:

Jurisdiction

Area

Previous Court Fee

Updated Court Fee

Statewide  WI   Formerly $5.00  Now $0

Portage  WI Formerly $5.00  Now $0

Changes in the Law for Massachusetts CORI Criminal Background Checks

Tue, April 3rd, 2012 - 5:50 am - By Gordon Basichis

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Massachusetts its changing its laws for the CORI search, formally known as Criminal Offender Record Information.  Come May 4th, 2021 Massachusetts employers, especially will have to modify their hiring practices with respect to the criminal background checks.

 

Here ae some of the more relevant factors—

Proposed Regulations: Key Points For Employers

Notification To Applicant Prior to Potential Adverse Decision

Employers who intend to take adverse action based on criminal history information must notify the applicant, provide the applicant with several specific pieces of information, afford the applicant an opportunity to dispute the accuracy of the criminal history at issue, and document all steps taken to comply with these requirements. Unlike with the federal Fair Credit Reporting Act, the new CORI requirement exists regardless of whether a third party is used to obtain the criminal history information.

Using a Consumer Reporting Agency (“CRA”) to Make Employment Decisions

Employers using CRAs to collect criminal history information on employees or applicants are required to make certifications to the CRA regarding the employer’s CORI compliance measures, in addition to providing disclosures to the individuals being screened both before the employer requests a criminal history report from the CRA and before taking any adverse action based on information that the CRA provides.

The regulations also provide a separate set of requirements that apply when an employer outsources the decision-making process regarding an employee’s eligibility for hire to the CRA, rather than merely requesting criminal history information from the CRA.

Obtaining CORI from DCJIS

Employers who obtain criminal record information from DCJIS must submit acknowledgement forms for each applicant, verify the identity of the applicant by examining a government-issued identification, and certify that the applicant was properly identified. These acknowledgement forms must be maintained by the employer for one year from the date the applicant signs the form.

 

For more information, we suggest you review the website for the attorneys, Seyfarth Shaw.

More on the Manifestation of Workplace Bullying

Thu, March 29th, 2012 - 5:09 am - By Gordon Basichis

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Bullying seems to be the new buzzword.  Be it in the schoolyard or on the job, there are increased outcries about one person trying to dominate another through intimidation.  Most of the time the intimidation employed is psychological.  But often enough it is physical as well.    It is nothing to minimize, but then by the reaction of some, it would appear bullying only recently appeared on the scene.   With the plethora of articles, seminars, workshops,  and panel discussions, bullying or its discussion has moved from its place as nasty perennial to a cottage industry.  Between funding projects and liability issues, in one form or another there is money in the emerging bullying industry.

I have written about bullying on a number of occasions.  One such article was entitled, Canadian Researchers to Study the Effects on Males in Workplace Bullying.  Aside from writing about it, I have my own impressions on bullying , base don my own experiences growing up in a less than ideal neighborhood.   Bullies respond to fear.   Scare a bully and you will find quite often its a bully no more.   I remember more than one occasion where several formerly intimidated ganged up on a bully and achieved the results that others were seeking in vain through dialogue and explanations.

However, most of the world is not the schoolyard.  And even the schoolyard is tilted to behavior that would seem at outset more appealing, despite the lack of results.  But in the workplace, especially, you can’t go punching out your co-workers.   You just can’t.  I know…sometimes you would like to.  But you can’t.

So there you are facing the one who wants to intimidate and run you down.   Workplace bullying is destructive to morale and overall production.  Janine N. Truitt, who writes under the name “Czarina of HR,” has written an interesting piece in Toolbox.com.   She writes how bullying at one office she worked led to a steady departure of qualified employees.  Clients take note of sudden departures and it doesn’t do much to instill confidence in customer loyalty.

Simply put, people didn’t want to deal with the nonsense.  Can’t blame them.  Truitt cautions to watch for a steady flow of departures.  To monitor exit interviews that cite workplace bullying as the reason for leaving.   It’s no joke, she cautions.  Schoolyard bullies evolve, if that is the correct description, into workplace bullies.   Here you are a dedicated employee on an ambitious career track dealing with the same intimidating nonsense you had to deal with as a kid. One most wonder if it ever ends.

In her article, Truitt writes the following…”I’m not a huge proponent of increased litigation where HR practices are concerned. However, workplace bullying legislation is one I am in favor of. It is way too prevalent and damaging to individuals. It is easily masked, especially when it is not a matter of protected class discrimination. Therefore, filing an EEOC or a Department of Human Rights claim is a waste of time (at least this is the case in NY state).”

She admonishes that leadership must be properly trained and held accountable for their actions in the workplace.  I would hope so.  Although the basic trouble with workplace bullies is they will continue their practices until either someone or the management determines to take them down.   In the age of the global economy and stringent competition, and with enough on the plate, it’s incredibly counter productive to have to deal with workers who are compelled to make life miserable for others.   Stronger measures need to be taken.

 

 

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