Corra Group Adds New Page for Iowa Motor Vehicle Driving Records

Tue, December 6th, 2011 - 5:35 am - By Gordon Basichis

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In our ongoing  efforts to update our website, we have recently added a new page for Iowa Motor Vehicle Driving Records or MVRs.    MVRs are an important background check for employment screening.  This is not just for the trucking and transportation industry, but all business sectors.

As we conduct a substantial amount of MVR background tracks we try to keep our clients as informed as possible.  Most state Departments of Transportation are making adjustments to compliance issues, increasing fees, or otherwise attempting to update and upgrade their systems.

A Reminder About the New California Laws Governing Employment Credit Reports for Employment Screening

Fri, December 2nd, 2011 - 5:56 am - By Gordon Basichis

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For those who conduct credit reports as background checks for employment screening purposes, please be reminded that new laws go into effect in California, January 1st, 2012.  These laws will restrict the usage of employment credit reports to certain types of employment candidates who fulfill the appropriate job description.

With the end of the year approaching, we wanted to remind you of two new California laws that will effect you or your clients.  Both of these laws go into effect January 1, 2012 and require revisions to an employer’s Disclosure/Authorization forms.

 

First, California SB 909 which takes effect on January 1, 2012, and amends CA Civ. Code Section 1786.16, requires that employers include the investigative consumer reporting agency’s (background check company’s) internet website in the Disclosure form.  The purpose is so that an applicant can get information about the background check company’s privacy practices, including whether a consumer’s personal information will be sent outside the United States.

 

Second, California AB 22 amends CA Civ. Code Section 1785 regarding the use of credit in employment decisions.  The amendment generally prohibits employers from using an applicant’s or employee’s credit history in making employment decisions. Prior to this legislation, employers could request a credit report for employment purposes if they provided prior written notice of the request to the person for whom the report was sought. Assembly Bill 22 significantly changes this landscape by prohibiting employers from using credit reports for employment purposes unless the report is used for one of the limited purposes enumerated by the statute and requires employers to specifically delineate the reason for obtaining the credit report under the statute.

Flaws in Texas State Criminal Records Search

Wed, November 30th, 2011 - 5:49 am - By Gordon Basichis

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Apparently, there are flaws in the Texas State Criminal Records System.  This is the state-wide criminal search put out by the Department of Public Safety.  As many investigators and employers use this both for research and employment screening, one would think these background checks would be accurate and up to date.   Not the case.

According to an article on KENS, Channel Five, in San Antonio, there are some alarming discrepancies in the criminal records.  One person is listed for post possession, but in fact he is a convicted murder.  That’s a big distinction, even if you are among those who still believes marijuana is the work of the Devil.

Another convicted murderer was sentenced to death.  His conviction is not listed in the database.   A third convicted murder assaulted and killed a seven year old girl.  He is scheduled for execution, shortly.   But his name and murder conviction is not in the database.

For the complete article please go to recruitingblogs.com

 

A Review of States and New Immigration Laws

Mon, November 28th, 2011 - 5:31 am - By Gordon Basichis

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With the federal government about to revise its policy on illegal immigrants, I thought I would post three links to stories about states who have recently imposed tough new laws regarding hiring illegal immigrants.  Of course, most are mandating the E-Verify or the I-9 to ascertain if a job applicant is eligible to be employed in the United States.  The Social Security Trace is also a background check that will verify the applicant’s social security number and help employers determine the eligibility of the candidate.

With E-Verify, the employer must first offer the job applicant the position.  With the Social Security Trace, it can be conducted for pre-employment screening.

Here is one article I wrote, entitled “Georgia’s Illegal Immigration  Reform and Enforcement Act Soon to Take Effect.”  Be advised that Alabama and New Jersey have recently passed similar laws.  In the State of Arizona, the Legal Arizona Workers Act has been on the books since 2007 and upheld by the United States Supreme Court.

 

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