e-Verify Popular with California Employers

Fri, December 9th, 2011 - 5:16 am - By Gordon Basichis

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California Employers are embracing the E-Verify or I-9  as a background check in order to determine which job applicants are eligible to work in the United States.  With all the rancor about undocumented workers, or illegal immigrants, call it what you want, many savvy employers are looking to avoid government crackdowns  by employing E-Verifying.  In some states those employers who wittingly hire undocumented workers can have their businesses fined, or in extreme cases can lose their business licenses.

According to an article in the  MercuryNews.com…”As a growing number of states require public and private employers to use E-Verify, California has gone out of its way to make it voluntary, passing a law this month that bans local governments from forcing firms to use electronic verification.

Still, the number of California job sites using E-Verify to scrutinize their workers — usually on the first few days on the job — increased by 37 percent to more than 90,000 from a year ago, according to government records. The state has more job sites using the electronic verification system than any other.”

Employers should be aware that employers must first offer the candidate the job before conducting the E-Verify or I-9.  However, employers can conduct the Social Security Trace as a preemployment screening background check in order to determine if the job applicant would be eligible to work in this country.

The Economy is Down But Workplace Ethics Are Up

Thu, December 8th, 2011 - 5:43 am - By Gordon Basichis

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Here is encouraging news.  Despite the economic downturn, ethical behavior in the workplace has not declined.  In fact, it may have even improved.    In a sense it could be said that hard times bring out the better nature in workers.  Maybe it’s the shared uncertainty and economic adversity, coupled with the need for commiseration.  It’s hard to say.

But according to an article by Dennis O’Reilly on CNET.com, “Forty-nine percent of respondents to the 2009 survey witnessed some form of unethical behavior at work in the prior 12 months, down from 56 percent of respondents to the 2007 ERC survey. It’s not surprising that misuse of company resources was the most common act, reported by 23 percent of the respondents.”

Those who did witness unethical behavior or reporting it more frequently.   The number of employees who observed unethical behavior and reported it increased by some eight percent.

Unethical behavior includes, email and Internet abuse, abusive behavior toward co-workers,  lying to employees,  conflicts of interest, and racial and sexual discrimination.

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.

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