According to the Department of Justice, around 70 million Americans have criminal records which hinder their chances of finding jobs. Many of them face significant challenges related to employment. With large numbers of working-age people carrying the stigma of a criminal record and the disproportionate impact on minority communities -policymakers nationwide have adopted a menu of reforms. According to the National Employment Law Project, 24 states and more than 100 localities have adopted “fair chance”… [Read More]
Employment Adverse Action Notifications – Change in Conditions of Employment
Adverse Action Notifications on prospective resident applications are required to be provided by the property manager/owner when it intends to decline an applicant, AND when the property manager/owner intends to approve an applicant, with an increased security deposit and/or a guarantor. One would think it is a much simpler choice when employers review prospective employee applications. Wouldn’t one? One would think Adverse Action Notifications on prospective employees are required to be provided by the employer… [Read More]
FCRA update: CoreLogic National Background Data, LLC
In February, 2016, Pamela Devata, attorney and noted legal expert on the Fair Credit Reporting Act, reported the U.S. District Court for the Eastern District of Virginia denied the defendant’s motion for summary judgment on an FCRA claim in the case of Henderson v. Corelogic National Background Data, LLC, No. 3:12cv97. This decision has sweeping implications for data providers as well as Consumer Reporting Agencies and End Users of Consumer Reports. POE is a client… [Read More]
FCRA Compliance
In his written statement to our client, an attorney recently advised that employers’ compliance with the Federal Fair Credit Reporting Act “is the newest burgeoning area for lawyers.” Employers must be diligent regarding FCRA Compliance. POE knows…when an employer denies employment to a job applicant, based solely or partly on information in a consumer report, federal and state laws require the employer to provide two adverse action letters to that job seeker. POE knows…when an employer terminates an employee… [Read More]
You Just Don’t Want to Have to Meet Miss Hayes
Criminal history records investigations (CHRI) are a most critical need on the part of employers, landlords and not-for-profit organizations and POE believe our hands-on, labor intensive approach to these very sensitive records is the right approach. Some background screening firms report to its clients on only those cases in which there is an exact match of name and date of birth, or exact name and other exact identifier. This is extremely dangerous for the end users of these reports,… [Read More]
Post Hire Screening
Your applicant arrives at your office, very well prepared for the interview. He makes a great impression and you decide to give him a conditional offer of employment and send him for the background check. He passes the background check with flying colors. No criminal record, clean drug test, valid drivers license, etc. He accepts the offer and has become your new employee. In the beginning, things are going well. He’s a quick learner, he… [Read More]