Post-hire screening is one of those topics that often lives in the shadow of pre-employment background checks—but it shouldn’t. In a world where businesses are more dynamic, regulated, and reputation-sensitive than ever, the value of ongoing employee screening is increasingly hard to ignore. The False Sense of “One-and-Done” Most organizations… [Read More]
Banning Pay History Inquiries
State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants. The intent is to break the past cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying… [Read More]
Bans on Inquiries about Salary History; Pay Equity
The U.S. House of Representatives passed the Paycheck Fairness Act (H.R. 7) in a 242–187 vote recently. If this is signed into law, it will mean that employers across the country will be prohibited from asking salary history. This is in an ongoing effort to have pay equity. It’s in the… [Read More]
An Individualized Assessment (IA) Can Help
The EEOC (Equal Employment Opportunity Commission) Enforcement Guidance states that an Individualized Assessment generally means that an employer informs the individual that he may be excluded because of past criminal conduct; provides an opportunity to the individual to demonstrate that the exclusion does not properly apply to him; and considers whether the individual’s… [Read More]
An Individualized Assessment (IA) Can Help
An Individualized Assessment (IA) can help! Individuals, Employers and Landlords It Can Help!! POEknows can Help! Individuals As many as 100 million U.S. adults have a criminal record of some sort! Are you the running into a brick wall, trying to secure employment or a residence? Do you qualify? Do… [Read More]
Post Hire Screening
Planning on new employees for the New Year? Consider these thoughts for 2017! 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… [Read More]
Transitioning from Conviction to Employment
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… [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…. [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… [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… [Read More]
Applicant Tracking Systems
Many organizations in a variety of industries are utilizing an Applicant Tracking System (ATS) to help streamline the hiring process. POE has integrations set up with many ATS providers. With a click of the button, you can order, track and receive completed reports through your ATS. If you are interested… [Read More]
Adverse Action Notification Process
Employers who conduct employment background checks, also known as consumer reports and/or investigative consumer reports, as part of the employment process, which includes hiring, promotion, and retention, must comply with Federal law requirements under section 604 of the Fair Credit Reporting Act, (FCRA). Before rejecting a job applicant, denying a… [Read More]