Background Investigation Blogs

The National Association of Professional Background Screeners (NAPBS) recently announced that it will launch its accreditation program in April 2009.  Background investigation firms who successfully navigate the Background Screening Agency Accreditation Program (BSAAP) will adorn the accolade of industry excellence and will be seen as industry standard bearers. The BSAAP bases certification on commitment to excellence, accountability, high professional standards and continued institutional improvement. Robert Capwell, Chief Knowledge Officer at Employment Background Investigations, Inc. (EBI) located in Owings Mills, MD stated that “Professional background screening firms are held to a higher ethical standard as put forth by the National Association of Professional Background Screeners (NAPBS) and the BSAAP will provide certified firms with a seal of proven professionalism."

The U.S. Government has issued a new date for government contractors to begin using E-Verify after a federal lawsuit was recently filed. Government contractors now have until February 20, 2009 to use the E-verify system to verify the eligibility of employees. E-Verify for government contractors was scheduled to go into effect on January 15, 2009.  Employers that are unsure of the E-Verify protocol should contact a Federally Authorized Designated E-Verify Agent such as Employment Background Investigations, Inc. (EBI) to ensure compliance with all government required I-9 legislation.

EBI offers a free E-Verify live demo as well as in-depth E-Verify consulting to answer all of your I-9 Screening questions. Sign-Up Today!

A Minnesota woman was recently sentenced to five years of probation, 60 days of county incarceration and 20 hours of community service on felony charges of issuing over $70,000 in bad checks - Evidence that employers should utilize background screening solutions during the hiring process if a candidate will deal with the company's finances and always order credit reports to protect themselves from candidates who have a history of financial instability. Employers should also order criminal records to protect themselves from financial crime and theft in the workplace.  Employers should consult a professional background screening firm like Employment Background Investigations, Inc. for a screening program review.

The USCIS recently updated the lists of valid documentation that can be used during the Form I-9 employee verification process. The USCIS deemed temporary Resident Cards and older versions of the Employment Authorization Card as unacceptable and removed all expired I-688 forms off of list A. Additions to list A include foreign passports marked with a temporary I-551 stamp and machine-readable visas with a temporary I-551 printed notation and passports from Micronesia and the Marshall Islands.  Approved documents for Form I-9 employee verification are categorized into 3 lists: List A) Verifies identity and employment authorization; List B) Verifies identity only and List C) verifies employment authorization only. To be in complete compliance with all current and new E-Verify and I-9 legislation, employers should consult a professional background screening firm. Employment Background Investigations, Inc. (EBI) is a federally authorized designated E-Verify Agent versed in all federal and state I-9 legislation.

Mr. Samuel Wurzelbacher, A.K.A. "Joe the Plumber" should feel a bit vindicated after Department of Job and Family Services Director Helen Jones-Kelley resigned and two other Ohio state officials were suspended for improperly using state computers to access his personal information back in October. It was speculated that Mr. Wurzelbacher was targeted by the Obama camp for questioning the candidate’s proposed tax policies. The investigation into "Joe the Plumber's" personal information was an intrusive act that was not authorized by Mr. Wurzelbacher and to make matters worse his private information went nationally public. Maybe the Ohio state government should contract with a reputable and knowledgeable professional background screening firm to ensure that all Ohio state background investigations are done legally and according to all applicable federal and state laws. The background screening industry, usually used for employment screening, is governed by legislation such as the FCRA in order to protect the privacy of individuals. When it comes to background investigations, consent to conduct a screening is imperative. In the end, it seems that "Joe the Plumber's" leak has indeed been plugged.

In February, New York will be enacting three new hiring rules aimed at aiding ex-offenders find sustainable employment.  Under the new rules, employers will be afforded some sort of legal protection against lawsuits for negligent hiring if they hire ex-offenders based on New York Correctional Law Article 23-A. The new rules require employers to provide a copy of Article 23-A to all job candidates undergoing a background investigation. Under the rules, employers are also required to post a copy of Article 23-A in an area that is largely visible to all employees. The new rules also mandate that employers provide a copy of Article 23-A to any applicant in which their background investigation contains a criminal record.  Employers should begin to analyze their current background screening packages and consult with a professional background screening firm such as Employment Background Investigations, Inc. (EBI) to ensure proper compliance with New York Correctional Law Article 23-A.

Last week, three employees of a  Kentucky Fried Chicken restaurant in Redding, California were suspended for bathing in the restaurant's high capacity sink that is used to clean the dishes.  The employees were caught when one of the culprits posted photos of them bathing in the sink on the Internet.  The photos were found on one of the girl's public myspace page. There is probably a chance that these girls will not have a "squeaky" clean employment record when they apply for another job and undergo a background investigation.  An employer should always verify an applicant's past employment history when hiring to fill new positions.  Employment verifications paint a picture of a candidate's past job performance and are a good predictor of future job performance.  Industry statistics state that close to 35% of job applicants spin some sort of lie on their applications - so it only makes sense to verify previous employment records.  Professional references add value to any employment verifications package as they can clarify a candidate’s actual past duties and qualify dates of employment.  Professional reference interviews can provide insight into moral character and general work ethic as well.  Hiring Managers should certainly seek out a professional background screening firm that can tailor verification programs to fit their needs and budgets.  NAPBS Member, Employment Background Investigations, Inc. (EBI) offers robust verification and credentialing screening packages that are in-depth, affordable and flexible.