Background Investigation Blogs

Christmas and New Year's Eve Celebrations Bring High Rates of Alcohol Related Road Incidents

EBI user — 2008-12-29T14:54:00Z

With Christmas behind us and the New Year's Eve celebration almost upon us, police departments nationwide have reached the halfway point in their annual end of the year DUI campaigns that target “over the limit” holiday revelers. The National Highway Traffic Safety Administration's (NHTSA) recent study announced that from 2002 to 2006, nearly four fatalities out of ten involved alcohol-impaired crashes that took place during the Christmas and New Year's Eve holiday window. In 2006, The NHTSA stated that over 1.46 million drivers were arrested for DUI of either alcohol or narcotics resulting in an arrest rate of 1 for every 139 licensed drivers in America!

Employers should heed these eye-opening statistics when considering hiring new employees in the upcoming new year, especially if they will be driving a company vehicle. Employers should work with a professional background screening and drug testing firm such as Employment Background Investigations, Inc. (EBI) for consultation on how to establish a multi-leveled workplace drug and alcohol testing program including the use of instant testing solutions. Employment screening protocols should also include a thorough check of motor vehicle records as well as criminal records to uncover any DUI's or other serious violations.

USCIS Changes Acceptable E-Verify Documentation

EBI user — 2008-12-23T14:54:00Z

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.

Joe the Plumber and President Elect Obama - No More Leaks!

EBI user — 2008-12-18T14:54:00Z

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.

New York Correctional Law Article 23-A - Background Investigations for Ex-Offenders

EBI user — 2008-12-17T14:54:00Z

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.

Under the Influence - Drunk or Drugged Driving

EBI user — 2008-12-16T14:54:00Z

A recent study conducted in Montreal, Canada pointed out that some Canadian drivers are under the influeunce of narcotics while behind the wheel of their vehicles. The Canadian Centre on Substance recently conducted a survey of 1,500 Canadian drivers and found that while 8% of nighttime drivers tested positive for alcohol, over 10% showed evidence of drug use. In total, 17% of drivers tested positive for drugs, alcohol or both. The most common forms of drugs that were found in the tests were marijuana, cocaine and opiates. This past summer, Canadian police were given the authority to arrest and drug test suspected impaired drivers if deemed necessary.

Employers need to look at this general public survey and analyze how it could affect their businesses in two different ways. First, anyone arrested and charged for driving while under the influence of drugs will have some sort of criminal record that should show up on a background investigation that is comparable to a DUI or DWI. Secondly, with 17% of the drivers in the survey illegally operating their vehicles under the influence, employers should be testing those employees who drive in some capacity on behalf of the company.

Employers should work with a professional background screening and drug testing firm such as Employment Background Investigations, Inc. (EBI) for consultation on how to establish a multi-leveled workplace drug and alcohol testing program including the use of instant testing solutions. EBI also has the technology to manage random drug and alcohol testing rosters and programs.

Past Employment Performances Could Predict Future Job Behavior

EBI user — 2008-12-15T14:54:00Z

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.

Australian Parliament Calls for Alcohol Testing of Politicians

EBI user — 2008-12-10T14:54:00Z

A recent scuttlebutt in the Australian Parliament has politicians calling for voluntary breath tests and for breath-testing kits to be stored on the premises. It turns out that a New South Wales politician showed up to Parliament for a late night vote apparently drunk after having a few cocktails at a local holiday party. The inebriated politician shoved another politician in a heated political argument and caused quite a stir that resulted in the call for parliament to screen their members. The New South Wales Parliament's Speaker Richard Torbay said he would have no problem with a breathalyzer scheme in Parliament as long as it was voluntary. "I think it's important to establish high standards that the community expects," he said.

Drug and alcohol testing of employees can help protect a workplace from unseen incidents of workplace violence. Testing can also increase workplace safety as well as deter substance abusers from coming to work intoxicated or even stop abusers from applying for positions where testing is required. Employers should contact a professional background screening and drug testing firm such as Employment Background Investigations, Inc. (EBI) for consultation on how to establish a multi-leveled workplace drug and alcohol testing program including the use of instant testing solutions. EBI also has the technology to manage random drug and alcohol testing rosters and programs.

Federal Resume Fraud

EBI user — 2008-12-05T14:54:00Z

In the post-9/11 world, with domestic terrorism being a major concern, one would think that the U.S. government would be a little more cautious in their hiring, promotion and screening protocols. Several years ago, an investigation by the U.S. General Accounting Office (GAO) uncovered that the federal government had on its payroll several employees that had obtained fake education credentials from non-accredited learning institutions known as “Diploma Mills.” The GAO's investigation focused on eight federal agencies in order to bring to light the problem of government employee use of diploma mills. The eight government departments that were questioned by the GAO included the Departments of Education; Energy; Health and Human Services; Homeland Security; Transportation; Veterans Affairs; the Small Business Administration and the Office of Personnel Management.

The GAO's focused investigation into those eight departments concluded that the large number of employees with false credentials on those eight government rosters likely understated the extent to which the overall federal government employed workers with fraudulent credentials. Many government agencies have difficulty in providing reliable candidate data because they do not have systems in place to properly verify academic degrees or to detect fees for degrees that are masked as fees for training courses. Additionally, the data that the GAO obtained likely does not reflect the true extent to which senior-level federal employees have used diploma mills to obtain degrees because some government agencies do not sufficiently verify the degrees that employees claim to have or the schools that issued the degrees. Finally, The GAO found that there are no uniform verification practices throughout the government whereby agencies can obtain information and conduct effective queries on schools and their accreditation status.

The government needs to become more accountable in the realm of hiring and promoting high-level officials into our country’s most important and vital departments. Not only is it irresponsible for Uncle Sam to spend U.S. tax payer money to hire and pay top salaries to unqualified employees with false education credentials but it is also careless to let federal funds be used for the purchase these fake degrees. One has to be concerned when the government once allowed an employee with a fake masters degree to have high-level security clearance at the National Nuclear Security Administration. Employers should look at the GAO's report on the government's flawed vetting and hiring processes and view it as an example of what not to do. To protect themselves from "Diploma Mill" fraud, employers should consult with a professional background screening firm to make sure that their screening protocols follow best industry practices and are fully compliant with all federal, state and industry relevant legislation.

Background Investigating Santa Claus

EBI user — 2008-12-04T14:54:00Z

As Santa Claus prepares for his annual good will trip around the globe on December 24th, his stand-ins are marching towards shopping malls and holiday parties across the globe to spread cheer to all good little boys and girls. With that said, employers and hiring managers should know that filling an important position such as "Mall Santa" should always entail a due diligent background investigation. As Santa Claus will be interacting with children, logic dictates that the first step in screening Mr. Claus should be a multi-leveled criminal records and sex offender search. Hiring Managers should perform a search of County, State, Federal and even National criminal records to ensure Santa has a clean slate. Also, If Santa is going to be driving the company "sleigh" this year, a thorough state Motor Vehicle Records check will surely tell if your Santa has sipped to much of the holiday "eggnog" in the past.

Hiring Managers should look into a Santa's employment history to see if he or she has performed as an honorable decoy for the real Santa during their recent mall tours. A professional reference from previous managers should be able to tell you how much cheer Santa really spread while on duty. When qualifying a Santa's education, well you should only need to look at the “Ivy League” of Santa Colleges - The International University of Santa Claus. Yes, there really are Santa Schools! Always background check your Santa Claus candidates for a safe and cheerful holiday season.

Fed Gives Green Light to E-Verify Executive Order 12989

EBI user — 2008-12-03T14:54:00Z

The U.S. Government has issued a mandate in the form of E-Verify Executive Order 12989 requiring federal contractors and subcontractors to use E-Verify to qualify their employee's legal right to work. The government has set January 15, 2009 as the date for federal contractors to begin abiding by E-Verify Executive Order 12989. After January 15th, all companies that win government contracts will be required to enroll in E-Verify within 30 days of any contract award date if they are not already participating in the verification program. 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!

President-Elect Obama is Background Screening, So Should You!

EBI user — 2008-11-24T14:54:00Z

The Washington Post’s latest story about President-Elect Obama's vetting process of potential cabinet and staff appointees reinforces the need for a stringent background check. Obama's team of lawyers and screening experts are currently exploring every avenue in a candidate's past including social site activity on programs such as Facebook. They are also scrutinizing email histories as well as even investigating possible relations of appointee’s families to Fannie Mae and Freddie Mac. Obama even has his top candidates answering an in-depth 63 item questionnaire on personal and financial information as well as submitting to a full FBI screen. Mr. Obama should be lauded for his thorough screening techniques. Employers around the nation should look at the President-Elect's screening process and realize that vetting staff, whether it is for White House duty or for warehouse duty, is completely necessary.

If Hiring Managers are not allotted a White House budget for their screening agendas then they should certainly seek out a professional background screening firm that can tailor screening programs to fit their needs and budgets. NAPBS Member, Employment Background Investigations, Inc. (EBI) offers a myriad of robust multi-leveled screening packages that are affordable and flexible. EBI's services include a wide array of criminal record investigations; motor vehicle record searches; credential verifications; drug testing and occupational healthcare solutions and much more to assist employers in their screening process. So when it comes to vetting job candidates, employers should understand that it does not take a government size budget to properly screen their potential appointees.

Working Through The FACTA Red Flags Rule

EBI USer — 2008-11-20T14:54:00Z

The FACTA “Red Flags” Rule was created in essence to provide consumers with a stout umbrella of protection against the ever-growing threat of global identity and credit theft. The FACTA “Red Flags” Rule requires employers, financial institutions and creditors that use credit reports to have an identity theft prevention policy and procedure in place in the event that they receive a Notice of Address Discrepancy alert on a credit report provided by a nationwide credit bureau. As a CRA, Employment Background Investigations, Inc. has been fielding questions concerning the "Red Flags" Rule and one question that we keep being asked is "How are end-users notified of or where can an end-user find the Notice of Address Discrepancy?" The answer that EBI was provided by legal entities was that the Notice of Address Discrepancy is located directly on the credit report itself and should be in plain view.

If an employer or end-user finds a Notice of Address Discrepancy on a credit report, the government states that the end-user take steps to form a reasonable belief that the identity of the subject matches the identity information contained in the actual credit report. The government suggest that employers or end-users take the following steps to help clarify the discrepancy of a subject’s identity in a credit report: 1) Have a discussion directly with the applicant about the identity discrepancy found on their credit report as the applicant might be able to offer further insight into the inconsistency. 2) Ask the applicant to bring in official state or federal personal credentials or identification such as a driver's license that contains identifying information such as name and address. 3) Have your company’s authorized HR officers peruse internal personnel records including employment applications to check for additional address information.

Employers and other entities covered by the Red Flags Rule should consult with an experienced labor and employment attorney before implementing any sort of identity theft prevention program written or otherwise.

Background Screening During Ecomonic Hard Times

EBI USer — 2008-11-19T14:54:00Z

With today's economy in a downturn and salary a bit scarce, companies are most likely approaching talent acquisition very cautiously as they need to find the best talent value for their money. Hiring Managers should enlist a professional background investigations firm for assistance when screening candidates. Many professional background screening firms offer a myriad of focused criminal, credential and identity investigative solutions that will no doubt be able to find resume discrepancies and help weed out weak candidates. In order to be considered for top job vacancies and make it to the interview process, applicants should always make sure that the dates of employment relating to past work experience are exact on their resumes. Date stretching to cover periods of unemployment or a negative work history can be exposed by a single reference interview with a former Supervisor or Manager and will almost always disqualify a candidate. Applicants with any level of education should always state the exact accolade earned when filling out an application. A credential check through a registrar will always confirm the correct degree, diploma or certificate earned. Honesty should be the only policy for job hunters when it comes to competing in today's scarce job market as employers are becoming more savvy and enlisting specialized background screening services to investigate applicants.

DOT Mandatory Direct Observation Rules Twice Delayed

EBI USer — 2008-11-14T14:54:00Z

It looks like the enforcement of The Department of Transportation's (DOT) mandatory direct observation of urine specimen collection guidelines have been put on hold for a second time. On November 12, 2008, the U.S. States Court of Appeals D.C. issued a second administrative stay delaying the scheduled November 1, 2008 implementation of the DOT mandatory observation rules. So what does this all mean? It means that the direct observation of urine specimens collected under this mandate still remain the employer's responsibility until further notice. Employers should be aware that some of the DOT mandatory observation requirements under the direct observation guidelines have not been delayed by judicial order and have gone mandatory. One important guideline that is in effect is the mandatory checking for prosthetic and other devices used to carry urine and urine substitutes. As the rulings on the DOT mandatory guidelines are very fluid at this time, employers should consult with a professional background screening and drug testing company to make sure that their firms are in total compliance.

EBI on the Hot List of Employment Related Screening Providers

EBI USer — 2008-11-13T14:54:00Z

Employment Background Investigations, Inc. (EBI) has been named to Workforce Management Magazine's "The Hot List" of employment-related screening providers for the second consecutive year. EBI is among thirteen other background screening firms that were chosen for the 2008 list. EBI administers and conducts compliant and lawful employee background investigations, drug screenings and occupational healthcare services to more than 5,500 corporate clients worldwide. EBI specializes in the development and implementation of employment, contractor and volunteer screening programs, and offers an HRPerfect suite of services that consistently exceed clients’ expectations.

Drug Testing and Background Screening Those Driving Behind The Wheel

EBI USer — 2008-11-12T14:54:00Z

The city of Chico, California recently started enforcing drug testing protocols on all taxi cab and limousine drivers seeking city driving permits. Drivers will now be tested for controlled substances prior to applying for or renewing permits and class C licenses. When focusing on the safety of the American passenger and pedestrian, testing drivers should be the norm across the country and every locality. Employers need to analyze their current drug testing policies for total compliance and to investigate all state or federally mandated drug testing laws that might cover their businesses. A professional background screening firm like Employment Background Investigations can consult and analyze any company’s current testing programs to ensure complete compliance of all regulations and laws that govern the mulit-levels of the transportation industry. Employers should remember that drug testing coupled with a full suite of background investigations which should include criminal records searches, state motor vehicle records (MVR's) searches, CDLIS investigations and any Department of Transportation (DOT) requirements can protect them from negligent hiring litigation and other lawsuits.

EBI Takes Top Honors in SHRM HRMagazine Ad Study

EBI USer — 2008-11-10T14:54:00Z

Employment Background Investigations, Inc. (EBI) placed in the top ten among advertisers in The Society for Human Resource Management's (SHRM) HRMagazine's August 2008 Ad-Q Study. Year after year, HRMagazine readers continue to rank EBI among the nations top human resource focused pre-employment screening firms. EBI finished a solid sixth among the forty-six firms who placed advertisements in the August 2008 issue and was the only background screening firm to finish in the top ten. Categorically, EBI's advertisement again captured first-place among Pre-Employment Testing and Screening advertisers for the second time in a year. EBI is a single-source, premier provider of background screening, drug testing and occupational healthcare solutions. Our HRPerfect Suite of services specializes in the development and implementation of employment, contractor and volunteer screening programs. From Owings Mills, MD and Pittsburgh, PA, EBI offers a wide array of global and domestic screening initiatives that can be specifically tailored to securely meet even the most stringent screening objectives.

Executive Order 12989, E-Verify and President Elect Obama - January 2009

EBI USer — 2008-11-05T14:54:00Z

With the presidential election now behind us, it will soon be time to see how President Elect Obama will address illegal immigration and the hot stove topic of E-Verify compliance. President Elect Obama will take the oath of office about the same time that Executive Order 12989 is targeted to take action. Executive Order 12989 would require federal contractors and subcontractors to participate in the E-Verify program. Although Order 12989 is not Obama’s own, it will be interesting to see how his administration tackles illegal immigration. Although the order still could face some opposition, Executive Order 12989 seems to be on the fast track and could be in place as early as January 2009. The Executive Order will amend the Federal Acquisition Regulation (FAR) which requires government procurement officers to include E-Verify requirements in most federal contracts. To be in complete compliance with all current an new E-Verify and I-9 compliance legislation, employers should consult a professional background screening firm. Employment Background Investigations, Inc. (EBI) is a federally authorized designated E-Verify Agent and is well versed in all federal and state I-9 legislation. EBI's has robust Immigration Reform and Control Act (IRCA) compliant legal right to work E-Verify screening packages.

Election Day Voter Privacy Protection Protocols

EBI USer — 2008-11-04T14:54:00Z

When casting our ballots on Election Day, we all should appreciate that our voter and personal information will be held in strict privacy... unless you live in Tampa, Florida. This morning, The St. Petersburg Times reported that highway workers found hundreds of papers with voter information strewn on the shoulder of Interstate 4 in Tampa. The paper survey forms carried the names, party affiliation, age, sex, home addresses and some phone numbers of local Tampa voters. The debacle in Tampa contributes to the ever-growing threat of identity theft and fraud. It is imperative that personal records information be strongly safeguarded in order to protect the integrity of the data as well as to protect companies and individuals from liability, fraud and extreme legal and financial problems.

When speaking to Mr. Robert Capwell, Employment Background Investigation’s Chief Knowledge Officer about the Tampa incident, he commented that "Data relating to personal information, no matter if it relates to consumer, background screening or voting data which includes full names, addresses, date of births, social security numbers, driver’s license numbers, credit or even debit card account numbers need to be protected behind a stalwart security protocol." Mr. Robert Capwell stated that "Firms should not allow information in either hardcopy or e-format to be openly available and visible and to never discard consumer or private information in the general office disposal facility or individual garbage receptacles.”

When looking for a compliant background screening company Human Resources and Risk Mitigation Officers should always seek out a screening firm’s data protection protocol in order to insure that all data is safely guarded.

DHS and The Secure Flight Program – Screening Globally

EBI USer — 2008-10-30T14:54:00Z

The Department of Homeland Security (DHS) has green-lighted it's Secure Flight program which will provide the TSA with complete control over screening passenger manifests against global terrorist watch-lists. Currently, each airline is responsible for checking passengers against no-fly lists. The new program will begin in January 2009 and directs individual airlines to forward the names, genders and birthdates of domestic flyers to the TSA for comparison against global watch lists.

The DHS Secure Flights program is a prime example of a high-end global screening initiative that all industries who contract with the government should take a serious look at. The threat of global terrorism and international crime is real, so make sure that your screening program can stand up to the challenge! Employment Background Investigations, Inc. (EBI) offers a top notch U.S Patriot Act/Global Homeland Security compliant search that includes information from more than 14 separate U.S. and foreign sanctions and watch lists. The search also includes Office of Foreign Asset Control (OFAC) sanctions and blocked party data. Your global screening program should also include international criminal record searches as well. EBI’s global screening initiative covers all four corners of the globe and provides search services in over 210 countries worldwide in order to help you protect your business from global malfeasance.

Joe the Plumber's Leak – The Wrong Way to Investigate Someone’s Background!

EBI USer — 2008-10-29T14:54:00Z

Performing legal authorized background investigations through a professional background screening firm is not only compliant but ethical. Take the case of Samuel Wurzelbacher, who now is known throughout the world as “Joe the Plumber.” Recently, Mr. Wurzelbacher, a private American citizen, has gone through some serious unauthorized vetting by political groups due to the fact that he asked some questions that didn’t exactly align with a certain party’s politics. The question that needs to be asked is “Did any party do anything wrong by outing Mr. Wurzelbacher’s private life story for the whole world to see?” The answer is yet to come!

The background screening industry would probably disagree with the tactics used by those who investigated “Joe the Plumber” on the basis of consent. The background screening industry, usually used for employment screening purposes, is governed by regulations such as the FCRA that protect the privacy of individuals. When it comes to employment background investigations, consent to conduct a screening is imperative. The background screening industry does not function on “rogue” investigations and only obtains and uses information legally. Robert Capwell, Chief Knowledge Officer at Employment Background Investigations, Inc. (EBI) 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) as well as federal and state governments as recognized in the FCRA and enforced by the FTC.”

The realm of public records use should also be taken into serious consideration. Unfortunately, not all public records information including criminal records are up to date and valid. That is why a professional background screening firm will always follow correct protocol and verify public information at the source, usually at the courthouse. Professional screening firms should not just grab any information floating around the web or obtained from a records database without thoroughly verifying the information. Reporting false information just opens up the door of liability and costly litigation. Let's just hope "Joe the Plumber" can plug his leak soon!

FACTA Red Flags Delayed For Financial Institutions and Creditors

EBI USer — 2008-10-27T14:54:00Z

The Federal Trade Commission (FTC) recently announced a delay in the enforcement of the FACTA Red Flag Rules for financial institutions and creditors until May 1, 2009. The general compliance target date of November 1, 2008 still remains for employers. The “Red Flag Rules” require employers to have a written policy and procedures in place in the event that they receive a notice of address discrepancy on a credit report. Nationwide CRA's (TransUnion, Experian or Equifax) must provide a notice of the existence of a discrepancy if any address provided by the user in its request if it ‘‘substantially differs’’ from the address the CRA has in the consumer’s file. Employers should consult with a professional background screening firm such as Employment Background Investigations, Inc. (EBI) and with experienced legal counsel for general compliance issues before implementing any sort of identity theft prevention program.

Confirming Worker’s Compensation Claims is Sound Policy

EBI USer — 2008-10-21T14:54:00Z

Worker’s compensation fraud is a serious crime which continues to haunt employers’ year in and out. A common worker’s compensation fraud scenario usually consist of a worker who claims that they were injured on some sort of job related activity while on the company clock, when in actuality the employee was really on a weekend fishing trip when the injury occurred. These days, employers need to be hip to the tactics of worker’s compensation fraud "artists" whose habitual behavior negatively affects a businesses bottom line. The Insurance Research Council points out that one in five employed individuals actually believes that there is worker’s compensation fraud happening at their workplace!

To combat fraud, businesses should be using a professional background screening firm like Employment Background Investigations, Inc. (EBI) which offers in-depth worker’s compensation records searches that will confirm the validity of individual claims. EBI’s Regulatory and Compliance Supervisor, Greg Wieclaw commented that “Employers need to be aware that worker’s compensation records searches need to be conducted on a post-hire or post offer basis, and cannot be used on a pre-employment basis to comply with industry and government regulations.” Mr. Wieclaw added “That searching worker’s comp records serves as a tremendous boon for employers as it uncovers patterns of behavior and further helps employers paint a clearer picture of their workforce’s capability.”

Celebrate This Year's National Drug-Free Work Week EBI Style! October 20 - 26, 2008

EBI USer — 2008-10-17T14:54:00Z

Employment Background Investigations, Inc. (EBI) is proud to be participating in National Drug-Free Work Week 2008! National Drug-Free Work Week (October 20 - 26, 2008), which is sponsored by the U.S. Department of Labor's Working Partners for an Alcohol- and Drug-Free Workplace, emphasizes the benefits that drug-free workplace programs bring to both employers and employees alike. Although National Drug-Free Work Week is only celebrated once a year, EBI passionately believes that it’s time for all workplaces to work drug-free year round! Over the last ten years EBI has seen a boom in workplace drug testing as one of the most practical methods for ensuring workplace safety. Employment Background Investigations, Inc. (EBI) offers a variety of Drug and Alcohol Free Workplace Initiatives that can be tailored to meet any company’s needs, budget and size. EBI believes that educating employees about the general dangers of alcohol and drug use and creating a sound determent and detection policy are great first steps in the establishment of a smart Drug-Free workplace safety strategy. A good safety plan can help to protect against the potentially devastating consequences of impaired employees in the workplace.

FACTA Red Flag Rules

EBI USer — 2008-10-13T14:54:00Z

On November 1, 2008, the new directives of The Fair and Accurate Credit Transactions Act of 2003 (FACTA) designed to secure consumer information will be in play. Popularly referred to as “Red Flag Rules,” some of these new guidelines apply to all users of consumer reports, including employers. The final rules and regulations list the four basic elements that must be included in the program of a financial institution or creditor. (1) The program must contain ‘‘reasonable policies and procedures’’ to identify relevant red flags for covered accounts and incorporate those red flags into the program. (2) Detect red flags that have been incorporated into the program. (3) Respond appropriately to any red flags that are detected to prevent and mitigate identity theft. (4) Ensure the program is updated periodically, to reflect changes in risks to customers or to the safety and soundness of the financial institution or creditor from identity theft. The Red Flag Rules focus national CRA and the End Users of consumer information. Consumer reporting agencies who are reselling the information currently have no regulations to comply with under the Red Flag Rules, although this may change in the future. Employers and other entities covered by the regulations should consult with their background screening firm for general compliance issues and most importantly with experienced legal counsel before implementing any sort of identity theft prevention program.

Due Diligence and Following Strict Background Screening Guidelines Will Eliminate Most Inaccuracies

EBI USer — 2008-10-13T14:54:00Z

A report by ABC News recently brought to light the real concerns of job applicants who have been denied employment due to inaccurate background checks. No process is perfect, but many reputable background screening companies do go above and beyond common practice to enhance their criminal records screening protocols to ensure overall accuracy. Take the use of electronic records databases, an “in-the-know” professional background screening firm will always re-verify through a hands-on search at the proper courthouse to determine if all possible criminal records are accurate and reportable by law.

Arthur Cohen, a former chairman of the NAPBS thinks that inaccurate reporting is not a rampant problem and believes that "mistakes are uncommon." Mr. Cohen stated that "If mistakes are made, they need to be corrected." Many mechanisms like the Fair Credit Reporting Act (FCRA) and other state laws are in place to help provide clear guidance for dispute and the correction of inaccurate records.

At the end of the day, true background screening firms are not maverick organizations that run investigations with no guidelines. Everyday the background screening industry does more good for society by providing thorough investigative services to employers who are only trying to make safe hiring decisions.

With Extension, New Presidential Administration Will Inherit E-Verify

EBI USer — 2008-10-10T14:54:00Z

The federal E-Verify program which employers use to verify the legal status of their workers has been granted an extension and will be active until March 6, 2009. After E-Verify expires in March 2009, political debate is sure to hit a crescendo among both political parties as well as either President Obama or McCain. Sticking points on the current E-Verify program directly tie into the larger immigration debate and focus on the issues of unused visas. Until E-Verify is either enhanced or tabled, all employees should still be screened through the federal E-Verify program to ensure legal work status even if a state's law does not mandate it. Employers should locate a professional background screening company like Employment Background Investigations, Inc. (EBI) to answer any I-9 and E-Verify screening questions.

With Recent Highway Tragedy, Diligent Multi-Leveled Screening Needs To Be Mandatory

EBI USer — 2008-10-09T14:54:00Z

With the recent tragic bus accident in California which involved a driver with a tarnished past that included drug and alcohol abuse and criminal records charges, employers nationwide need to seriously re-evaluate and solidify their screening protocols. Before allowing an employee behind the wheel of a 12 ton vehicle, employers need to go to extremes and look at all possible safety measures to protect passengers and pedestrians alike. Employers should start with state motor vehicle records (MVR's) searches, CDLIS investigations and any Department of Transportation (DOT) requirements that their businesses might be subjected to. Secondly, a full background investigation of every driver needs to be thoroughly completed. A criminal history search should include multi-leveled investigations from local traffic courts all the way up to the state, federal and national levels. A third step that employers need to engage in is some type of mandatory and or random drug and alcohol testing based on DOT standards. The background screening process of drivers might seem like a daunting task but utilizing a professional background screening firm like Employment Background Investigations can make it a smooth process and one that will make sense. EBI can consult and analyze any company’s current screening programs to ensure complete compliance of all regulations and laws that govern the transportation industry. Full background investigations and drug screenings of all drivers can protect employers from negligent hiring litigation. But the most important reason to screen is to help prevent tragic accidents from taking place by keeping unqualified drivers off the nation’s highways.

EBI Offering Background Screening Consultations at 2008 ASHHRA

EBI USer — 2008-10-08T14:54:00Z

Employment Background Investigations, Inc. (EBI) will be exhibiting at the 2008 ASSHRA Conference in Austin, TX on October 12-13, 2008. This year, EBI will be focusing on JCAHO compliance and providing opportunities to discuss current background screening policies and ways to enhance screening packages. As a highlight of the exhibition, EBI will be scheduling one-on-one consultations with healthcare firms to see if their current background screening protocols are JCAHO and state specific compliant. Healthcare organizations can schedule consultations at EBI's booth #730.

Employment Background Investigations, Inc. (EBI) is particularly well versed in JCAHO compliance and deeply experienced in qualifying healthcare organizations to meet JCAHO required background screening and drug testing standards. EBI’s background screening, drug testing and occupational healthcare solutions are in-line with all state and JCAHO required healthcare screening protocols.

EBI's Robert Capwell at CUPA HR National Conference and Expo 2008

Marcel Media — 2008-10-06T14:54:00Z

Employment Background Investigation's Chief Knowledge Officer (CKO), Robert Capwell will be speaking about "The Benefits and Risks of Using Social Sites for Hiring Professionals" during the morning session of the upcoming CUPA-HR National Conference and Expo 2008 in St. Louis, MO. Mr. Capwell will be speaking on Tuesday, October 14 during the 10:45 a.m. to noon time slot. Mr. Capwell's works on such topics covering background screening and FCRA compliance have become the standard among industry peers. Mr. Capwell has been published by many industry powerhouses including The Society for Human Resource Management (SHRM) online and The Encyclopedia of Security Management. Employment Background Investigations, Inc. (EBI) offers the industry's most innovative background checks, drug testing and occupational healthcare solutions. Worldwide capabilities tailored to your exact background screening needs and integrated seamlessly with your workflow.

Presidential Candidates Obama and McCain Believe in E-Verify

EBI USer — 2008-10-06T14:54:00Z

No matter what side of the political spectrum the presidential candidates sit on, there is at least one commonality between the two - Electronic Employer Verification Systems. Both Democrat Barak Obama and Republican John McCain both agree that employers will need to continue to utilize some sort of instant electronic verifications solution to check the immigration status of all new hires. Barak Obama's employment verifications plan seems to have a favorable buzz with small businesses as it does not hold small firms liable for any contractor or subcontractor actions that might violate illegal hiring laws. Obama’s plan will significantly increase fines for all guilty parties. John McCain's plan will also employ new electronic verification technology in conjunction with numerous other Homeland Security resources to try and curb illegal hiring and McCain also similarly favors strictly holding employers responsible for their actions. But until either hopeful makes their way to the White House and implements their improved plans for controlling illegal hiring, employers need to know that they should currently be verifying the identity and employment eligibility of all new hires. If there is any doubt about I-9 compliance, employers should consult a reputable professional background screening firm to answer any questions. Employment Background Investigations, Inc. (EBI) offers an instant Employment Verification Program (EVP) that is run through the Social Security Administration and the Department of Homeland Security which provides an efficient method of confirming an employee’s legal right to work. On a daily basis, EBI helps employers avoid fines, business license suspension, and criminal penalties associated with I-9 and E-Verify non-compliance.

EBI Can Help Keep Attendance Up This Flu Season

EBI USer — 2008-10-03T14:54:00Z

With the start of "Flu" season beginning in October, most of us have already received our inoculations or are planning to get a shot soon either through a work related vaccination program or from our doctors or local clinics. If your employer has a work related "Flu" vaccination program you should take full advantage of it - it is convenient, safe and relatively inexpensive. Industry experts such as Employment Background Investigations, Inc., who offer tailored occupational healthcare and background check solutions to all size companies, can easily take care of the logistics of setting up and carrying out employee vaccination programs. There is still time to get inoculated, so ask your employer about setting up a workplace "Flu" shot clinic for the 2008/2009 "Flu" season!

EMT Criminal Background Checks for California

EBI USer — 2008-10-02T14:54:00Z

Governor Schwarzenegger recently signed into law Assembly Bill 2917 which requires Emergency Medical Technicians (EMT's) to undergo mandatory criminal background investigations. About 70,000 EMT's will need to be vetted in order to ensure that all are fit for duty. The Governor stated that "EMT's provide vital services that help Californians in their time of need, and because of the critical role they play, it is important that we have a universal statewide standard that will prevent those who are unqualified or have a past criminal history from becoming EMT's." With this legislation, the public should feel more secure if ever in any emergency situations that require EMT help. Background checks should most importantly include searches of criminal records, motor vehicle driving records and verification of licensing. Professional screening companies like Employment Background Investigations, Inc. (EBI) have the full resources necessary to complete thorough criminal investigations which should include County, State, Federal and National criminal records searches. The Governor of California should be applauded in his actions in making the general public safer.

Governor Terminates California AB2918 and AB3063

EBI USer — 2008-10-01T14:54:00Z

It came down to the legislative deadline but Governor Schwarzenegger vetoed AB 2918 that would have restricted the use of credit reports in the hiring process. Chalk one up for employers who deeply depend on the information that is found in credit reports to screen applicants to make hiring decisions. Governor Arnold Schwarzenegger also vetoed AB 3063, which might have changed the landscape pertaining to how criminal records are reported in California. The campaign against the legislation which was not popular among many parties was championed by the National Association of Professional Background Screeners (NAPBS) Government Relations Committee whose efforts along with other grass roots employment background screening organizations grabbed the CA Governor's attention and looks to be what turned the tide.

Diploma Mills - Use a Professional Service to Verify All Education!

Marcel Media — 2008-10-01T14:54:00Z

Conducting education verifications through a professional background screening firm is so important in today's job market. With today's society being a "credential first" society, education is a premium and will most of the time truly help a candidate land a job... unless the education is fraudulent. In a recent article in the Chicago Times, Vice Adm. Donald Arthur, a once Navy Surgeon General was found to have fake degrees from diploma mills. It goes to show us that no matter who the job applicant is, vetting is necessary. To combat any chance that a candidate is lying on their job application about their educational credentials, an employer should hire a background investigations firm to prove all credentials valid. Employment Background Investigations offers a wide array of credential, education and licensing verifications solutions to protect against all types fraudulent claims.

E-Verify to Expire!

EBI USer — 2008-09-30T14:54:00Z

Unless Congress steps in before November 30th, the all to important E-Verify program will expire. E-Verify is a system that allows employers to verify electronically whether their newly hired employees are legally authorized to work in the United States. It should be a "no-brainer" that the E-Verify program should be again approved by Congress to aid in the fight against illegal immigration. Just recently in California the Federal government announced that another ICE raid netted and arrested 1,150 people for illegally being in the country. Employment Background Investigations offers a complete I-9 compliance package that will help any employer stay ahead of the game and away from the fines, criminal penalties and pitfalls associated with hiring illegal workers.

Americans with Disabilities Amendments Act of 2008

EBI USer — 2008-09-29T14:54:00Z

President George Bush recently signed the new Americans with Disabilities Amendments Act of 2008. The amendments will be active as of 2009 and are important to employers because they broaden the definition of disability and will increase the number of employees who are protected by the non-discrimination and reasonable accommodation provisions of original American with Disabilities Act of 1990. Hiring and background screening could [possibly see some changes due to these amendments. Employers should seek answers from experts who are familiar with background investigations and the laws that govern the field.

Workplace Solutions to Fight the Seasonal Flu

EBI USer — 2008-09-17T14:54:00Z

With the "Flu" Season almost upon us it is important for both company workers and owners to protect themselves from influenza. With the "Flu" responsible for increased workplace absenteeism during the fall and winter months it is important to inoculate. Workplace "Flu" campaigns are one way of protecting staff and work place environments from the seasonal strains of influenza. According to the Center for Disease Control and Prevention (CDC) influenza outbreaks can happen as early as October and peak in January while slowing down into mid spring.

Employment Background Investigations (EBI) has a cutting edge new workplace initiative focused on staving off influenza infection by helping you to set up an in-house Workplace Flu Shot Clinic. EBI's Occupational Healthcare Department and wellness programs will help with the set up and logistics to make it easy for your HR.

Employment Background Investigations offers the industry's finest background checks, drug testing and occupational healthcare solutions. Worldwide capabilities tailored to your exact background and drug screening needs and integrated seamlessly with your workflow.

Wales, England & Northern Ireland Top List of Violence

EBI USer — 2008-09-15T14:54:00Z

A recent report out of Wales enforces the need for U.S. firms hiring abroad to conduct international background screenings on prospective candidates. The report states that Wales ranks third in the world for recorded violent crime. The report adds that only England and Northern Ireland rank higher. Global background investigations and drug and alcohol testing will help to allow international firms to hire safely.

Sex Offender Screenings Because You Just Don't Know

EBI USer — 2008-09-12T14:54:00Z

A recent event in Phoenix, Arizona stresses the need for sex offender legislation such as Megan's Law and the importance for sex offender screening. Megan's Law has paved the way for every state to develop a procedure for notifying residents of sex offenders residing there.

Neil Rodreick, an adult recently arrested for trying to impersonate a school student in the Chino Valley School District turned out to be a registered sex offender. School officials became suspicious of Rodreick's paperwork and notified police. Upon completing a background investigation it was uncovered that Rodreick was indeed a convicted sex offender and with charges ranging from child pornography to fraud.

Protection for Nations Seniors

EBI USer — 2008-09-11T14:54:00Z

The Patient Safety and Abuse Prevention Act (S. 1577) made headlines again this week as forward progress on the bill provides the blueprint for background investigations for long-term care employees. The bill will protect the nation’s seniors from predators and abusive caregivers. The bill requires screening, including national criminal history background checks, of direct patient access employees of skilled nursing facilities, nursing facilities, and other long-term care facilities and providers, and to provide for nationwide expansion of the pilot program for national and State background checks on direct patient access employees of long-term care facilities or providers.

Colorado School District Looks Towards Volunteer Screening

EBI USer — 2008-09-11T14:54:00Z

For any volunteer to be able to come into a school and interact with children without being vetted is completely incomprehensible. According to Colorado law, Colorado does not warrant a school district to run background checks on its volunteers.

Some concerned Parents have spoken up and have demanded that their children be in the care of vetted and approved volunteers. The Colorado school district should consider criminal background investigations and sex offender screenings on all volunteers. The Boulder Valley School District states that the reason why volunteers are not screened is due to cost. The safety of our children should not be compromised due to the cost a background screening. Employment Background Investigations offers a vast array of screening solutions and can work with any budget and any sized organization.

Sarah Palin and Proper Background Investigations

Marcel Media — 2008-09-09T14:54:00Z

With the U.S. Presidential election a few months away and with the Democratic and Republican Conventions behind us we now know who will be running for the highest offices in the land. It is extremely comforting to know that each party thoroughly vetted each of their candidates.

Recently their have been accusations and wild rumors flying about the Internet and Web about Republican Vice President Nominee Sarah Palin. We need to realize that relying solely on any data found on the Internet for screening, hiring or disciplinary purposes without verifying the validity of it could lead to serious trouble such as fraud, discrimination and costly litigation.

There is no substitute for a complete professional run background check including employment, education and other credential confirmations.

CA Assembly Bill 2917 EMT Vetting

Marcel Media — 2008-09-05T14:54:00Z

Emergency Medical Technicians (EMT's) are first responders that heed the call to serve and care for all of us when the situation arises. In certain situations EMT's need to make decisions and access situations immediately and with such a huge responsibility there is also huge risk when dealing with someone’s life and the public deserves the best of the best. In California, one of the most populated states in the country, one would think that EMT's would have to pass stringent background checks. On the contrary, the Contra Costa Times recently reported that not all California counties have a mandatory background screening and drug testing program installed which is troubling. To remedy the situation Governor Arnold Schwarzenegger is ready to sign CA Assembly Bill 2917 that would establish background investigations for EMT's. CA Assembly Bill 2917 is waiting in limbo until the state's budget is balanced.

A well rounded background vetting program for EMT's should start with criminal records searches, sex offender searches, education and certificate verifications, drug testing and past employment verifications.

Gustav Blows Criminals Away

Marcel Media — 2008-09-02T14:54:00Z

With diligent background checks, Caddo Parish Police have discovered a few criminals among those seeking shelter from the latest hurricane hitting Louisiana. There is no substitute for real grass roots criminal record checks that contain information from primary sources such as local courthouses.

True background screening should never come from a for sale records database that might be out of date and contain wrong information on the web. If you are going to pursue background screening on the state and local levels, it would be prudent to seek out a professional background screening firm that utilizes court researchers at the court levels. Employment Background Investigation's Compliance Supervisor Greg Wieclaw stated that he "Insists on using court researchers located quite near local district courthouses as they can obtain the needed criminal record information faster. Having someone in the presence of a court clerk is a sound practice."

With over 60,000 evacuees trying to escape hurricane Gustav, The Caddo Parish Police should be lauded for their diligent use of criminal records in vetting storm shelters to keep the general public safe.

International Background and Drug Screening

Marcel Media — 2008-08-29T14:54:00Z

A recent report out of Ireland claims that there is a huge rise in addicts entering rehabilitation clinics for alcohol and drug abuse in that country. Phil Prendergast, the Labour Senator from South Tipperary announced that "Drugs are an escalating social problem in Ireland, associated as they are with violence and gun crime, alcohol abuse and anti-social behavior." With the Labour Senator from Ireland associating drug and alcohol abuse with criminal activity it would be prudent to utilize international background and drug screening from a reputable background screening firm if hiring abroad. Another interesting fact that should trigger international drug screening is that less than half of the people entering rehabilitation programs finish their courses!

Say No to California Bill AB2918

Marcel Media — 2008-08-26T14:54:00Z

The passage of California Bill AB2918 would serve to hinder complete background screening in whole. Credit reports are an intricate part of identifying a job applicants past. Background screening firms and anyone who conducts background checks should be concerned about the potential restriction of credit reports in background screening especially if a person will be working around finances. Robert Capwell, CKO of Employment Background Investigations (EBI) stated that “Past action is a great predictor of a future behavior and credit reports provide us with just that, an in-depth look into patterns of behavior." Let's hope that there is more discussion on California AB2918 and lawmakers do not make the wrong decision and hinder the background screening process by blocking the use of credit reports. The National Association of Professional Background Screeners (NAPBS) is campaigning against the legislation and more information can be found at their Website.

NJ Diploma Mill Controversy

Marcel Media — 2008-08-25T14:54:00Z

A recent education verification investigation resulted in "diploma mill" accusations and has caused a row between a top NJ public school district administrator and a board of education member. The Asbury Park Press has reported that a high ranking public school administrator has been asked to resign if he does not reimburse the tuition to the school district who granted the funds to obtain a fraudulent doctoral degree from an unaccredited educational institution known as a "diploma mill." Education Degrees from unaccredited institutions known as "diploma mills" are used to illegitimately qualify persons for better and high paying employment based on false educational credentials.

Employment Background Investigations' background screening solutions and education verification solutions will verify that all of your candidate’s education credentials are valid and EBI will also check to see if an educational institution listed on a job application is an officially accredited school. To see how EBI can help combat education and resume fraud click here.

Employee Drug Testing Sorely Needed in Trucking Industry

Marcel Media — 2008-05-27T14:54:00Z

Perhaps it's oversight, bureaucracy, or just plain refusal to face facts, but the lack of employee drug testing in the trucking industry is likely leading to the injury and death of employees and even innocent people.

Behind the wheel accidents account for the second leading cause of workplace fatality in this country. And, according to the article at Minneapolis' Star Tribune, the trucking industry isn't doing enough about it.

Employee drug testing is supposed to be enforced, but "shortcomings" in the industry are allowing some drivers to work without submitting urine samples, and allowing others to cheat.

In 2006, nearly 5,000 people were killed in crashes involving large trucks while 106,000 were injured. And, in a recent expose by Fox News, undercover investigators at 10 of 24 urine collection sites were not required to empty their pockets before providing a sample, an oversight that could easily allow for tampering of samples.

And of course, there are a lot of drivers who just don't show up for their testing, and haven't been punished for it.

By implementing stricter standards for employee drug testing countless lives could be saved, and injuries prevented; which is exactly why this aspect of background screening has become so popular in other workplace environments.

Skipping Background Screening Often Costs Employers Even More

Marcel Media — 2008-05-23T14:54:00Z

The biggest complaint that most employers make about background screening is that for quality checks they have to pay more. However, as the article at the New York Times makes clear, in many cases it costs them a lot more to skip such an important pre-hire step.

The article is full of hair-raising tales that any employer would find disturbing. One company paid $3 million dollars when they decided to skip out on background screening, and they only got $1 million of it back.

In another case, $250,000 worth of merchandise was lost over the course of several years before the managers of a hardware store figured out that something was wrong.

And with economy as it is, things could easily get worse.

This is why the article suggests that all potential hires go through quality background screening procedures, and in the case of even a "single lie" that resume should get thrown into the wastebasket.

Statistically, as layoffs increase employee theft will rise. As a result, it can cost a great deal more to skip background screening during times of economic depression, while paying for quality checks can literally save you millions.