Robert Capwell

Behind the Screen Part 2 – The 9 Questions to Ask Your Screener About Information Security
Behind the Screen Part 2 – The 9 Questions to Ask Your Screener About Information Security

  The handling and storing of data might sound like a dry, IT topic, but in this day and age of rampant identity theft, job applicants depend on employers protecting their information. This is no simple task. Every day, background screeners process thousands of pieces of data. Most of it is extremely sensitive information like candidates’ names, addresses, social security numbers, dates of birth, employment history, education, motor vehicle records, credit and criminal history, and even drug testing results. Employers need to be sure that their screening partner does everything in its power to protect candidate data. 

EBI Makes HRO Today’s Baker’s Dozen for the Sixth Time
EBI Makes HRO Today’s Baker’s Dozen for the Sixth Time

Once again, Employment Background Investigations (EBI) has the honor of being recognized in HRO Today magazine’s Pre-employment Screening Baker’s Dozen Customer Satisfaction Survey.  This is our sixth time appearing on this exclusive list of the top thirteen pre-employment screening providers. By far the most prestigious survey of its kind, the annual Baker’s Dozen rankings are completely based on customer survey results and quantitative rankings. For 2013, 587 survey respondents answered 30 questions, evaluating firms on their diversity of services offered, geographic reach of the company, and overall quality of service.

Best Practices for I-9 Compliance to Ensure a Successful DHS Audit
Best Practices for I-9 Compliance to Ensure a Successful DHS Audit

Your company's I-9 compliance should be treated as sacred as its mission statement, corporate vision, employee handbook, or any other policy or procedure used to ensure the continued success of your business. Hiring ineligible or undocumented workers at your workplace could have grave affects on your business and its financial success. The Federal Immigration and Control Act (IRCA) of 1986 prohibits U.S. businesses from hiring unauthorized immigrants or ineligible workers and that is the bottom line. A Texas-based technology consulting and outsourcing company learned the hard way and recently settled for a record $34 million dollar civil lawsuit with the U.S. government for systemic visa fraud and abuse of the immigration processes. Think about a scenario when an Immigration and Customs Enforcement (ICE) officer from the Department of Homeland Security (DHS) arrives at your business and detains several undocumented workers as part of a raid or even in a response to a routine Notice of Inspection (NOI). Could a significant loss of workforce put you out of business? In addition, DHS fines and penalties are significant and range anywhere from $375 to $16,000 per employee violation. Anyone with a pattern or practice of hiring, recruiting or referring unauthorized aliens can even be put in jail for 6 months.

Federal Bill Could Mandate Employment Background Checks in Schools
Federal Bill Could Mandate Employment Background Checks in Schools

It may be a surprise to many Americans that drop their children off at school every day that the vast number of employees caring for millions of children at thousands of public and private schools across the U.S. do not undergo an employment background check.  Shockingly, there is no federal law mandating background checks even be conducted for school employees.  In fact, in 2010 the U.S. Government Accountability Office (GOA) conducted a study which highlighted “Selected Cases of Public and Private Schools That Hired or Retained Individuals with Histories of Sexual Misconduct”.  The study sites many instances of sex offenders and people with a history of sexual misconduct being hired or retained as teachers, support staff, volunteers, and contractors.  The study includes horrific stories where school officials did not conduct background checks, did nothing after knowing prior sexual misconduct, or even shuffled off prior offenders to other school districts and states with a positive recommendation.  Here are just a few horrific examples of school negligence according to the study:

Team EBI Steps Out To Support the American Diabetes Association
Team EBI Steps Out To Support the American Diabetes Association

On October 5, 2013 the staff at Employment Background Investigations (EBI) laced up their running shoes and headed to Baltimore’s Inner Harbor to participate in the American Diabetes Association’s 2013 Step Out: Walk to Stop Diabetes 5k (3 miles) walk.  Participation in this event has become an annual tradition at EBI.  One of 120 such walks held annually across the country, this event is more than good exercise; it’s a great way to raise awareness, promote healthy living, and raise money to fund educational outreach, advocacy efforts and critical research that will ultimately stop diabetes once and for all.

E-Verify Suspended Due To Government Shutdown
E-Verify Suspended Due To Government Shutdown

Another victim of the latest government shutdown is E-Verify – the online system employers use to check immigration statuses of new hires. The system has been put on hold and employers will not be able to run new hires in E-Verify as long as the shutdown continues.

The Latest Workplace Violence Resources for Employers
The Latest Workplace Violence Resources for Employers

The October publication of the Workplace Violence Prevention eReport was just released from the National Institution for the Prevention of Workplace Violence, Inc.  The publication includes several reports of workplace violence incidents and includes education resources to better prepare employers and the public in case of an unthinkable act of violence in the workplace. 

What Employers Need to Know about the FBI Criminal Records Database – Part 2
What Employers Need to Know about the FBI Criminal Records Database – Part 2

This article addresses critical information gaps as they relate to the disparity and accuracy of criminal records data within the FBI database and sporadic and incomplete information reported by individual states and U.S. territories. This information is critical for employers who only use FBI database criminal information to conduct pre employment background checks. Please refer to Part I of this article to obtain a complete copy of this publication.

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Happy Saturday from Maryland.