Job descriptions are important because they impact every aspect of your workforce management activities. In the background investigation arena, job descriptions establish a link between the job’s essential functions and why individuals with unacceptable past criminal convictions will not be allowed to enter the workforce. The EEOC describes this as an important link between job […]

Using recidivism rates to make hiring decisions makes business sense to us. If a person with a criminal record has not exhibited unacceptable past behavior within a certain period of time, can you make a prediction of their future behavior? We believe that most people normally don’t change their behavior. They will behave and perform […]

Inspect what you expect from companies who assure you they are performing background investigations on their employees who deliver services to your organization. Similar to individuals, companies don’t always tell you the truth. Case in point was the situation that occurred when the City of Chicago discovered that transportation providers were not complying with established […]

A new summary of rights form is in place effective September 12, 2018. The new form, issued by the Consumer Financial Protection Bureau, updates the model Fair Credit Reporting Act notice that should be given to a consumer concerning a summary of their rights when applying for a position with your organization as that application […]

Do you know how, or even if, your consumer reporting agency is complying with the Fair Credit Reporting Act (FCRA) when it comes to communicating potentially adverse information? This is important to know particularly if information from a public database is the source. Recently a large consumer reporting agency agreed to a $3.3 million settlement […]