NEWS

ClearChecks Self-Check is a revolutionary tool designed for job seekers who want to take control of their background check process. With Self-Check, you can easily run a comprehensive background check on yourself, review the results, and share the report with potential employers.

ClearChecks Self-Check is a revolutionary tool designed for job seekers who want to take control of their background check process. With Self-Check, you can easily run a comprehensive background check on yourself, review the results, and share the report with potential employers.

According to the Michigan State Police, there are about 6.5 million people in Michigan who have a criminal record

I live in a marijuana-friendly state. Do I have to allow employees to use and possess marijuana at work?

ClearChecks is a modern and secure platform that lets you order and manage background checks from within your favorite hiring tools like Workable, Lever, and more.

With new laws coming into effect every year, along with changes to existing ones, employers operating in the United States must equip themselves with the necessary information in order to remain compliant.

When switching to a new employment background screening provider, there are several key questions that employers should ask to ensure that they are making the right decision.

Background screening is an essential step in the hiring process for many employers.

As we look ahead to 2023, several key trends and developments are likely to shape the HR landscape and to impact the way that organizations approach their HR strategies and practices.

What if customer support was amazing? What if they were able to resolve your issue quickly and efficiently, without making you feel like you were talking to a robot? Amazing customer support is essential for businesses because it can make the difference between a one-time customer and a lifelong fan.

Sex offender registration is a system for monitoring and tracking sex offenders following their release into the community. Registries often supply information such as the offender’s name, current location/address, age/partial or full date of birth, and past offenses. To keep Sex Offender Registries centralized nationwide, the National Sex Offender Public Website (NSOPW) was established in 2005.

The gig economy has brought businesses that use online applications and platforms providing services to consumers, such as Uber or Lyft, much more readily available. These services are being taken much more seriously, bringing both benefits and risks to consumers. Often these businesses want to hire quickly, making the cost and time of background checks less appealing.

Benefits of utilizing a PBSA Accredited background screener, include, but are not limited to, understanding and following laws (local, state, and federal), and compliance management.  We receive questions all the time from customers stating, “you reported no findings when I know my candidate has a felony/misdemeanor!”...

Connecticut has become the 19th state to adopt a law legalizing the recreational use of marijuana and puts into place regulations for the use, sale, and cultivation of marijuana throughout the state.  What does this mean for employers?

On July 15, 2021, the New York City Commission on Human Rights (the “NYCCHR” or “Commission”) issued its highly anticipated updated Legal Enforcement Guidance on the Fair Chance Act and Employment Discrimination. The 28-page Guidance clarifies and interprets key amendments to the New York City Fair Chance Act (FCA), which take effect on July 29, 2021.1 These amendments implement, among other things, (1) significant changes to the process by which an employer hiring or employing workers in New York City may take into account the criminal history of an applicant for employment; (2) a new requirement of an individualized assessment process for consideration of pending criminal arrests and charges, and for criminal convictions of current employees, and (3) a strict prohibition on the consideration of various types of “non-convictions” in employment decisions.

Approximately 77 million Americans, or 1 in 3 adults, have a criminal record. The State of Illinois has made adjustments to their Ban the Box policy, which is in place to help protect those that have a criminal record seeking employment. On March 23, 2021, Governor Pritzker signed The Employee Background Fairness Act (Senate Bill 1480), which replaced The Illinois Human Rights Act (IHRA).

Join us on the last Wednesday of each month for a quick, 30-minute update to keep you in the know! Littler’s Phoenix attorneys and our guest speakers will cover the issues Arizona employers face every day. Each month’s session will include discussions on labor and employment trends, legal updates and compliance strategies. We will wrap up each webinar with a 15-minute Q&A session and a prize giveaway.

There is a wide range of products and pricing options available when it comes to background checks. Background checking can be a time-consuming and frustrating experience. That’s why ClearChecks insists on Transparency in both pricing at turnaround times.

Last summer the state of Florida enacted a new law requiring public and private employers to comply with new state E-Verify requirements starting January 1, 2021.1 E-Verify is the Internet-based system operated by the U.S. Department of Homeland Security and the Social Security Administration that allows participating employers to electronically verify and confirm the identity and employment eligibility of newly hired employees.

On November 20, 2020, the Montgomery County, Maryland Council approved amendments to its 2014 “ban-the-box” legislation.  The original legislation (Bill 36-14) prohibited employers with 15 or more full-time employees in Montgomery County from conducting a criminal background check of a job applicant, or otherwise inquiring about the criminal or arrest history of an applicant, prior to the completion of a first interview.

On December 10, 2020, the New York City Council passed bill Int. 1314-A, which significantly expands the scope of New York City’s “ban-the-box” law, the New York City Fair Chance Act (FCA).

The EEOC and Dollar General recently resolved the EEOC’s six-year lawsuit against the retailer arising under Title VII of the Civil Rights Act of 1964 (Title VII) for $6 million dollars and other programmatic relief.

Columbia, South Carolina passed an ordinance effective August 6, 2019,1 limiting employers’ use of criminal background checks and banning employers from inquiring about salary history on job applications.  South Carolina’s capital city is the latest locality to pass such a measure, following several others that passed similar ordinances within the past year.2

On September 18, 2019, California Governor Gavin Newsom signed into law sweeping legislation—Assembly Bill 5 (A.B. 5)—that will dramatically reshape the contours of California’s workforce and economy, and potentially reclassify two million independent contractors—roughly 10% of the state’s workforce—as “employees” for purposes of state labor laws.

Colorado has joined the ban-the-box legislative trend.  Ban-the-box laws prohibit employers from asking applicants about criminal history on the employment application, thereby banning the once-common checkbox for applicants to disclose their ex-convict status.

As an employer, you should be aware of the law called the Fair Credit Reporting Act or commonly referred to as the “FCRA”. The Fair Credit Reporting Act was enacted to promote the accuracy, fairness and privacy of consumer information contained in the files of consumer reporting agencies.