Featured White Paper: 2015 Compliance Recap – 21 Important Hiring Laws for Employers
2015 was a busy year with 21 major legislative changes impacting hiring processes across the country – from E-Verify, to Ban the Box, to Drug Testing. Accurate Background’s 2015 Compliance Recap provides employers with an easy reference guide for staying on top of 2015’s many legislative updates.
Compliance trends at a glance:
- 6 Ban the Box Measures Passed – Several states and local jurisdictions, including Illinois, New Jersey, Chicago, and New York City, placed Ban the Box restrictions around how the employer’s ability to inquire into criminal history during the hiring process.
- 5 E–Verify Measures Passed – Wisconsin, Texas, North Dakota, Nebraska, and North Carolina expanded their use of the E-Verify Program.
- 3 Credit Report Restrictions Passed – Cook County, IL, New York City, and New Hampshire placed restrictions on the employer’s ability to use credit history in employment decisions.
- Looking forward to 2016 – Three Ban the Box measures take effect in 2016 in Portland Oregon, the State of Oregon, and Philadelphia.
White Paper Library
Accurate Background’s latest white paper “The Fair Credit Reporting Act: What Employers Need to Know” gives a high-level overview of FCRA regulations. It also discusses the consequences of not complying with FCRA and provides guidelines to protect employers.
Analyzes the results of a recent Government Accountability Office (GAO) study on the accuracy and completeness of NCIC’s data and provides important reminders for employers considering information acquired through the FBI criminal record database.
For many human resource professionals and business owners, the Fair Credit Reporting Act (FCRA) and what it means for their organization can be confusing. Read this white paper for more information on the basic FCRA requirements.
The financial industry is one of many that have its own background screening requirements under Federal law. In today’s tough economy, fraud and embezzlement are on the rise and banks are an easy target for disgruntled employees and desperate job applicants with a criminal history.
In today’s tough economy, the job market is highly competitive and the applicant pool is more experienced. Employers should take caution before eliminating or decreasing their level of due diligence as it pertains to background screening.
With new regulations, a revision to auditing standards, updates to the Federal Sentencing Guidelines and pressure to reduce costs, if an organization hasn’t recently assessed their screening program, now is the time.
Read a review of NCIC and the Interstate Identification System evaluating its effectiveness in maintaining accurate and complete criminal history records.
Where has the background screening industry been, where is it now, and what does its future hold?