Looking to enhance your candidates’ onboarding experience?
Nothing beats the convenience of CARCO’s secure Mobile App!
Your new hires will thank you!!
CARCO’s Mobile Document Upload App facilitates the process of transferring forms from either the applicant or your Human Resources staff that are required for the background check or I-9 processes.
Some of the forms uploaded using the Mobile App include:
- Social Security card
- W-2 form
- School records
- Driver’s license
And no sensitive documents are stored on the phone itself. All forms are secured using TLS encryption so you can be confident that your candidates’ information will be safe.
Interested in learning more? Click here or speak to a CARCO Specialist at 1-866-557-5984.
On October 21st, a proposed class action was filed against Robert Half International, Inc., a staffing agency, for allegedly violating the FCRA.
The Plaintiff alleges that he was denied employment based on a background report containing inaccurate information, including a felony robbery conviction, and that he never had a chance to dispute the information in the report.
According to the complaint, “As a result of [Robert Half]’s actions, Plaintiff and the members of the class have been deprived of their consumer rights and have been prevented from timely and effectively contesting the adverse action.”
The proposed class includes anyone who was subject to an adverse action over the past five years based on consumer reports procured by Robert Half and who were not given the opportunity to dispute the reports’ findings in advance. The lawsuit seeks damages between $100 and $1,000 per violation per class member.
We keep seeing the same type of class action lawsuit over and over again. Keep your company out of harm’s way by making sure your hiring process is completely compliant. CARCO can help!
Click here for more information or call 1-866-557-5984 to speak to a CARCO Specialist.
Black v. Robert Half International, Inc., case number 3:16-cv-06077, in the U.S. District Court for the Northern District of California.
The Department of Justice and the Federal Trade Commission recently published a Guide to alert HR professionals and others involved in hiring and compensation decisions to potential violations of the antitrust laws.
This is a must read for all HR professionals as the DOJ has sued several companies for violations. The guidance discusses in detail:
- Antitrust laws establish the rules of a competitive employment marketplace
- Agreements among employers not to recruit certain employees or not to compete on terms of compensation are illegal.
- Avoid sharing sensitive information with competitors
The Antitrust Guidance also contains a Questions and Answers section. Below is a sample of what this section covers.
Question: I work as an HR professional in an industry where we spend a lot of money to recruit and train new employees. At a trade show, I mentioned how frustrated I get when a recent hire jumps ship to work at a competitor. A colleague at a competing firm suggested that we deal with this problem by agreeing not to recruit or hire each other’s employees. She mentioned that her company had entered into these kinds of agreements in the past, and they seemed to work. What should I do?
Answer: What that colleague is suggesting is a no-poaching agreement. That suggestion amounts to a solicitation to engage in serious criminal conduct. You should refuse her suggestion and consider contacting the Antitrust Division’s Citizen Complaint Center or the Federal Trade Commission’s Bureau of Competition to report the behavior of your colleague’s company. If you agree not to recruit or hire each other’s employees, you would likely be exposing yourself and your employer to substantial criminal and civil liability.
Click here to read the Antitrust Guidance.
It has always been CARCO’s mantra that Compliance is KEY in every aspect of your hiring process.
To learn how CARCO keeps your hiring process compliant in every way, click here or speak to a CARCO Specialist at 1-866-557-5984.
Are you looking for an Onboarding Experience that is Candidate-Centric?
CARCO can help!
We are all about making the onboarding and background screening process of your new hires as easy and efficient as possible via our industry-leading technology.
New hire productivity is critically important for every organization. Too often new hires begin their experience burdened with cumbersome paperwork!
Let CARCO take the onerous, paper-based new hire process out of your hands and make it completely automated and compliant. CARCO’s Onboarding Solution will streamline your process, reduce time-to-fill and provide your applicants an efficient and positive onboarding experience with your company before they even start!
To view a demo of CARCO’s Onboarding Solution, click here.
To learn more about the CARCO’s industry-leading HR Technology, click here or speak to a CARCO Specialist at 1-866-557-5984.
The Federal Trade Commission (FTC) recently released information on what landlords and their tenant background screening companies need to know to ensure compliance with the Fair Credit Reporting Act (FCRA).
Tenant background checks can include a variety of information, including rental and eviction history, credit, or criminal records. These reports are also known as consumer reports. It is important to know the steps that must be taken before obtaining a consumer report and after adverse action is taken based on that report in order to be FCRA compliant.
Some of the tips provided are:
- Follow reasonable procedures to assure accuracy
- Get certifications from your clients
- Provide your clients with information about the FCRA
- Honor the rights of applicants and tenants
Interested in learning more? Below are the links from the FTC to review for detailed information.
What Tenant Background Screening Companies Need to Know About the Fair Credit Reporting Act
Using Consumer Reports: What Landlords Need to Know
To learn more about how CARCO ensures complete compliance with the FCRA, click here or call 1-866-557-5984 to speak with a CARCO Specialist.
Here is some information on why you need to say “yes” to this question.
To help ex-felons obtain employment and to reduce recidivism, the District of Columbia and over 150 cities and counties (in 20 states) have passed Ban the Box laws removing questions about criminal convictions from job applications. This change allows employers to base their hiring decisions on qualifications first.
These laws apply to the cities and counties themselves. Many of them also apply to private employers including Connecticut, Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, Oregon, and Rhode Island.
The National Employment Law Project (NELP) has put together a list of ten principles for employers to follow to update their hiring policies and procedures:
- Avoid stigmatizing language.
- A background check may be unnecessary for a job position.
- Avoid blanket exclusions and instead include an equal opportunity statement on job applications.
- If a background check is necessary, only consider those convictions with a direct relationship to job duties and responsibilities and consider the length of time since the offense.
- Remove inquiries into convictions from the job application.
- Remove self-reporting questions about conviction history.
- If a job applicant is rejected because of a record, inform the applicant.
- Provide the applicant the right and sufficient time to submit evidence of mitigation or rehabilitation.
- Expand the fair change policy to private employers.
- Combine data collections and effective reinforcement.
Click here to view CARCO’s Ban the Box chart summarizing the policies.
It is important for employers to keep abreast of the different ban the box laws as each has its own set of nuances. For example, each law restricts when an employer can inquire about a person’s criminal history and how it can be used for employment purposes.
For more information on how CARCO can keep your hiring process compliant, call us at 866-557-5984 or email us at firstname.lastname@example.org.
On October 5th, a California federal judge dismissed a proposed class action against Lyft, Inc. for allegedly violating the FCRA. The Plaintiff accused the company of failing to provide him a disclosure of his rights when conducting a pre-employment background check.
Plaintiff Nokchan applied to become a Lyft driver at which time Lyft ran a credit check as part of its background screening process. Nokchan alleged that Lyft’s FCRA disclosures were not presented as stand-alone documents as required by law.
The judge ruled that the Plaintiff failed to establish Article III’s injury-in-fact requirement, citing the Spokeo Supreme Court decision. The judge wrote that, “Plaintiff does not allege that as a result of Lyft‘s failure to provide the disclosures in a separate document or to notify him of his right to receive a summary of his legal rights he was confused about his rights or that he would not have consented to the background checks had he understood his rights.”
The judge previously alluded that he would dismiss the case unless the Plaintiff could sufficiently tie his injuries to Lyft’s failure to provide a disclosure, calling the current case a “naked procedural violation.” According to the judge, “Rather, based on the allegations in the complaint, Plaintiff was hired by Lyft after he successfully completed its background investigation and he continues to work for Lyft. Under these circumstances, the Court can find no real harm, or a threat of such harm, that gives Plaintiff standing under Article III to pursue his claims in federal court.”
Nokchan v. Lyft, Inc., case number 3:15-cv-03008, in the U.S. District Court for the Northern District of California.
Attracting qualified candidates is difficult in this very competitive and candidate-driven market. According to a recent survey by Aberdeen Group, 45% of companies say improving the candidate experience is their top talent acquisition priority in 2016. Therefore, how recruiters and talent acquisition teams deliver the candidate experience has never been more important.
The better the candidate experience, the more likely your company can attract the best hire. A great onboarding system will organize and streamline the process and give candidates a positive experience. An engaging and positive candidate experience will ensure a competitive edge in attracting and retaining top performers!
CARCO’s Onboarding Solution was designed to focus on the user experience; both the users who will be reviewing background reports in our system and the candidates who will be interacting with our system.
Here’s how CARCO’s Onboarding Solution will help you stand out from the competition.
- Automates and organizes the hiring process: CARCO’s Onboarding Solution was built specifically to alleviate paper-based, time-consuming and labor-intensive new hire processes. Through the use of CARCO’s Onboarding portal, candidates can upload documentation such as education transcripts and/or employment paystubs or statements which may be used to supplement the background report.
- Guides candidates throughout the process: CARCO’s Request For Information module (RFI) automatically sends out an email that identifies the elements missing from the application and asks the recipient to take specific action using our Onboarding Solution, including uploading specific documents directly into CARCO’s portal. The candidate will know where he or she stands throughout the entire process.
- It’s mobile friendly: Mobile devices have changed the way HR and candidates operate. CARCO’s mobile app, available in iOS and Android, allows end users to securely submit supporting documents by taking pictures of the documents with their smart phones or tablets. This application uses a QR code to establish login context and is used by the mobile app to identify which documents are required. The mobile app then walks the candidate through the process seamlessly. The candidate is prompted to take pictures of their missing documentation, which is then sent securely (the transmission is encrypted) by the mobile app directly to CARCO’s servers for processing. The pictures of the documents are not stored on the mobile device for security purposes.
- Keeps the process efficient: Not one piece of information ever needs to be retyped by a user in our system. In a paper based environment, this is impossible to avoid. In CARCO’s advanced, rules- based electronic environment, this can be effectively managed for the user, preventing any duplicate data entry. This is an important CARCO differentiator and it means that the candidates, recruiters, and other stakeholders are prompted to provide all data, e-sign all forms, and upload any supporting documents all at the time of their initial entry. In addition to making internal HR and security tasks more efficient, this also strikes at the heart of improving the candidate experience.
- Provides e-signature capability: CARCO has extensive capabilities for accepting online candidate consents, in addition to other documents. Candidates can e-sign the online consent directly in CARCO’s Onboarding Solution. Alternatively, candidates or recruiters can upload a paper-signed consent using our portal directly or via our mobile application for providing documentation. In a typical implementation, most or all candidates e-sign consents, including the authorization for performing the background investigation (FCRA authorization), directly in the portal.
In the end, an organized and streamlined onboarding process will make the candidate feel valued, supported and prepared to move forward with your company in a positive manner.
For more information on how CARCO’s Onboarding Solution can ensure a positive candidate and new hire experience, click here or call 1-866-557-5984 to speak to a CARCO Specialist.
On September 28th, California Governor Jerry Brown signed A.B. 1289, requiring ride-sharing services to conduct criminal background checks on all drivers. The law will go into effect on January 1st and prevents Uber or Lyft from hiring drivers with violent criminal histories.
California regulators previously required the ride-sharing services to only conduct background checks for the last seven years. The legislation might require the companies to retroactively run background checks on thousands of drivers, if past background checks were not in compliance with the new law.
The bill’s sponsor Assemblyman Jim Cooper argued that it was necessary for consumer safety, writing, “These drivers are picking people up from their homes –it wasn’t sufficient to have anything but the most comprehensive checks.” The measure does not require that the companies use fingerprint-based background check services.
On September 27, 2016, California Governor Jerry Brown signed A.B. 1843, which prohibits an employer from asking an applicant for employment to disclose information concerning a juvenile arrest or detention that did not result in specific court actions or that has been judicially dismissed or ordered sealed pursuant to law. This new law also prohibits an employer from seeking information from any source regarding a juvenile court’s adjudication, as well as considering an adjudication or court disposition by a juvenile court as a factor in determining any condition of employment including hiring, promotion or termination. This law pertains to public agencies, private individuals and corporations.
In essence, this bill ensures that juveniles are guaranteed the same protections against employer inquiries into criminal histories as adults. Considering the negative effect that criminal records may have on job seekers’ employment prospects, this bill provides much needed relief to youth and adults who have paid their debts to society and are seeking to improve their lives, the lives of their families, and their communities.
This bill is sponsored by the Juvenile Court Judges of California; they state that, “It has been a surprise for many to realize that under current law, people with sealed juvenile records do not have the same rights as those with sealed criminal records. …Not only is this treatment unequal and unfair, but California law attempts to give juveniles an opportunity to demonstrate they can be rehabilitated. Regrettably, existing law does not reflect state policy regarding rehabilitation. Juvenile records should be treated in the same way that adult criminal records are treated when an employer is questioning a job applicant.”
It is recommended that employers review their employment applications and processes to ensure they are in compliance with this new law.