New Ohio Law Protects Employers Who Hire Individuals With Criminal History Records

On June 26, 2012, Ohio Gov. Kasich signed Senate Bill 337, which addresses a number of issues that have prevented ex-offenders from gaining successful reentry into society and finding gainful employment.  In general, the new law eliminates some prohibitions that prevent persons convicted of felonies or misdemeanors from obtaining certain licenses or certifications, excludes most juvenile proceedings and adjudications from criminal records checks, and makes changes to criminal records after a pardon is granted.

For Ohio employers, the new law offers protections to employers who hire applicants with criminal history records in an effort to put ex-offenders back to work.

SB 337 goes into effect on September 28, 2012.  To review the Bill in its entirety, visit

Major Background Screening Company Forced to Pay $2.6 million for Fair Credit Reporting Act Violations.

The Federal Trade Commission (FTC) has leveled its first fine ever at an employment screening company for violating the FCRA. The $2.6 million fine is to settle charges, including that the consumer reporting agency violated the Fair Credit Reporting Act (FCRA) by failing to use reasonable procedures to assure the maximum possible accuracy of the information it provided.

To view the complaint, stipulated final judgment and order as well as the news release, click here.

To view the New York Times editorial, click here.

There is a clear right way and a wrong way to conduct background screening. For more than 35 years, CARCO’s background screening service has focused on a single mantra – “keep our clients out of harm’s way”. We have and will continue to be unwavering in this commitment in order to protect our clients from potentially debilitating liability.

The highest quality background reports are comprised of the “critical triad”:


Accuracy – CARCO’s background screening reports have always included a re-verification process. When we discover adverse findings in our investigations, we automatically re-investigate our original findings. In the unlikely event that information varies from originally reported, we communicate those changes to you as well as the subject of the investigation. CARCO will never report potentially stale database information; such information is used only as a valuable pointer to verify and perfect that information with the source to ensure accuracy. Reporting inaccurate information is a recipe for disaster as the background screening company noted above, unfortunately, learned the hard way!

Compliance – We report back to you only that information which you are legally entitled to see, based on myriad federal (FCRA, EEOC Guidelines, et al), state, international and other laws and statutes. Additionally, CARCO ensures that the information we do report, is accurate and up to date at the time of dissemination to you, as required by law. We protect you and the applicant having built and implemented strict, technology-centric pro-active disclosure and notification processes and procedures that allow applicants to view, contest and correct inaccurate information quickly and efficiently. Manual processes and systematic solutions that are not carefully built and pro-actively managed are doomed to fail and create tremendous liability exposure.

Time Service – We clearly understand the need to on board the best applicant efficiently. We effectively manage this process through our systems and procedures which are fine-tuned continuously as situations change. As such, our time service metrics meet and exceed our clients’ expectations without compromising quality and accuracy.

CARCO is NAPBS Accredited.

CARCO is both EU and Swiss Safe Harbor Certified.

We invite you to learn more about CARCO’s services, expertise, knowledge of the law, technology, and commitment. Please visit or contact us at 866-557-5984.

E-Verify Program Extension

On August 2nd, the Senate passed S. 3245, which would extend the authorization of the E-Verify Program, the EB-5 Regional Center Program, the Special Immigrant Nonminister Religious Worker Program, and the Conrad State 30 J-1 Visa Waiver Program for three years (through September 30, 2015).

To see a copy of the bill, visit

To learn how CARCO can help you manage your I-9/E-Verify compliance, visit

New Illinois Law Regarding Social Networking Privacy

On August 1, 2012, Illinois Gov. Pat Quinn signed into law a bill (H.B. 3782) which prohibits employers from requiring current or prospective employees to provide their username and/or password for social networking websites as a condition of employment.  The law contains an amendment protecting employers’ rights to enforce computer network policies and to access information in the public domain about employees.  The law takes effect on January 1, 2013.

For more information, visit: