* The CARCO Difference * is important in terms of the value it brings to our customers. One major component to The
CARCO Difference is the peace of mind we provide our clients with our Quintuple Criminal Record Verification process.
We verify and re-verify information as many times as necessary to ensure it is correct and compliant!
Take a look at CARCO’s Quintuple Criminal Record Verification process and see the value it brings to your company.
CARCO Group, Inc. is excited to announce that we are exhibiting at the HR Technology Conference at the Mandalay Bay Hotel, Las Vegas, on October 7-8, 2013.
The HR Technology Conference is the annual town meeting of our community, and the world’s largest gathering of people that care about HR technology or need to learn more,” says Co-Chair Steve Boese. “With just about every HR practitioner, vendor, consultant, analyst, industry influencer, and blogger who cares about HR technology attending, our industry understands and appreciates that everyone they need to meet is here.”
Stop by Booth #1512 to learn how CARCO can completely automate your entire employee life cycle – from on-boarding to off-boarding. CARCO’s Onboarding Solution is paperless, totally configurable and complaint.
Our team – Jerry, Alan, Doreen and Samantha – looks forward to meeting you and we hope to get you as excited about our Onboarding Solution as we are!
About CARCO Group, Inc.:
CARCO is a HR technology and paperless workflow solutions company. Started in 1977 as a background screening company, CARCO has evolved to become a full-service HR partner, helping clients manage their new hire process in standalone solutions or integrated with their Applicant Tracking System. CARCO’s Onboarding Solution eliminates paper processes and ensures efficient and compliant hiring. Full-service offerings include background screening products, electronic I-9/E-Verify processes, vendor screening, and drug testing.
On May 13, 2013, Minnesota Governor Mark Dayton signed a new law prohibiting Minnesota’s private (nongovernmental) employers from inquiring into, considering or requiring an applicant for employment to disclose his/her criminal history until (1) after the applicant has been selected for an interview or (2) if there is no interview, after a conditional offer of employment has been made to the applicant. (Most public (governmental) employers have been subject to this requirement for some time.)
This new law takes effect January 1, 2014 for private employers and is in keeping with Minnesota’s long stated public policy of encouraging and contributing to criminal offenders’ rehabilitation and return to the workforce. The new law means most Minnesota employers must remove all questions or “check-the-box” inquiries regarding an applicant’s criminal history from their employment applications. Importantly for bankers, however, the new law includes some exceptions allowing for earlier inquiry into an applicant’s criminal history, including employers who have a statutory duty to conduct a criminal background check or otherwise take into consideration an applicant’s criminal history during the hiring process.
On August 29, 2013, Governor Chris Christie signed S-1915, which prohibits employers from requiring job applicants and current employees to disclose their user names and passwords for social media websites. In May, Christie had vetoed the bill, partially over provisions that would have allowed employees to bring civil actions against employers for alleged violations and that would have prevented companies from asking whether an employee or job applicant simply possesses a user account on such social media sites. At Christie’s recommendation, the bill also specifies that the employer may use information about an employee’s or applicant’s social media account that the employer has received or collected from the public domain to investigate that person’s compliance with laws, regulations, and work – related policies. The bill authorizes civil penalties of up to $1000 for a first violation and $2500 for each subsequent violation.
When you negotiated pricing at the inception of your background screening contract, volume was probably an important factor. It would not be unreasonable to include volume thresholds for pricing, but do you really want to commit to an exclusive arrangement? What if conditions change? What if performance or quality slips, but not so great as to trigger termination? Is your background screening vendor demonstrating good faith or acting in your best interests when they sneak in an exclusivity clause to your contract? Put another way, do you want a “partner” who extorts your “loyalty” with unnecessary and one-sided contract provisions?
And then, what if they further add insult to injury with ”evergreen” contract renewal language which can sneak up on you and lock you in to another year of near bondage? If any service provider is not making your job easier and living up to your complete expectations, shouldn’t you be able to make whatever change that might be appropriate to protect your company and your job?! Perhaps you better read the fine print carefully.
At CARCO, we are so confident in our quality of our service and product that we don’t have the need to sneak lock-ins to our contracts nor stealthy renewals.
We believe in a partnership relationship with our clients, which mean we treat them with the utmost respect and attention to detail. Our products are designed for their needs and we are a customer-focused company. Our contracts are a collaborative effort written to accommodate both parties.
We invite you to take a look at what we are about and how we can partner with you to make your risk mitigation program efficient and compliant – without lock-ins ,exclusivity, or auto renewals. It is your company and your program, after all. Regain control of your program. CARCO can help.
Visit www.carcogroup.com or call a CARCO Specialist at 866-557-5984.