CARCO Group Named by CIO Review Magazine as one of the 20 Most Promising HR Technology Solutions Providers 2014.

award-winningCARCO Group, Inc. is named by CIO Review Magazine, and its distinguished panel of CEOs, CIOs, VCs, HRs, and analysts, as one of the 20 Most Promising HR Technology Solution Providers 2014.


CARCO’s CEO, James Owens, was interviewed in CIO Review Magazine’s July 2014 issue.  According to CIO Review Magazine, “Onboarding and background screening create some of the most significant challenges in people-management – significantly impacting the strategic success of organizations today.”


In the article, Mr. Owens explains that CARCO Group has addressed these challenges by “ensuring that CARCO has a state of the art technology solution that provides efficiency and integration with configurability unmatched in the industry.”


“We build technology that’s not frozen in place,” said Owens. “Other companies design systems with specific work-flows. CARCO’s Onboarding Solution can be configured to manage the entire lifecycle of employees.”


To view the article on CARCO Group, Inc., see page 32 at

Class Action Lawsuit Says Nine West Conducts Improper Background Checks

On July 23rd , a class action lawsuit was filed against Nine West Holdings Inc. (Nine West) for allegedly violating the Fair Credit Reporting Act (FCRA).  The complaint alleges that by “including the additional information/language … in its background check disclosure and authorization form, Nine West willfully disregarded the FTC’s regulatory guidance and violated the FCRA .” The FCRA requires that disclosure of background checks be clear and conspicuous, in a form consisting only of that disclosure. The suit seeks to certify as a class all employees or applicants who applied for jobs at Nine West over a five year period.

Rumph v. Nine West Holdings Inc., No. 0:14-cv-61673 (S.D. Fl. July 23, 2014).


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Illinois Becomes Fifth State to Enact Ban the Box Law for Private Sector Employers

bantheboxOn July 19, 2014, 2014, Illinois Governor Pat Quinn signed into law the Job Opportunities for Qualified Applicants Act, which will go into effect on January 1, 2015.  The new law will restrict the timing of pre-employment inquiries by Illinois employers about a job applicant’s criminal past.  An employer (or employment agency) covered by the new law “may not inquire about or into, consider or require disclosure” of the criminal record or criminal history of an applicant until after the applicant has been determined to be qualified for the position and notified that the applicant has been selected for an interview.  For those covered employers or employment agencies who do not conduct interviews, the inquiry into an applicant’s criminal background or history cannot take place until after a conditional offer of employment has been made to the applicant.

The new law also exempts certain positions from coverage, such as where:

  • a federal or state law excludes applicants with certain criminal convictions from working in the position sought;
  • the position requires a standard fidelity bond or an equivalent bond and a conviction of one or more specified criminal offenses would preclude the applicant from obtaining the bond; or
  • the employer would employ individuals licensed under the Emergency Medical Services (EMS) Systems Act.

CARCO Group, Inc. Announces Partnership with iCIMS, Inc. to provide a Seamless, Integrated and Efficient Risk Mitigation Solution

Holtsville, NY, July 28, 2014CARCO Group, Inc., a risk mitigation and background screening company, today announced its partnership with iCIMS, Inc., the leading provider of  Software-as-a-Service (SaaS) talent acquisition software solutions for growing businesses.


The iCIMS Talent Platform is the industry’s premiere candidate management solution offering a talent CRM, applicant tracking system, and onboarding platform. iCIMS’ mission is to help HR professionals win the war for talent by delivering best-to-market, pure SaaS solutions and a customer experience second to none.


CARCO Group, Inc. is recognized as a national leader in quality of service, timely reporting, cost-effectiveness, state-of-the-art technology solutions, and legal expertise in the pre-employment screening/risk mitigation industry.  These qualities and the supplemental solutions, provided through an integration with iCIMS, will add great value in building a robust talent management solution.


“We see our partnership with iCIMS as a natural fit. The integrated solution will offer employers greater efficiency and added functionality to their Talent Management process”, said Beth Sinkus, CARCO Group’s SVP of Business Development.


“At iCIMS, we believe that best-in-breed talent acquisition software solutions are the best tools for HR professionals. We’re proud to welcome CARCO to the iCIMS team, offering our customers a seamless and secure integration for background checks through the iCIMS Talent Platform,” said iCIMS Chief Marketing Officer, Susan Vitale. “Through a new web services interface, customers can benefit from real-time data exchange, meaning quicker candidate screenings and improved ROI as a result.”


About iCIMS, Inc.:
iCIMS, a leading provider of innovative Software-as-a-Service (SaaS) talent acquisition solutions, is an Inc. 500 and Software Satisfaction honoree focused on helping businesses win the war for top talent through the implementation of easy-to-use, scalable solutions that are backed by award-winning customer service. iCIMS’ Talent Platform, the industry’s premier candidate management solution, enables organizations to leverage mobile, social, and video technologies to manage their entire talent acquisition lifecycle from building talent pools, to recruiting, to onboarding all within a single web-based application. With more than 2,500 clients worldwide, iCIMS is one of the largest and fastest-growing talent acquisition system providers with offices in North America, UK, and China. To learn more about how iCIMS can help your organization, visit or view a free online demo of the iCIMS Talent Platform.


About CARCO Group, Inc.:

Started in 1977 as a background screening company, CARCO Group has evolved to become a full-service HR partner, helping clients manage their new hire process by providing integrated risk mitigation services including background screening, electronic I-9/E-Verify, vendor screening, drug testing, fingerprinting and due diligence. Visit to learn more about our risk mitigation services.


Class Action Sued Filed Against Home Depot for FCRA Violations

Ensure your hiring process is legal or compliant or risk being sued!  Just ask Home Depot….


On July 3rd, a class action was filed against Home Depot for alleged violations of the Fair Credit Reporting Act (FCRA). According to the complaint filed in federal court, Home Depot failed to inform job applicants that it obtained consumer reports in the manner required by the FCRA. Additionally, the complaint alleges that Home Depot did not provide applicants with a copy of reports obtained as well as a summary of their legal rights under the FCRA before taking adverse action against them. The class includes anyone who applied for a job at Home Depot on or after July 3, 2012.



Henderson v. The Home Depot, Inc., No. 1:14-cv-02123 (N.D. Ga. July 3, 2014).

Federal Court Grants Class Certification in Title VII Disparate Impact Suit Over Alleged Discriminatory Criminal Records Screening Policy

Excerpted from by authors: Rod Fliegel and Molly Shah

On July 1, 2014, the court granted class certification in a high-profile disparate impact discrimination case against the Census Bureau in federal court in New York based on its criminal record screening practices, Houser et al v. Pritzker..  The plaintiffs are represented by a well-known New York class action law firm and not by the Equal Employment Opportunity Commission (EEOC).  The suit seeks back pay and equitable relief for a class of unsuccessful Latino and African-American job applicants.  The Bureau allegedly discriminated against the class members by (1) requiring them to provide the Bureau with detailed information about their prior criminal records in order to progress in the hiring process (referred to as the 30-day Letter), and (2) rejecting job applicants on the basis of an allegedly arbitrary and inflexible assessment of their prior criminal records.

The court did not decide whether the Bureau discriminated against the class members.  The court only reached the procedural question of whether the plaintiffs could certify the case as a class action.  Nevertheless, the court’s opinion is significant because it may tend to encourage similar disparate impact discrimination suits by the plaintiff’s bar.  In that regard, the court distinguished the U.S. Supreme Court’s opinion in Wal-Mart Stores, Inc. v. Dukes because the Bureau’s practices, unlike those of the company in Dukes, were both uniform and non-discretionary.

Additionally, the court’s ruling that the Bureau’s practices can be tested by common proof may encourage the EEOC to continue to press its criminal records screening cases.1  The EEOC can prosecute broad claims without even certifying a class, but in disparate impact litigation must still identify with specificity the alleged discriminatory employment practice.  Indeed, in its disparate impact lawsuit against a different employer, the EEOC has, so far, failed to meet this burden.

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