CARCO Releases Vehicle Title History Reports With New Features

CheckThatVINCARCO’s Vehicle Inspections Division announced the release of a new version of its CheckThatVIN (Motor Vehicle Title History Report) product. In addition to the standard “Year, Make and Model” that had been offered, CheckThatVIN reports will now include full vehicle description (when available) based on the particular Vehicle Identification Number (VIN).

“Adding the additional VIN decoding to our standard offering provides additional value to our CheckThatVIN product,” stated Rob Winthrop, Product  Manager at CARCO. “Our customers can now see additional vehicle details along with the VIN title history information which will better enable them to make a decision about the purchase of a particular vehicle.”

The reports will also include the National Motor Vehicle Title Information System (NMVTIS) data for each report. NMVTIS was designed to protect prospective buyers of used cars and trucks from concealed vehicle histories. Created by federal law, this system is the only publicly available system in the country that requires all insurance carriers, auto recyclers, junk and salvage yards, and states to report vehicle history information.

 

Reports  typically include title “Brand” information that may uncover a previously-unknown “Salvage” or “Flood” vehicle. This information may not normally be found in a standard vehicle history report. It has been estimated that there are more than 250,000 Sandy-related “Flood” vehicles on the market.

 

CheckThatVIN is available at https://checkthatvin.com/stc/ in PDF or HTML formats.

When a Bad Background Check Wreaks Havoc

A recent Forbes.com article, entitled “How a Criminal Background Check Can Cost You The Job”, written by Susan Adams, highlighted the fact that a background check done wrong can cost an applicant his or her job and can cause a class action lawsuit against an organization. In other words, a bad background check is nothing but trouble for all involved.

 

 

The story of Kevin Jones, whose background check was conducted by Sterling Infosystems (now SterlingBackCheck), evidences that sloppy practices by background screeners can “wreak havoc on people’s lives”, according to Sally Friedman of the Legal Action Center.  Sterling and its clients, Halstead Management and its sister company, Brown-Harris-Stevens, are all being sued.

 

The main priority for every background screening company should be to keep its clients out of harm’s way by using best practices when conducting background checks.  At CARCO Group, we take this very seriously.

 

In our continuing effort to keep our clients out of harm’s way and to keep the industry honest, we collaborate with industry organizations like National Association of Background Screeners (NAPBS) and have recently worked with the Lawyers’ Committee for Civil Rights and the National Workrights Institute, as well as Employment Screening Resources, to develop the manual, “Best Practices Standards: The Proper Use of Criminal Records in Hiring”.  Susan Adams recommended in her article that employers read this piece to learn and follow best practices in their hiring process.

 

Click here to read the Forbes.com article.

 

Washington, DC Enacts Ban the Box Legislation

bantheboxOn August 21, 2014, Mayor Vincent C. Gray signed the Under the Fair Criminal Record Screening Amendment Act of 2014.  The new law prohibits employers from inquiring about, or requiring an applicant to disclose, a criminal conviction until after a conditional offer of employment has been made.

 

The Act also states that an employer may only withdraw a conditional offer of employment based on a criminal conviction for a “legitimate business reason”, which includes any of the following factors:

 

  1. Duties and responsibilities “necessarily related” to the position;
  2. Bearing, if any, of the conviction on the prospective employee’s fitness or ability to perform his duties and responsibilities;
  3. Time elapsed since the conviction;
  4. Age of the prospective employee when the offense was committed;
  5. Frequency and seriousness of the offense; and
  6. Information produced by the prospective employee regarding his rehabilitation or good conduct since the commission of the offense

 

 

Under the Act, an “employer” is defined as any person, company, corporation, firm, labor organization, or association that employs more than 10 employees in the District of Columbia.

 

An applicant whose conditional offer has been withdrawn or upon whom an adverse action was taken based on a criminal conviction may request that the employer provide a copy of all records obtained on the applicant within 30 days of the action.

 

The Act does not apply in the following situations:

  1. Where a federal or district law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment;
  2. To a position designated by the employer as part of a federal or district government program or obligation that is designed to encourage the employment of those with criminal histories; or
  3. To any facility or employer that provides programs, services, or direct care to minors or vulnerable adults.

An employer found in violation of the law could face penalties of at least $1,000 and as much as $5,000.

 

Employers with operations in Washington, DC should review their hiring processes and paperwork to ensure compliance with the law.

Walmart VP Fired After Lying on Resume

Pinocchio ImageHere we go again.  Another executive caught falsifying his credentials on his resume.  Walmart’s Vice President of Communications (and their chief spokesperson) stated on his resume that he earned a bachelor of arts degree from the University of Delaware in 1996.  However, Walmart discovered that he never received the degree when the company conducted a due diligence investigation as part of an evaluation to promote him to senior vice president.  He was an employee since 2006 – it took Walmart seven years to find this out!

 

Not only did he not get the promotion, but he lost his job completely.  Moral of this story – don’t lie on your resume.  You will eventually get caught.  Most companies conduct background checks on applicants and existing employees.  It would be interesting to know why Walmart missed this falsification when they hired him 2006.

 

To read the full article, click here: http://finance.yahoo.com/news/wal-mart-spokesman-said-resign-040100566.html

Free EEOC Best Practices Webinar with Fred Giles, SVP, CARCO Group

September NAPBS Webinar

EEOC Best Practices Standards: A Powerful Tool for Consumer Reporting Agencies (CRAs)

Wednesday, September 24, 3-4 p.m. EDT

Presenters:
Lester S. Rosen, Attorney, Founder & CEO, Employment Screening Resources (ESR)
Fred Giles, Senior VP, CARCO Group
Lewis Maltby, Attorney, President, National Workrights Institute

This webinar will focus on the use of criminal records that can be of great value to background screening firms. You will be introduced to 15 recommended best practice standards for the use of criminal records by employers.

This information is a “must have” for every CRA and hiring manager.
1. These standards are being widely circulated with employers using the information in designing their background screening programs.
2. The standards have received the approval of important government agencies.

3. Some standards cover how employers should select and work with background firms.
4. A background firm can utilize these standards to educate clients and provide an added value to their services.

Click here to register.

*NAPBS webinars are free however long distance phone charges may apply.

REMINDER: Best Practices Standards for the Proper Use of Criminal Records in Hiring

Best practices cover pageResponsible hiring practices should incorporate the recommendations made by the Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA).

 

As the EEOC pointed out in its 2012 “Enforcement Guidance on the Use of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of 1964”, proper use of criminal history data begins with looking at the risks that arise from the nature of the job.

 

Employers must remember that millions of workers with prior convictions have turned their lives around and become productive members of society.  These workers are disproportionately from minority communities.  Employers need to follow sensible procedures in considering the past conviction records of job applicants, since failing to do so will both hurt the employer’s interests and risk discriminating against productive workers of every heritage.

 

Below are some Best Practice Standards that will enable employers to protect their interests without unduly burdening applicants with past mistakes.

  1. Consider only convictions and pending prosecutions.
  2. Consider only convictions that are relevant to the job in question.
  3. Consider only convictions recent enough to indicate significant risk.
  4. Do not ask about criminal records on application forms.
  5. Use a qualified CRA to conduct record checks.
  6. CRAs should report only convictions that are relevant and recent.
  7. Report convictions only when full name and one other identifier match.
  8. Confirm all information from online databases with original source.
  9. Get current disposition of all relevant information.
  10. Provide applicant the opportunity to challenge the CRA’s report.
  11. All charges related to a single incident should be reported as a single entry.
  12. Consider evidence of rehabilitation.
  13. Minimize conflict of interest by decision makers.
  14. Train human resources staff.
  15. Have a diversity program.

 

Click here to read the full White Paper, Best Practice Standards: The Proper Use of Criminal Records in Hiring, written by experts from the National H.I.R.E. Network, Lawyer’s Committee for Civil Rights Under Law, National Workrights Institute, and CARCO Group, Inc.