Employee Retention Starts With CARCO’s Onboarding Solution

Onboarding Dashboard

DID YOU KNOW?  A shortage of talent has become the No. 1 challenge for companies, according to a 2015 Recruiting Outlook Report by Glassdoor.com. What’s more, nearly half of all hiring decision-makers say they don’t see enough qualified candidates for open positions, and 26 percent expect the challenge will only increase in the coming year, the report said.

 

With all of the hard work that goes into finding, vetting and hiring qualified employees, once you’ve hired them, it’s important to be able to keep them!  Now more than ever, it is essential to introduce a new employee into your company with a positive onboarding experience!

 

CARCO can help!  Our Onboarding Solution ensures a smooth onboarding experience.  It is easy to use, customizable to your company’s needs, automated, and compliant!  CARCO’s Onboarding Solution can be integrated with your company’s ATS or used in a standalone mode.

 

Either way, it’s a winning solution for your company and your new employees.  Click here to learn more about how CARCO’s Onboarding Solution can help with your company’s employee retention and view our Onboarding demo.

EEOC Sues Crothall Services Group to Enforce Federal Record-Keeping Requirements

EEOCOn July 10th, the U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, for allegedly violating Title VII of the Civil Rights Act of 1964 by “failing to make and keep required records and other information that will disclose the impact that its criminal history assessments have on persons identifiable by race, sex or ethnic group.”

 

According to the EEOC’s complaint, Crothall conducts criminal background checks and criminal history assessments on prospective employees and uses the information to make hiring decisions.  However, according to the EEOC, Crothall does not create and maintain records indicating the impact that the background checks and assessments have in the company’s hiring decisions.  According to Regional Attorney Debra Lawrence of EEOC’s Philadelphia District Office, “federal record-keeping requirements ensure that certain employers make and keep records that disclose the impact of their selection procedures,” adding that, “EEOC’s enforcement of the record-keeping requirements is important to the agency’s commitment  to eliminating discriminatory barriers in the workplace.”

 

To stay out of trouble with the EEOC, CARCO recommends that employers routinely review their hiring processes to ensure compliance.

 

http://www.eeoc.gov/eeoc/newsroom/release/7-10-15e.cfm

How Important is it to Background Screen Your Non-Employee Workforce?

workers clip artFACT:  Temporary workers make up 19 percent of all new jobs in the U.S., according to the U.S. Bureau of Labor Statistics.

A recent SHRM article discussed that staffing firms nationwide collectively employ an average of 3 million workers daily across all industries. These workers are  made up of people across numerous professions, including administrative workers, accountants, IT technicians, health care staff, marketing specialists, graphic designers, skilled tradesmen, security officers, computer programmers, writers, and construction workers.

With that said, the question is: Are you background screening your non-employee workforce?   Within the next three years, it is estimated that 45 to 50 percent of the total global workforce will consist of independent or temporary employees.  These workers often have the same access to your company’s information and assets as your full-time employees.  Therefore, it is critical to properly screening these workers as if they were permanent, full‐time employees.  Why put your company at risk?

“As the workforce changes and temporary workers really stake a claim in more companies as permanent fixtures, we recognize it is critical to provide both large and small companies with fast and accurate background screening that can be done cost effectively,” notes James Owens, CEO and President of CARCO Group, Inc.  Owens also notes that another important reason for ensuring temporary hires are screened is liability. “Some companies mistakenly think that because their temporary employee is technically an employee of the staffing agency that the company cannot be held liable if something negative were to happen with the employee. This is not true, and can be a very costly misunderstanding.”

To help HR professionals address this issue, CARCO has created a white paper that examines the risks of not screening temp workers, and offers alternative methods to standard manually‐processed screening.

Click here to read CARCO’s white paper, “The Importance of Accurately Screening Your Temp Workers”.

Ouch! Chuck E. Cheese’s to pay over a $1,000,000 to settle an FCRA violation case

Chuck-E-Cheese-Logo1On July 7th, a federal district court approved a proposed settlement in a putative class action brought by Chuck E. Cheese’s job applicants alleging that the entertainment and restaurant chain Chuck E. Cheese’s violated the Fair Credit Reporting Act (FCRA) by failing to properly notify prospective employees that it would procure credit reports on individuals as part of its background check process.

 

Specifically, the complaint alleges that Chuck E. Cheese’s “preauthorization form” for obtaining prospective employees’ credit reports was included within the multipage employment application and contained extraneous information, a violation of the FCRA according to the plaintiff.

Under the proposed settlement, the 28,500 class members would automatically be entitled to receive $38 without having to submit a claim. Within the class, there is a group of 405 individuals who allege that adverse action was taken from the use of the improper background checks, and the settlement would entitle these individuals to approximately $63.

 

The judge who preliminarily approved the settlement stated that, “given the risks of litigation and the potential statutory damages, the amount offered in the settlement is fair and reasonable, and this factor weighs in favor of settlement.”

 

Ford et al v. CEC Entertainment, Inc., No.3:14-cv-00677 (S.D. Cal., July 7, 2015).

Announcement: William Pagan Joins CARCO’s Management Team

CARCO Logo 70pixelsx70pixels 72dpiWilliam Pagan has joined CARCO as Senior Vice President of the Inspection Division. Will is based in the corporate office in Holtsville, New York, and   reports directly to Dave Bennett, CARCO’s COO.

 

Will comes to CARCO with over 20 years of senior-level management experience, driving service delivery and operational excellence strategies with best-in-class customer-centric practices within the Insurance and Financial Services Industries.

 

Prior to joining CARCO, Will was the Vice President of Strategic Partner Management & Account Executive for InsPro Technologies.  Will’s experience extends into other strategic areas including senior executive roles within Aon Affinity, American Wholesale Insurance Group, AIG, and First Data.

 

As the Senior Vice President of the Inspection Division, Will is responsible for leading the division and developing new, high quality products for the insurance industry.

 

Will holds a B.A. from William Patterson University in Wayne, N.J., and has actively participated in executive training within the areas of Operational Excellence, Information Strategy and Change Management.

 

Please join us in welcoming Will to the CARCO management team.

Oregon Enacts Ban the Box Law for Private and Public Employers

bantheboxOn June 25, 2015, Oregon Governor Kate Brown signed into law House Bill 3025, which will prohibit both private and public employers from asking questions about criminal history on job applications or at any other point in the hiring process before the initial interview.  The law becomes effective on January 1, 2016.

Sen. Chip Shields, who founded the Northeast Portland employment and counseling agency Better People, said the legislation is an important step to reduce recidivism for those with a criminal record.

“When a person who has criminal record can’t gain access to employment, they have to rely on their family or the state in order to survive, and all too often they resort back to crime,” Shields says.

The amended bill is a compromise that removes the criminal history question from job applications, but allows employers to consider the applicant history in their hiring decisions.

It also includes exemptions for employers who are subject to federal, state or local laws that require consideration of applicant’s criminal history. These employers include law enforcement agencies, criminal justice system employees and employers who are seeking nonemployee volunteers.

Another change to the bill was the enforcement of the law. Originally, applicants who had been rejected on the basis of their criminal history could file a civil action against potential employers. In the amended bill, the Bureau of Labor and Industries is charged with enforcing the law.

It is recommended that Oregon employers review their hiring process to ensure compliance with the new law and revise their job applications and documents, as well their guidelines for background screening.

City of Tacoma Bans the Box

bantheboxAs of July 1, 2015,  job seekers for most openings in the city of Tacoma will have on less box to check on their applications. The City Council voted unanimously to remove the question: “Have you been convicted of a felony within the last 10 years?”

“Eliminating the question ensures the qualifications rather than the conviction records are considered early in the hiring process,” said Joy St. Germain, the city’s human resources director.

Some positions will continue to require a thorough background check, such as police officers or those who work with children. Also, the city still will require criminal background checks before any applicant is hired but that will come later in the process.

With the change, Tacoma joins a growing list of cities and counties in the “Ban the Box” movement.

Banning the box can help the city look at a job candidate’s skills first and talk about criminal histories after extending a job offer. Hiring managers will consider the specific offense and whether it matters to the position the applicant seeks.

“We won’t become a better society by continuing to find a way not to give people chances to get back on their feet,” Councilman Marty Campbell said. “We hire for their future and what they will bring to us, not what their past says.”

Notice to All NYC Employers: The New York Fair Chance Act Signed Into Law

bantheboxThe NAPBS reported today that the New York Fair Chance Act was signed into law on June 30, 2015 by  Mayor Bill De Blasio.  The Fair Chance Act is a “Ban the Box” law that prohibits private employers in New York City from inquiring about applicants’ past criminal convictions until a conditional offer of employment has been made. An employer may ask about an applicant’s criminal history and conduct a criminal background check only after extending the conditional offer. If the employer then withdraws the offer, it must explain its decision to the applicant in writing and hold the position open for three (3) business days so that the applicant can respond.

The Act prohibits employers from asking such questions on a written application, in an interview, or otherwise searching public records or consumer reports that contain criminal background information. After the conditional offer, employers who obtain criminal background information about the applicant during a background check must comply with a detailed notice procedure before taking adverse action based upon the information. The employer must:

1. Provide a written copy of the relevant inquiry to the job applicant (in a form to be determined by the New York City Commission on Human Rights);

2. Perform the analysis required by New York State Correction Law Article 23-A to determine whether there is a direct relationship between the prior criminal history and the position.

3. Provide a written copy of the multi-factor Article 23-A analysis that the employer undertook. Further, such copy must state the reasons for the decision to withdraw the conditional offer and provide any supporting documentation.

4. Hold the position open for not less than three business days after giving the applicant the inquiry and analysis so that the applicant can respond with additional or mitigating information.

 

The law contains several exemptions. For example, it does not apply to positions where federal, state or local laws require criminal background checks, or to positions where a criminal conviction precludes employment.  Additionally, there is a small business exemption as the Act applies to all New York City employers with four or more employees (either inside and/or outside of the city).

 

The Act provides that it is enforceable against private employers through an administrative action or through a private right of action. Thus, aggrieved individuals will be able to file a complaint with the Commission (with a one-year statute of limitations) or file an action directly in court (with a three-year statute of limitations). Remedies for successful plaintiffs can include back pay, reinstatement or other equitable relief, compensatory and punitive damages, and attorneys’ fees and costs.

Under the Act, employers are still permitted continue to inquire into criminal convictions and/or require criminal background checks for prospective employees, but they are now restricted as to the timing of such inquiries and background checks and required to follow the specific procedures aforementioned prior to taking adverse action.