Choosing an Onboarding Solution Doesn’t have to be Hard!

Would it be helpful if your HR technology could provide the following?

  • Onboarding platform
  • Background Screening
  • Pre-hire & new hire form automation
  • Complete customization
  • Seamless integration with your ATS
  • Electronic signature
  • Secure mobile document upload app
  • Applicant portal and task wizard
  • Dashboard to manage applicants & client tasks
  • Proactive email reminders
  • Automated EEOC compliance

At Cisive, we have the technology to make your job easy!

Let us show you how!

Book a demo

Best Practices in Background Screening in the Ban the Box Era

 

To help ex-felons obtain employment and to reduce recidivism, the District of Columbia and over 150 cities and counties (in 20 states) have passed fair chance (Ban the Box) laws removing questions about criminal convictions from job applications. This change allows employers to base their hiring decisions on qualifications first.

These laws apply to the cities and counties themselves. Many of them also apply to private employers including Connecticut, Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, Oregon, and Rhode Island.

It should be noted that Ban the Box fines are big! Just ask Marshall’s and Big Lots (penalties totaling $195,000.)

The National Employment Law Project (NELP) has put together a list of ten principles for employers to follow to update their hiring policies and procedures:

  1. Avoid stigmatizing language.
  2. A background check may be unnecessary for a job position.
  3. Avoid blanket exclusions and instead include an equal opportunity statement on job applications.
  4. If a background check is necessary, only consider those convictions with a direct relationship to job duties and responsibilities and consider the length of time since the offense.
  5. Remove inquiries into convictions from the job application.
  6. Remove self-reporting questions about conviction history.
  7. If a job applicant is rejected because of a record, inform the applicant.
  8. Provide the applicant the right and sufficient time to submit evidence of mitigation or rehabilitation.
  9. Expand the fair change policy to private employers.
  10. Combine data collections and effective reinforcement.

It is important for employers to keep abreast of the different ban the box laws as each has its own set of nuances. For example, each law restricts when an employer can inquire about a person’s criminal history and how it can be used for employment purposes.

Click here to view Cisive’s Ban the Box chart summarizing the policies.

For more information on how Cisive can keep your hiring process compliant, contact us at 866-557-5984 or sales@cisive.com.

How vulnerable is your company to class action litigation?

Partnering with a reputable background screening company is an investment in your business!

Consider the following facts.

  • Negligent Hiring:
    • $1 million is the average settlement in a negligent hiring lawsuit
    • 13% of workplace fatalities in one year were the result of assaults and violent acts by an employee. (U.S. Department of Labor)
  • Fraud: According to a 2016 report by the Association of Certified Fraud Examiners:
    • 5% of a corporation’s annual revenues is lost to fraud
    • $150,000 is the median loss from a single case of occupational fraud.
    • 23% of occupational fraud cases resulted in a loss of at least $1 million
  • Fines for FCRA non-compliance:
    • $6 Million             Publix Super Markets
    • $5.7 Million         AutoZone
    • $4 Million             Dollar General
    • $3 Million             Home Depot
    • $3 Million             Red Lion

Need help designing your background screening program or do you need to “tune up” your current program? If so, click here.

Learn the differences between County Criminal, State Criminal, Federal Criminal and “National” Criminal checks by speaking with your Cisive representative today at 1-866-557-5984.

CARCO Group Announces Corporate Rebranding, Introduces Cisive Family of Brands

CARCO Group, Inc., a leading provider of tech-enabled and compliance-driven human capital management solutions, is changing its name to Cisive to better communicate its focus on clear and accurate insights for its HR solutions, security and insurance/fraud prevention clients. As the parent company for all of its businesses, Cisive will house the CARCO and Driver IQ brands and continue its mission to help clients identify fraud and reduce risk through innovative technology.

Building on the success of its HR onboarding, background screening and investigation business, the company is rebranding to keep pace with its growth and drive innovation across the human resource capital management market. The CARCO brand will focus exclusively on pre-insurance vehicle inspections and fraud prevention.

“This is an exciting time of innovation and growth for our company. Cisive (think decisive!) stands for clear and accurate insights that give our clients confidence in their most critical decisions while protecting their brand and reputation,” said Jim Owens, CEO and President of Cisive. Owens further stated, “It has become harder and more complex to determine relevant facts in a world where instant information rules. Decision making is more important than ever, made even more challenging by an ever-growing number of sources, some credible, others not. Further, today’s businesses demand an experience best delivered by technology integrated with human insight.”

Throughout the company’s history, the world’s most prestigious organizations have turned to Cisive for the most accurate and legally compliant background screening and pre-insurance vehicle inspections. As the business environment grows ever more complex, Cisive will continue its focus on information accuracy to ensure clients receive clear and accurate insights in order to make confident business decisions.

The Cisive brand includes the following business divisions:

Cisive, the new name of the HR technology, human resource management solutions and background investigation business lines.

CARCO, the leader in the pre-insurance vehicle inspection and fraud prevention market. The CARCO name will now be focused exclusively on vehicle inspections and fraud prevention.

Driver iQ, the leader in screening for the trucking industry.

The Cisive family of brands will retain the established values and commitment to great customer service that its clients have come to know and expect over the years.

For more information, visit www.cisive.com.

About Cisive

Cisive is a leading provider of tech-enabled and compliance-driven human capital management and risk management solutions. The company’s core onboarding and pre-employment background screening offering provides clients with a high quality, regulatory compliant and tech-enabled solution. Cisive currently serves clients across the financial services, transportation and media and telecom end-markets, among others, and offers transportation clients a comprehensive, industry-focused solution through its Driver iQ branded offering. Cisive is headquartered in Holtsville, NY and has office locations in Spring Lake, NC, Tulsa, OK, and Tustin, CA.

 

Rite Aid Seeks Dismissal of Job Applicant Background Check Class Action

rite-aid-logoOn December 6th, Rite Aid filed a motion to dismiss a proposed FCRA class-action in the U.S. District Court for the Eastern District of Pennsylvania.

According to the complaint, Rite Aid violated the FCRA by allegedly failing to allow job applicants to challenge inaccurate or misleading reports after they were rejected for employment. The Defendant claims that the case should be dismissed because the Plaintiff, Kyra Moore, already settled claims with the background screening company.

Prior to applying for a job at Rite Aid, Moore was employed by CVS from 2006 to 2010. She signed a statement and was dismissed from her employment with CVS when a loss prevention officer confronted Moore about missing store stock.

In 2011, Moore applied for a store supervisor position at Rite Aid, which subjected her to a background screening by Lexus Nexus. Moore contends she was disqualified from employment at Rite Aid in April 2011 because of her signed statement regarding the alleged theft at CVS. However, according to Moore, a copy of that statement was not provided to her along with Rite Aid’s adverse action notice.

Rite Aid argues that in her complaint, Moore alleges that the background screening company acted as Rite Aid’s “agent” for purposes of the FCRA. Since Moore settled claims with the background screening company, any claims arising from the acts of Rite Aid’s agent, releases the company from alleged FCRA violations.

Rite Aid says Moore is now trying to “milk her claims for maximum personal benefit,” pointing to the fact that in 2013 Moore already filed two class actions and an EEOC proceeding.

 

Moore v. Rite Aid Hdqtrs Corp. et al., case number 2:13-cv-01515, in the U.S. District Court for the Eastern District of Pennsylvania.

Sweeping immigration law changes are coming! Know your responsibility as an employer.

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All indications are that the new President’s key initiatives will include sweeping changes in immigration. According to immigration law, employers have certain responsibilities during the hiring and background screening processes. Federal law requires that every employer who “recruits, refers for a fee, or hires an individual for employment in the U.S. must complete Form I-9 Employment Eligibility Verification,” according to the Department of Homeland Security (DHS).

It’s time to review your I-9 program and ensure it is compliant. Here’s why.

  • Monetary penalties for knowingly hiring and employing undocumented workers can be up to $16,000 per violation.
  • Penalties for technical violations, including failing to produce a Form I-9, can be up to $1,100 per violation.
  • Criminal penalties can be up to 6 months in prison for engaging in a pattern or practice of hiring, recruiting or referring for a fee unauthorized aliens.

Immigration and Customs Enforcement’s (ICE) audits are serious. In 2015, Hartmann Studios was hit with the largest fine ever ordered$605,250 – for more than 800 I-9 paperwork violations. Most of the violations were due to repeated failure to sign section 2 of the I-9 form. Employers need to have an audit proof process to ensure forms are properly completed and retained.

As part of our Onboarding Solution, CARCO can facilitate an electronic Form I-9 process (using e-signature technology) AND complete the E-Verify process through an interface with the DHS. The results of this process are available to clients within seconds. The employee’s I-9, along with the supporting documents, are then stored in compliance with ICE requirements.

In addition to the mechanics of providing the documents, CARCO’s I-9 solution allows its clients to achieve a far higher level of compliance than would otherwise be possible by having e-mail reminders, reporting, and e-mail escalation notices if these tasks are not complete.

Now is a good time to review your I-9 process with a CARCO Specialist to ensure compliance. Contact us a 1-866-557-5984 or click here to receive more information.

Don’t forget that the new Form I-9 must be used starting January 21, 2017.

 

 

Do You Know Who You Are Hiring? CARCO Can Help!

did you know blue square sticker isolated on white

 

 

 

 

25.3% of employee theft includes amounts stolen of $1M and up.
75% of employees have stolen from their employers at least once.
33% of all business bankruptcies are caused by employee theft.
2 years is the average time office fraud lasts before being detected.

(Source: Static Brain Survey) 

Do these numbers shock you? They should!

KNOW WHO YOU ARE HIRING!

At CARCO, our screening accuracy rate is the highest in the industry at 99.996%.

Contact CARCO at 1-866-557-5984 or click here to speak with a CARCO Specialist.

The Importance of Thoroughly Vetting Your Background Screening Provider: Man Wins $3.6M for FCRA Violation by a Background Screening Company

According to an article in The Gainesville Sun, a background screening company twice misidentified Richard Williams of Chiefland as Ricky Williams, a Delray Beach man convicted of aggravated battery on a pregnant woman in Broward County and arrested on charges of selling cocaine in Palm Beach County. The two men have the same birth date.

After receiving the report from the first company, Williams followed the proper procedure and filed a dispute. When he applied for a different job, this time at Winn-Dixie, the same background screening company processed his background check and made the same mistake!

To receive punitive damages, Williams’ attorney had to prove that the background screening company’s mistakes were done willfully. The attorney had to essentially prove that the company did not follow its own procedures for people with common names or set up an effective procedure for someone already misidentified once in its system. The attorney was able to prove that the process did not make use of available reports that show Social Security numbers or address histories. Publicly available records from the Department of Corrections showed that Ricky Williams was in jail in Broward County when Richard Williams applied for the job at Winn-Dixie.

The above issue is a prime example of why employers should fully vet the consumer reporting agency that provides background screening services for their company. Some of the largest companies are constantly embroiled in class action lawsuits for FCRA violations. A simple Google search shows pages and pages of disputes. The background screening company in this article alone has been involved in over 17,300 disputes from 2009 – 2013.

It is important to know that not all background screening companies have the same processes. It is especially important to work with a company that uses only official sources of data and confirms all information from online databases with the courts.

Here’s how to do background checks right:

  1. Never rely on 3rd party databases to complete criminal record checks.
  2. Never report the raw results of an inadequate database search.
  3. Take the extra steps that protect clients and their candidates by verifying through secondary documentation or sources all potentially adverse information contained in a background report. (At CARCO, we re-verify adverse information up to five times prior to dissemination.)

For more information on how to ensure your background screening program is done right, contact a CARCO Specialist at 1-866-557-5984 or click here.

To read The Gainesville Sun’s article in full, click here.

 

 

Need Help Preparing Your Background Screening RFP? CARCO Can Help!

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As the New Year approaches, it’s time to review your HR technology and background screening partnerships, define what you are seeking in those partnerships in 2017, and prepare a detailed Request For Proposal (RFP).

At CARCO, we know that preparing a Request For Proposal (RFP) can be a daunting task. CARCO CAN HELP!! We have the knowledge and experience to know what vendors need to know about your background screening process in order to bid accurately. We’ve been there thousands of times! Good bids lead to good working relationships.

Let us help you create a well composed RFP.

We have consulted with many of the Fortune 1000 companies in creating robust background screening RFPs by helping them:

  • Take the lead role in the RFP process (don’t allow non-HR units to run the entire RFP process)
  • Know industry trends
  • Audit their current processes
  • Understand new legislation
  • Create decision-making stakeholder committees
  • Address differentiators between vendors
  • Understand how background checks are performed
  • Keep their RFP in compliance with the FCRA
  • Ensure that QUALITY IS KEY in selecting a background screening vendor

Interested in learning more about how CARCO can help you create a meaningful, well-prepared background screening RFP?  Let us show you how!

Contact a CARCO Specialist at 1-866-557-5984 or click here for more information.

Robert Half Int’l Hit With Class Action Suit for FCRA Violations

robert-half-logo

On October 21st, a proposed class action was filed against Robert Half International, Inc., a staffing agency, for allegedly violating the FCRA.

The Plaintiff alleges that he was denied employment based on a background report containing inaccurate information, including a felony robbery conviction, and that he never had a chance to dispute the information in the report.

According to the complaint, “As a result of [Robert Half]’s actions, Plaintiff and the members of the class have been deprived of their consumer rights and have been prevented from timely and effectively contesting the adverse action.”

The proposed class includes anyone who was subject to an adverse action over the past five years based on consumer reports procured by Robert Half and who were not given the opportunity to dispute the reports’ findings in advance. The lawsuit seeks damages between $100 and $1,000 per violation per class member.

We keep seeing the same type of class action lawsuit over and over again. Keep your company out of harm’s way by making sure your hiring process is completely compliant.  CARCO can help!

Click here for more information or call 1-866-557-5984 to speak to a CARCO Specialist.

 

Black v. Robert Half International, Inc., case number 3:16-cv-06077, in the U.S. District Court for the Northern District of California.