CARCO Announces its Designation of NICB Strategic Partner

CARCO, the pre-insurance vehicle inspections division of Cisive, is proud to announce its partnership with the National Insurance Crime Bureau (NICB) as a NICB Strategic Partner.  The partnership program recognizes companies that have a strong interest in working collaboratively to fight vehicle theft and insurance fraud.

CARCO has been providing pre-insurance photo inspections and fighting fraud in the auto industry since 1977. The vehicle inspection process helps prevent insurance fraud while keeping insurance premiums as low as possible for insured consumers. Insurance fraud costs the motoring public millions of dollars each year. CARCO works closely with the NICB and other law enforcement agencies to help recover and prevent tens of millions of dollars in fraudulent claims over the years.

Senior vice president, Will Pagan, stated “We are happy to have obtained this newly-created designation which reflects the many years CARCO has been working closely with the NICB. CARCO’s database is accessed more than ten thousand times per day, helping the NICB and law enforcement in reducing fraud and keeping premiums down for insureds.”

About CARCO:

CARCO, a division of Cisive, is the leading provider of vehicle pre-insurance inspection services in the U.S. Major insurance carriers choose CARCO for its extensive and convenient site network. CARCO’s advanced technology completes the process in the most efficient and effect manner while complying with regulations.

About NICB:

The NICB partners with CARCO, members, insurers and law enforcement agencies to facilitate the identification, detection and prosecution of insurance criminals.

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.

Caterpillar Hit With Age Bias Suit Over Social Media Firing

caterpillar-logoCaterpillar Inc. is being sued for alleged unlawful discrimination based on age when it fired an over-40 employee because of her off-duty Facebook post.  The fired employee claims she was a victim of disparate treatment based on age. But Caterpillar said the employee was terminated because it feared she might be harassing a co-worker whom she commented about on Facebook.

Tammy Applebaum worked as a distribution clerk at Caterpillar’s Lafayette, IA, plant.  She alleges she was fired for writing a comment responding to a younger co-worker’s Facebook post. The younger employee was not reprimanded by Caterpillar.

According to the complaint, Natasha Burns, the younger Caterpillar employee, was dating Applebaum’s son. Burns posted a Facebook message, while at work, alluding to the fact that “all the guys wanted to take nude photos” of her. When Applebaum saw the post she posted a comment on Burns’ Facebook page, saying “you’ve been down that road before.”

About two weeks later, Caterpillar told Applebaum she was being terminated immediately because it feared she would create “a hostile working environment” for Burns, according to the complaint.

“Applebaum’s case is less about social media policies than about Caterpillar using a pretext to rid itself of a 52-year-old employee because of her age,” said Jay Meisenhelder who is representing Applebaum in this suit.

Caterpillar claimed Applebaum posed a harassment danger even though she and Burns worked in different departments and Applebaum never approached Burns or exchanged any words with her at work, the complaint said.

Meisenhelder said the company’s decision to fire Applebaum while not disciplining Burns for apparently posting on Facebook during working hours is disparate treatment that violates the Age Discrimination in Employment Act.

According to Bloomberg BNA’s interviews on the case, two attorneys who represent employers in labor and employment cases, but are not involved in this case, had the following to say:

  • John DiNome, a partner with Reed Smith in Philadelphia: Employers might have grounds to discipline or discharge an employee for comments posted online if they can link it to other conduct that might support harassment concerns. However, employers should tread carefully because workers’ off-duty social media posts can be protected activity under the National Labor Relations Act.
  • Michael C. Schmidt, a Cozen O’Connor partner in New York: Employers also need to be careful about regulating their employees’ off-duty conduct because some states, including New York, restrict employers’ actions based on workers’ lawful off-duty conduct. But the “heightened sensitivity” to potential harassment means employers must pay more attention to their employees’ online activity. Employers should at least investigate if they learn about social media posts that might be harassing to co-workers, he said. Harassment that occurs online could leave an employer just as vulnerable to claims as if it happened “in person at the water cooler,” Schmidt said.

Applebaum v. Caterpillar, Inc. , N.D. Ind., No. 16-97, complaint filed 11/25/16.

11 Floods Deluge Used Car Market With Damaged Flood Vehicles: CARCO’s Tips to Avoid Buying Flood Damaged Cars

checkthatvin-smallWith 11 major floods hitting the United States this year alone, tens of thousands of vehicles have been submerged under water, leading to potentially significant damage. Unwitting consumers are at risk of buying a flood-damaged car if they don’t follow two important tips, according to experts.                                                                 

According to the National Insurance Crime Bureau (, “unknowingly buying a flood-damaged vehicle may put you and your family in physical and financial danger. A vehicle’s electronic systems are often destroyed from prolonged exposure to water rendering many of its safety features inoperable.”

CARCO experts note that two simple tips can protect consumers from significant issues down the road.  While misrepresenting a flood-damaged vehicle as undamaged is illegal, it happens all too often.

“If a deal looks too good, be careful,” said James Owens, CEO and President of leading pre-insurance auto inspection company CARCO.  “Before buying a vehicle, you should physically inspect it and run a ‘CheckThatVIN’ report, which relies on the most comprehensive online database of vehicles, which was created by federal law.”

Have the vehicle inspected or inspect the vehicle yourself.

  • Look for water marks behind the rugs in the cabin and trunk.
  • Look for rust in the engine compartment.
  • Check for musty odors in the cabin and trunk.
  • Check the wheel wells for signs of submersion.
  • Check that electrical wires are flexible and not brittle or cracking.
  • Was the vehicle parked in a location that had recent flooding?

Run a NMVTIS CheckThatVIN report.

The National Motor Vehicle Title Information System (NMVTIS) was designed to protect prospective buyers and sellers 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 title history information. NMVTIS data is also required in the state of California to comply with AB1215.

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.

CheckThatVIN is available at

“Customers shouldn’t have to be so wary when they buy a used car,” said William Pagan, Senior Vice President at CARCO.  “But, unfortunately, a lot of unscrupulous sellers will try to pawn off a flood-damaged car as perfectly fine.”

Rob Winthrop, business development director at CARCO, added that consumers should pay attention to cars labeled as “Insurer Total Loss.” “Often, a vehicle that was a loss due to flooding may be labeled as ‘Insurer Total Loss’ versus ‘Flood,’” he said.  “Running an inexpensive CheckThatVIN report prior to purchasing a used car offers valuable information and peace of mind.”







DID YOU KNOW? CARCO Has Technology Driven Solutions

Portal mobile combo photo

CARCO’s Technology Driven Solutions provide:

  • Onboarding Platform
  • Pre-Hire & New Hire Form automation
    • Pre-Hire & New Hire
    • Direct Deposit
    • Employee Engagement Surveys
    • Exit Interview
    • Training Videos
  • Seamless integration with our in-house Drug and Background processes
  • Electronic signature
  • Secure Mobile Document Upload App
  • Applicant Portal and Task Wizard
  • Client Portal with Dashboard to manage applicants & client tasks
  • Technology that allows for multiple client roles and multiple automated and customizable applicant workflows
  • Proactive email reminders
  • Experience at integrating with multiple ATS systems
  • Automated EEOC compliance
  • CARCO Analytics Reporting Tool (CART)
  • I-9/E-verify

For more information on CARCO’s Technology Driven Solutions, visit or call 866-557-5984 to speak to a CARCO Specialist.


Portland’s Ban the Box Ordinance Starts in July for Public & Private Employers


Under the ordinance passed last December by Portland, Oregon’s City Council, starting in July city and private employers will be barred from asking about job candidates’ criminal records or doing criminal background checks until after a job offer has been made.

In addition, when considering someone for a job, employers must weigh a candidate’s experience and skills without considering their past criminal convictions. However, once a conditional job offer has been made, the employer may do a criminal background check. But if an employer retracts a job offer based on a past criminal conviction, they must explain what prompted them to reconsider the applicant.

The ordinance applies to private-sector employers who have six or more employees, but exempts other governmental agencies besides the city of Portland.

Exceptions include drivers, law enforcement specialists or others involved in the criminal justice system, and those who work with children, the mentally ill or clients with past addictions. Volunteers also are exempted.

Enforcement of the ordinance is the responsibility of the state Bureau of Labor and Industries (BOLI), which handles other job discrimination-related cases.

People who feel employers failed to follow the ordinance have six months to file complaints with BOLI, but would lose the right to mount separate lawsuits against the employer.


Wondering how to keep your employees happy? A new survey says Cash is King!


According to a survey conducted by BambooHR of more than 1,000 business professionals, most people prefer money to titles and other types of recognition.  Finally, people I can relate to! I’ve read an unending amount of articles over the last few years describing how transparency, recognition, a fancy title, extra perks, paid days off, etc. are the important things that keep employees happy. I’d scratch my head thinking transparency and recognition won’t pay my mortgage and the last time I checked, the dentist wouldn’t accept my fancy title as payment for my son’s braces.  While those other benefits are definitely nice, a new survey shows that cash is king!

According to BambooHR’s survey:

  • 82 percent of employees said they only needed a 3 percent raise to accept money over a title promotion.
  • While most prefer money, one in five prefer the title change.
  • Employees are not interested in being offered “advancement” in title or responsibility without increasing their pay.
  • 70 percent of employees prefer a cash bonus over recognition through a company-wide email from a company executive.
  • 3 out of 4 said a bonus would have to be at least $2000 for them to accept it over a company-wide recognition email.
  • 1 out of 5 said a bonus would have to be at least $5000 for them to accept it over a company-wide recognition email.
  • 70 percent would prefer a gift card while 30 percent would opt for cash added to their next paycheck – probably because the paycheck cash is taxed.
  • 30 percent of employees prefer an email recognizing their contributions. Employees also say they’d much rather be recognized by an executive in a company-wide email than receive a prestigious industry award.

So, according to this new survey, it is important to know your employees and what it takes to keep them happy and engaged. Most people work for monetary reasons so it’s no surprise that monetary recognition is the No.1 choice.

CASE STUDY: How CARCO helped one of the world’s largest global courier delivery service companies gain control of their I-9 program

 ???????????????????????????????????????   A leading global courier delivery service was experiencing major compliance issues prior to having CARCO service their I-9 program. The company’s original I-9 work flow was a monthly pull of applicants that had I-9s to complete. The pull took place usually at month’s end and contained all of the applicants for that month. For instance, all the employees that were starting in the month of January were being handled by the end of January. However, employers are required to have the I-9 forms and E-Verify cases run within three days of the employee’s first day of work for pay. As you can imagine, the company’s compliance rate consistently fell short. On the re-verification end, compliance performance was even more challenging as this process was handled manually.


CARCO provided the client with a fully automated, active and forward leaning system where HR managers and recruiters are guided to complete the necessary steps for timely process completion. The system also advises the HR managers and recruiters of every stage of an employee’s progress.  In a very short period of time, CARCO was able to help the company’s compliance improve significantly.


Simply put, our client’s compliance rate was less than 25% before coming onboard with CARCO. After working with CARCO, their compliance rate now is close to 99.2%!



CARCO’s electronic I-9/E-Verify solution also provided the client with the following tools for success:


  • Easy to use and user friendly admin portal interface that provides quick access to employee accounts and tasks;
  • E-friendly electronic retention to replace paper retention of I-9 data;
  • Email notifications designed to trigger at all key points of the process, which is a major factor in driving high compliance rates with our clients; and
  • Daily and weekly detailed reporting designed to give an overview of any incomplete employee or employer steps of the I-9/E-Verify process.


For more information on CARCO’s I-9/E-Verify Solution, call a CARCO specialist at 866-557-5984 or click here.


New “Ban the Box” Legislation Brewing in Delaware and New York City

bantheboxIn an effort to reduce recidivism and give everyone a fair chance at employment, “Ban the Box” legislation is pending for the State of Delaware and the City of New York.


The Delaware Senate has passed H.B. 167 (“Ban the Box” legislation) and the bill now awaits signature by Governor Jack Markell.  Since Markell was an early proponent of “Ban the Box” legislation, signature is thought to be imminent.


Meanwhile, in New York City, a coalition of community, labor and faith groups, called Fair Chance NYC, is proposing The Fair Chance Act to give job applicants a level playing field when applying for work.  “Job applicants should be evaluated on their present skills and experience first and their past mistakes second,” said David R. Jones, President and CEO of Community Service Society.


Executive Order 151 has been in place in New York City since 2011 which prohibits City agencies from asking about an applicant’s criminal history on initial job applications or during the first interview. The Fair Chance Act looks to expand this legislation to all employers in New York City.


“Ban the Box” legislation delays the background check and asking an applicant about criminal history until after the first interview and prevents people from being denied work unless there is a direct relationship between the conviction and the job.


We will keep you posted on both pending legislations.


If you want the most up-to-date “Ban the Box” legislation, visit

Nebraska Becomes 11th State to Adopt Ban the Box Legislation

Nebraska Governor Dave Heineman recently signed a significant criminal justice reform bill that includes a “ban the box” fair-hiring provision, making Nebraska the 11th state to remove questions about an applicant’s criminal record from state job applications.


Enacted on April 17, 2014, the law requires public employers only to postpone asking questions regarding criminal records, both orally and in writing, until after the employer has determined whether the applicant meets the job’s minimum requirements. The purpose of this measure is to give individuals with criminal records a fair chance in the job application process.

Other states that have also passed “Ban the Box” include: California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Mexico, and Rhode Island. More than 60 counties and cities have also passed ordinances removing the question from public sector job applications.

It is recommended that all employers review their current hiring policies to ensure they are in compliance with current “Ban the Box” legislation and the EEOC Guidelines regarding use of criminal histories in hiring.


For a full listing of  the states, cities, counties and municipalities with “Ban the Box” legislation, visit