NarrowSearch Solutions Inc.

08/18/2016

Does a criminal record mean I can never get a job?

Not necessarily. The U.S. Equal Employment Opportunity Commission (EEOC) has said that use of criminal history may sometimes violate Title VII of the Civil Rights Act of 1964. This can happen, the EEOC says, when employers treat criminal history differently for different applicants or employees.

The Equal Employment Opportunity Commission (EEOC) says that a person cannot be denied employment based on a criminal record alone. Instead, the decision to hire or not must be based on a “business necessity,” which requires the employer to consider:

The nature and gravity of the offense or offenses.
The time that has passed since the conviction and or completion of the sentence.
The nature of the job held or sought.
EEO laws apply in employment situations whether the employer hires a third-party screening company or not. The Fair Credit Reporting Act (FCRA) requires compliance with EEO laws.

The EEOC has issued extensive guidelines for employers in considering the criminal history of a job applicant or employee. To aid in compliance with Title VII, the EEOC guidelines provide employers with examples of best business practices

04/01/2016

04/01/2016

Know the best practices of background checks
Criminal background screening has been a hot topic among employers, regulators and job seekers in recent years, especially as more companies look to fill in the gaps left during the Great Recession. Now, parties like the Equal Employment Opportunity Commission are starting to undergo extreme scrutiny for several new policies and the ways in which rules have been implemented.

For these reasons and more, many organizations will benefit from outsourcing the processes associated with background checks to firms that specialize in the procedures. This will help avoid damaging sanctions and potential incurred financial losses from fines, all the while expediting the approval process and ensuring that talented individuals are hired in a timely fashion.

03/06/2016

Electronic payments thriving in modern marketplace
The world continues to move away from traditional transaction processing and toward more advanced electronic payment systems, and this pertains to virtually every region given the fact that even emerging markets are getting on board with these solutions. From helping to bring unbanked and underbanked individuals into the financial system to streamlining the customer experience at the point of sale, electronic and, most notably mobile payments are making waves throughout industries.

One of the first types of electronic payments to surface is also the one that appears to be doing the best today, and this is automated clearinghouse payments, which at once streamline accounting and reporting for businesses while improving the overall efficiency of collections and remittance. In the coming years, many expect the current trends to intensify further, perhaps pushing the global consumer and corporate markets closer toward cashless payment environments.

02/27/2016

Background check lessons learned from major national stories

02/27/2016

NBC Sports recently reported that the NFL's owners are now beginning to consider using police experts to check tattoos on players as a backgrounds screening measure.

02/14/2016

Employment screening important at all levels

02/14/2016

When it comes to checking a job candidates consumer credit reports, criminal histories and employment records, many executives fail to do a thorough investigation.

According to The Background Investigator, the case of recently hired Rutgers University Athletic Direct, Julie Hermann, is a prime example of a poor screen process. The school outsourced their job search operation to Parker Executive Search Firm, a company that specializes in sports job placement.

Although the company conducted research regarding Hermann's history, the source speculated that it did not go far enough. In particular, it seems that Parker failed to question former players that were coached by Hermann during her spell as a volleyball coach at the University of Tennessee.

USA Today reported that in the wake of her appointment, allegations arose that Hermann was known to verbally abuse her former players at Tennessee. It's provided Rutgers with a PR nightmare. Although the school gave Hermann a vote of confidence, USA Today noted that several sources claimed Rutgers officials quietly explored how to back out of their commitment with Hermann.

In most cases, the need for such detailed pre-employment screening is unnecessary. However, it does highlight the importance of formulating a screening process tailored to specific vacancies.

Aspects of any search should probably include criminal records checks but some high-profile openings may require additional screening, as was the case with Rutgers appointment of Hermann. In particular, employees that are responsible for fiduciary tasks could be reasonably subjected to a consumer credit screen.

Although companies like Parker do a professional job and have a record of successful appointments, as The Background Investigator stated, further outsourcing for the screening process may be necessary.

There are a number of reputable companies that fully understand federal and state laws regarding pre-employment background checks. Also, these firms are vastly experienced in the process and are able to provide comprehensive investigations.

02/04/2016

Law firm: Employers should be aware of background screening legal landscape

02/04/2016

Pre-employment background screening has long been an effective tool for employers looking to ensure that they are hiring the best job candidates available. However, government agencies have recently made a dedicated effort to step up enforcement efforts for illegal screening practices.

01/24/2016

NRF issues guidance