Not all ATS Integrations Are Created Equal – Key Insights from Aurico’s Perspective

The integration of background screening and drug testing services with Applicant Tracking Systems (ATS) and Human Resources Information Systems continues to increase in frequency. Most every background screening firm now says they are able to integrate effectively with these systems, but there are many different types and levels of integration, each of which have significant differences in capabilities, ease of use, and functionality.

There are different ways to connect the two systems.  For example, integration can be established directly between the ATS and background screening systems, or data can be sent through a “middleman” type of software known as middleware to complete the connection. This middleware creates an additional layer of complexity within the integration, typically charges an additional fee for the data to flow through it, and separates the screening provider from direct electronic communication with the ATS.  If there is a problem with the middleware functionality or if the connection with the middleware is lost on either side, the systems will be unable to connect and complete the background check transactions. For these reasons, an integration that is established directly between an ATS or other system and the background screening provider is preferred as a best practice.

From the Blooper Book

Sometimes you have to wonder what they were really thinking about when they gave those references.

If you could sum him up, what would you say?

“I don’t know?  I’ve never been asked that about him before.  He is good a fishing, likes Doritos, and throws a great curve ball.”

What would you consider to be some of his strengths?

“If I was in an alley fight, I would want him next to me.  I would know what I would get from him.”

PCP

A recent article in DARSYS, the Drug Abuse Recognition Journal, outlined the below recent upswing in the use of PCP (Phencyclidine). A caller described contact with an individual who appeared drunk on alcohol, but no alcohol was present in the individual’s system. The individual had a vacant stare and a face which appeared frozen. Communication with the individual was all but impossible.

The individual was actually under the influence of PCP. This drug had not been seen in the community for nearly 10 years. Gangs have started to produce and sell the drug again and it is being seen here in the Chicago area, as well as in other large cities. “A 1950s general surgical anesthetic, PCP acts as a central nervous system dissociative anesthetic. PCP intoxication cuts the body's nervous system into halves. Neither half communicates with the other. As a result, users typically present with symptoms of severe physical and cognitive impairment. Many are unable to walk or talk. Most can't remember anything that has happened while high. Yet others can become violent and lash out.”

Seattle allows employers to conduct criminal background checks after an initial screening

By:  Laura Randazzo, Vice President of Compliance, Aurico

The Seattle City Council has voted unanimously to prohibit employers from inquiring about an applicant’s criminal record or excluding from consideration for employment until after an initial screening.  Council Bill 117796 will take effect on November 1, 2013, if, as expected, Seattle Mayor Mike McGinn (D) signs the measure.

Coverage

The bill would be effective for employers with one or more employee, and job placement, referral, and employment agencies. It would apply to all advertisements for positions, employment applications, and any employment policy or practice.

Excluded employers from this bill are as follows:

• An individual whose job duties or prospective job duties include law enforcement, policing, crime prevention, security, criminal justice, or private investigation services; or
• An individual who will or may have unsupervised access to children under 16 years of age, developmentally disabled persons, or vulnerable adults during the course of his or her employment.

Nevada Becomes the Tenth State To Prohibit The Use Of Consumer Credit Reports For Employment Purposes

By:  Laura Randazzo, Vice President of Compliance, Aurico

On May 25, 2013, Nevada Governor Brian Sandoval signed into law Senate Bill 127 restricting the use of credit information in employment decisions. The law is effective October 1, 2013. Nevada joins nine other states; California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington

This Act is relating to employment practices; prohibiting employers from conditioning employment on a consumer credit report or other credit information; providing certain exceptions; providing remedies and administrative penalties; and providing other matters properly relating thereto.

The bill prohibits an employer from taking certain employment actions based on the refusal of the employee or prospective employee to submit a credit report or other credit information.  The bill also \ prohibits an employer from taking certain employment actions based on the refusal of an employee or prospective employee to submit a credit report or other credit information or on the results of  such a report or information.  The bill further prohibits an employer from taking  certain employment actions where an employee or prospective employee files a complaint, testifies in any legal proceeding or exercises his or her rights with respect to any violation committed by the employer.

Gov. Perry Signs Drug Screening Legislation

Excerpted from yourhoustonnews.com

Gov. Rick Perry today signed Senate Bill 21, which will require mandatory drug screening as a condition for the receipt of unemployment compensation benefits by certain individuals. The governor was joined by bill author Sen. Tommy Williams and Lt. Gov. David Dewhurst for the signing ceremony.

"Texas is a state where personal responsibility is very important, and recipients of unemployment benefits have a responsibility to be prepared to work when an opportunity presents itself," Gov. Perry said. "Our system is designed to provide assistance to people through a difficult time in their lives, not subsidize those who would misuse the system to live a drug-abusing lifestyle. This bill protects the resources that should be reserved for those truly in need."

CANADA - Supreme Court Rules Against Random Alcohol Testing of Employees

Excerpted from EdmontonJournal.com

The Supreme Court of Canada says an employer who wants to impose random alcohol testing on unionized workers in a dangerous work environment must show it is a reasonable move.

The court ruled Friday that a mandatory random alcohol testing policy imposed by Irving Pulp and Paper at a Saint John, N.B., kraft mill in 2006 was unreasonable and was properly rejected by a labour arbitration board. In a 6-3 decision, the justices sided with the Communications, Energy and Paperworkers Union of Canada, which brought a grievance against the Irving policy.

N.H. legislators appease Gov. Hassan, strike medical marijuana compromise

A bill allowing seriously ill New Hampshire residents to use marijuana for medical purposes now appears certain to become law in 2013. Final language for House Bill 573 as approved June 18 by a special committee of representatives and senators, and Governor Maggie Hassan promptly announced that she intends to sign.  Different versions of the bill, sponsored by Rep. Donna Schlachman (D-Exeter), had already passed the House in a 286-64 vote March 20 and the Senate in an 18-6 vote May 23.

Aurico Earns ISO 9001:2008 Certification

On May 31, 2013, Aurico earned the ISO 9001:2008 Certification through an ANAB accredited certification body, AudIT³, LLC.  Auditor John E. Hopkinson stated “I concluded that Aurico had established and maintained a management system in line with the requirements of ISO 9001:2008, and demonstrated to me that it had the ability to systematically achieve the requirements for the service it provides, in line with the scope of its activities and in accordance with its policy and objectives. As such the recommendation for certification was without equivocation.”

Aurico delivers a comprehensive screening program by blending its WebACE™ technology with exceptional customer service to create a client experience that is unmatched in the industry.