DOT Reiterates that Marijuana Use by Safety-Sensitive Transportation Employees is Not Authorized, Regardless of Recent Passage of State Recreational Marijuana Use Laws

The U.S. Department of Transportation's (DOT) Office of Drug and Alcohol Policy Compliance has issued a Notice to address the recent passage of state initiatives purporting to legalize marijuana use for recreational purposes.

The DOT requires testing of applicants and employees in safety-sensitive transportation positions for marijuana, cocaine, opiates, amphetamines and phencyclidine. Applicants must be drug tested before they begin performing DOT-covered safety-sensitive duties and employees must be drug tested in certain circumstances, including following an accident, randomly and when reasonable suspicion of drug use exists.

During that review process, the test subject is permitted to provide the medical review officer (MRO) with information that would explain the positive test result, such as a prescription. If the test subject provides a legitimate medical explanation for the confirmed positive test result, then the MRO will report the test result to the (prospective) employer as verified negative. If the test subject does not provide a legitimate medical explanation, he or she must be removed from safety-sensitive duties and referred to a substance abuse professional for evaluation.

Applicants for and employees in safety-sensitive transportation positions will not be allowed to explain away a confirmed positive test for marijuana based on recreational or medical use purportedly authorized by state law.

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I-9 Audits Increasing at Rapid Pace

From the Associated Press:

U.S. Immigration and Customs Enforcement reached its highest number yet of companies audited for illegal immigrants on their payrolls this past fiscal year.

Audits of employer I-9 forms increased from 250 in fiscal year 2007 to more than 3,000 in 2012. From fiscal years 2009 to 2012, the total amount of fines grew to nearly $13 million from $1 million. The number of company managers arrested has increased to 238, according to data provided by ICE.

Game Changers Radio Show Features Ben Goldberg

The President of Aurico was recently featured as a guest on the Play Makers Spotlight at a local radio station.  Ben spoke on the history of Aurico, how technology impacts our clients, and what it means to take the Aurico Challenge.  You can listen to the podcast here.  The 10-minute interview begins around the 13:00 marker.

The Game Changers Radio Show airs every Saturday at 7:00PM CST on AM 560.

Newest Member of CEO IntroNet

Our CEO, Joel Goldberg, is one of the newest members of CEO IntroNet.  Hear what Joel has to say about Aurico here.

Not All Screening Companies Are Created Equal!

Recently there has been increased press on the background screening industry. EEOC provided guidance, the Today show aired a segment and Saturday Night Live has provided comic relief.

The FTC regulates and insists on truth in advertising. In hiring, we must insist on truth in an applicant’s “advertising” on their job applications. Employers are entitled to know as much information as possible about a candidate when making an investment decision on a new hire.

The numbers are staggering. The Society for Human Resource Management (SHRM) published a study that found 53% of all job applications contain inaccurate information. The Wall Street Journal published an article finding 34% of all application forms contain outright lies about experience, education and ability to perform essential functions on the job.

Negligent hiring cases have had verdicts of up to $40 million while the average settlement of negligent hiring lawsuits is nearly $1 million. According to Fortune, employers lose 79% of negligent hiring cases.

The need to screen is clear, but not all screening companies are created equal.

ATS Integration

Are you ready to connect your Applicant Tracking System to your background screening company to avoid duplicating efforts and the need to access multiple systems? Read how Aurico’s WebACE™ technology platform improves efficiency by seamlessly connecting to your current ATS or HRIS system here.

FROM THE BLOOPER BOOK

Digging deeper and learning as much as possible about an applicant to help you hire the “A” players is our MO. But sometimes our team of interviewers receives TMI—Too Much Information—when talking to past employers and references. Here are excerpts from some of our favorite conversations.

Interviewer: “So what does he excel in?”
Response: “Um . . . I have to go. Our building is swaying. I think we are having an earthquake.”

Interviewer: “What are some of his strengths?”
Response: “His beautiful wife.”

Interviewer: “Are you aware of any weaknesses in his performance?”
Response: “No. He’s a strong, mighty man.”

Interviewer: “I’m trying to verify employment for someone who worked in 2007.”
Response: “That was almost 25 years ago! I’m going to have to call you back.”

Interviewer: “Do you hold the records for employment history?”
Response: “No, a room does.”

Interviewer: “Did he voluntarily resign?”
Response: “Yeah. He moved to Illinois because that (censored) fell in love.”