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Wednesday, March 13, 2013
Harassment and Discrimination Prevention
Now
more than ever, employers should proactively develop a program to prevent
Harassment and Discrimination in the workplace.
The Network, Inc. has developed a white paper for employers to learn 5
keys to protecting the organization against harassment and discrimination.
Workplace violence, shootings on the rise
The U.S. Department of Homeland Security
last month released a video that provides instruction on potential actions to
take if confronted with an active shooter situation.
Infinity Screening
Infinity Screening programs are an
important addition to an employer’s screening program. They assist companies in complying with governance
of the organization, proactively identifying risk post-hire, and reducing
exposure to liability.
Employers today, in responding to
the new EEOC Guidance as well as second chance programs, may hire individuals
with past criminal records allowing for an individualized assessment. While it
is a prudent practice for employers to make hiring decisions based on job
relatedness as it relates to a past criminal record, it is also as important
for an organization to protect the company from negligent hiring, and reduce
exposure to risk as well as provide a safe work environment. Employers rely upon Infinity Screening to
continue to monitor enrolled employees on an ongoing basis, alerting the user
of new criminal record information as well as changes to existing records.
Friday, January 25, 2013
International Services: What’s the Skinny on International Background Screening?
International
background screening continues to expand at a rapid rate. For some
organizations, screening is handled as a “one-off” for a single hire with an
international background, while other organizations require comprehensive
screening solutions on a global basis. Whichever category you fall into,
partnering with a company versed in international screening is essential.
International complexities are significant and in most
cases, there is no silver bullet to address the impact on time, cost and process
variations. Here are six key topics to keep in mind when including
international background screening in your HR process and policy.
Just Say “No” to call centers and phone trees!
With Aurico, you work with a dedicated Account Manager
and Client Liaison, each an experienced professional who understands your needs
and expectations and who is familiar with your workflow, processes and history.
Personal, responsive service sets Aurico apart, and we
mean it when we say we’ll pick up the phone in four rings or less, during
normal business hours.
FROM THE BLOOPER BOOK
Sometimes it’s a spelling error that changes the meaning
of their response. Sometimes they write details when they
shouldn’t. This month, we highlight several warriors of the job
application, from the polite to the vengeful, and everything in between.
No, he wasn’t applying at Twitter:
Response to client’s e-mailed job offer: “Gr8! Whn
you can,,, pls call my references w/phone #s. They rock! Many thx”
Criminal Background Checks: The U.S. Commission on Civil Rights held a briefing on December 7th in DC regarding the impact of criminal background checks on employment
Attendees at the hearing included the National Retail Federation and other employer advocate groups who stressed the importance of background checks in employment.
"NRF believes that the criminal background question needs to
remain on employment applications,” NRF Vice President for Loss Prevention Richard Mellor said. “This vital information is every bit as relevant
as an applicant’s education, previous employment experience and formal
training.”
During
the Hearing, Commissioner Peter Kirsanow, a Republican, said EEOC's guidance
contains no “safe harbors” for employers that conduct background checks. Nor
does it show any EEOC recognition that state or local laws compel some
employers to conduct criminal background checks and exclude applicants with
certain past convictions, he said.
Kirsanow said the guidance is not a “judicious application” of
Title VII disparate impact theory and it places a large burden on small
employers in particular that “don't know what to do with this thing.”
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