Ban The Box (The Fair Chance Act)

THE FAIR CHANCE ACT
More cities and states added ban the box legislation also referred to “Fair Chance Act”.  The increased legislation for 2017 included Philadelphia, and Los Angeles, joining over 100 other areas of the country.

Some of these areas include: Austin, Texas, Baltimore, Maryland, Buffalo, New York, Chicago, Columbia City, Missouri, Connecticut, Hawaii, Illinois, Los Angeles, Massachusetts, Minnesota, Montgomery County, Maryland, Nebraska, New Jersey, New York City, Oregon, Portland, Oregon, Philadelphia, Prince George’s County, Maryland, Rhode Island, Rochester, NY, San Francisco, Seattle, Washington, Washington D.C., Washington State.  

This type of legislation at the very least requires employers to eliminate the “criminal questionnaire” from the initial job application, but typically allows an employer to ask the criminal question later in the recruiting process, after a first interview or after a contingent offer of employment. Because of the increase in the number of cities and states, most employers have eliminated the questionnaire from the job application and do ask the question later on in the process.

Aurico recommends that the question continue to be asked, and a good time to ask the question is after a contingent offer of employment and during the background screening stage.  An CRA like Aurico should be able to accommodate presenting the question on behalf of the employer through technology and at the same time the candidate is providing information for their background screen.

Why is it a good practice not to ask the criminal question prior to a conditional offer of employment?
The purpose of ban-the-box legislation is to delay background check inquiries until later in the hiring process, so that employers evaluate applicants based on their qualifications rather than automatically screening out former offenders. Every ban-the-box law includes provisions that allow employers to run a background check and make inquiries about criminal records in accordance with state laws.

Why should an employer continue to ask this question? 

• An employer has an obligation to provide a safe work environment for employees, and visitors
• Protection against Negligent Hiring
• Falsification and a candidate not answering the question honestly could still be a factor to consider when making hiring decisions

STUDY SHOWS BAN THE BOX MAY BE A HINDRANCE TO EMPLOYMENT
Although we anticipate an increase in Ban the Box legislation across the country in 2017, there are studies that show the Ban the Box movement may actually hinder an applicant’s chance in getting a job.  According to a study by the National Bureau of Economic Research they found that ban the box policies decrease the probability of young, low skilled African American and Hispanic men.  In addition, their findings support the hypothesis when an applicant’s criminal history is unavailable, employers statistically discriminate against demographic groups that are likely to have a criminal record.

4 LARGE EMPLOYERS SIGN ONTO THE FAIR CHANCE PLEDGE
Another movement related to Ban the Box was the Fair Chance Pledge Initiative.  In addition to the increase in cities and states passing ban the box legislation, the White House started an initiative with businesses to sign onto a “Fair Chance Business Pledge” President Obama’s goal for this initiative is “a nationwide call-to-action to accomplish the shared goal of creating a stronger set of opportunities for people who have been impacted by the criminal justice system.”  Some of the large employers who have committed their pledge to this initiative include American Airlines, Coca Cola, Pepsico and Walmart. In addition to the initial pledge, other initiatives companies may commit to are:

• Banning the Box by delaying criminal history questions until later in the hiring process;
• Training human resources staff on making fair decisions regarding applicants with criminal records;
• Ensuring internships and job training are available to individuals with criminal records;
• Using reliable background check providers to help ensure accuracy;
• Hosting a Fair Chance and Opportunity Job Fair

Aurico Named No. 2 on HRO Today Magazine’s 2016 Baker’s Dozen List of Top Background Screening Providers

Aurico, a CareerBuilder company, announced it has been named one of the nation’s top 13 employment screening providers on HRO (Human Resource Outsourcing) Today magazine’s 2016 Baker’s Dozen list. This recognition marks the fifth appearance on the list for Aurico.

“At Aurico, nothing is more important to us than our clients. It is extremely gratifying to get confirmation from them that we are not just meeting, but exceeding their background screening needs,” said Ben Goldberg, CEO of Aurico. “We strive to provide our clients with the best user experience and the most compliant and accurate service. Having our customers acknowledge our commitment to trust for employers and applicants is an honor.”

To achieve inclusion on the Baker’s Dozen list, companies that provide background checks are rated anonymously by their clients during an online survey process. HRO Today calculates the results using a statistical analysis and predetermined algorithm. The award is based on three categories: breadth of service, size of deal and quality of service.

NAPBS Volunteer of the Month

Congratulations and thanks to Laura Randazzo, the NAPBS Volunteer of the Month.

Volunteers play a vital role within NAPBS, working alongside staff members and other volunteers to jointly achieve the association's goals. Through our Volunteer Recognition Program, we highlight the contributions of our volunteer workforce.

Laura Randazzo, VP of Compliance with Aurico - a CareerBuilder company, has been selected as the December 2016 NAPBS Volunteer of the Month. Randazzo is currently serving on the BSCC, Finance and Advocacy Committees. Learn more about Randazzo in this interview.

Know someone in the NAPBS community who deserves special recognition for their dedicated volunteering efforts? Nominate your favorite volunteer as Volunteer of the Month. Nominees should have made a significant and outstanding contribution to the NAPBS community. Submit nominations to volunteer@napbs.com and provide the volunteer's name, company, details regarding their volunteer accomplishments, and why you think they should be recognized.

Aurico Webinar: Managing Changes to the Form I-9

Recently, the Office of Management and Budget (OMB) approved a revised Form I-9, Employment Eligibility Verification. U.S. Citizenship and Immigration Services (USCIS). By Jan. 22, 2017, employers must only use the new Form I-9 (on new employees.) To ensure compliance with USCIS, Aurico has made the new Form I-9 available for all clients and partners in the Customer Forms Library within the WebACE™ Platform.The old version of the Form I-9, which expired on March 31, 2016, may still be used until January 21, 2017.

Aurico hosted a Webinar on November 17, 2016 titled Managing Changes to the New Form I-9 to provide education on the Form I-9 process.  Aurico provides electronic I-9 and E-Verify products. The electronic I-9 product through Aurico will accommodate the new form I-9 on or before January 21, 2017.

Privacy Shield Certification Furthers Aurico’s Position as Trusted Background Screening Leader

As further evidence of its dedication to the highest compliance standards, Aurico — a CareerBuilder company and a global provider of background screening and drug testing — has now achieved the Privacy Shield Self-Certification from the U.S. Department of Commerce’s International Trade Administration (ITA).

Aurico already has an active corporate membership with the International Association of Privacy Professionals (IAPP), a comprehensive global information privacy community and resource. The EU-U.S. Privacy Shield Self-Certification demonstrates Aurico’s adherence to the EU-U.S. Privacy Shield Framework, an important distinction in the background screening space.

About the EU-U.S. Privacy Shield Program 
The EU-U.S. Privacy Shield Framework was designed by the U.S. Department of Commerce and European Commission to ensure companies on both sides of the Atlantic comply with EU data protection requirements when transferring personal data from the European Union to the United States in support of transatlantic commerce. On July 12, 2016, the European Commission deemed the Privacy Shield Framework adequate to enable data transfers under EU law.

What This Means for Clients
Aurico’s commitment to privacy and data security is of utmost importance, as is our commitment to protect the confidential data we maintain. Aurico pledges to collect, use and disclose personal information in a manner consistent with the laws of the countries in which data is collected. Aurico clients can rest assured knowing Aurico maintains the highest ethical standards and has developed a privacy program designed to respect and protect data privacy rights.

Aurico listed again on Workforce Magazine's Annual Hot List of Leading Background Checking Providers

It's easy to see why so many companies might be willing to forego background checks – when a company needs to hire quickly, background checks adds time and money to the process – however, not screening workers of any type (full-time, temporary, contract, etc.) puts organizations at increased risk of negligence, fraud, theft and violence.

Workforce Magazine recently address this issue in a recent article titled, "The Increasingly Important Role of Screening in Recruiting." "Recruiters can't afford to skip this vital step in the hiring process, especially with trends showing candidates are misrepresenting themselves more than ever," Workforce's Sarah Fister Gale writes. Gale adds that, as more employers recognize the importance of background-checking, they are relying on third-party providers "to meet the needs for faster, better and more seamless screening."

One such vendor fulfilling this role is Aurico, a CareerBuilder company that made Workforce Magazine's annual "Hot List" of background check providers. Aurico takes the burden off employers by providing seamless, comprehensive background screening and drug-testing with fast turnaround. Aurico ensures companies meet compliance standards and feel more confident in their hiring choices. In addition to using leading-edge technology, Aurico is a recognized leader in customer satisfaction among background screening and drug-testing services providers.

Four benefits of Aurico:

1. Unmatched customer service: Aurico is a recognized leader in customer satisfaction.
   
2. Superior quality: Aurico is NAPBS accredited and ISO 9001:200 certified, with multiple audit checkpoints throughout the process.
   
3. Focus on candidate experience: Aurico coaches applicants through the process to ensure the best possible candidate experience.
   
4. Record-keeping: Aurico's unique web-based portal enables clients to order reports, check their status and receive results efficiently.

View in Workforce Magazine's August Edition

Aurico is a Six-Time Inc. 5000 Honoree

For the sixth year in a row, Aurico has earned a spot on the Inc. 5000 list of America's fastest growing private companies. In its best performance yet, Aurico ranks 2007 in this year's Inc. 5000 list. Aurico's tremendous success is attributed to its WebACE™ technology platform while delivering exceptional customer service. "On average, the companies on the list have grown almost five-fold over the past three years," says Eric Schurenberg, President of Inc. Media. Aurico projects annual revenue growth of 40 to 65 percent within the next two years.