Hire Image currently passes through a $68.00 fee, which includes the additional $3.00 OCA processing charge. With this change, the pass-through fee will now increase to $98.00. It should be noted that this fee is for each name searched, as the state has also refused to include alias names in the search. For those who are residents of the State of New York, we encourage you to reach out to your legislators regarding this increase and let your
Join Hire Image CEO Christine Cunneen and Seyfarth Shaw LLP Senior Counsel, Jennifer Mora to learn helpful information pertaining to the trends facing HR professionals as you look to improve your background and drug screening policies in the new year.
Verifying credentials is an important aspect of background screening. Contact us at Hire Image if you have any questions or need help with your credentialing process or to review your screening program.
Employers should be very familiar not only with their own state’s laws regarding marijuana, but also about any cases brought under them and use that information when reviewing their policies and procedures.For more information about marijuana laws in your state, please visit our Resource Library at Hire Image.
Hire Image understands the importance of background screenings to help protect your customers, employees, and property from instances such as this devastating one. Contact us to learn more about what else you can do today to help protect yourself and others with whom you work.
This is yet another reminder of the many benefits of background screening .Not only does it help protect employers, employees, and workplaces, but it may, as in this instance, bring painful, but needed closure to people who have been looking for answers for a very long time.Contact us at Hire Image if you have any questions or need help with your background screening program.
Ban the Box laws have already spread throughout much of the country and now to the federal government. For more information on Ban the Box and other laws, and whether they affect your state, visit our resource guide here at Hire Image.
Hire Image reports that, last month, New York City passed a first-of-its-kind law banning employers from conducting pre-employment marijuana testing. According to New York City Council’s Legislative Process, because the law was not signed or vetoed by the mayor within 30 days, it became law on May 10, 2019 and is effective one year later on May 10, 2020.
Hire Image reports that, effective July 28, 2019, Washington employers with 15 or more employees are prohibited from asking applicants or their current or former employers about their prior wages or salaries.
Hire Image research indicates that this is not the first time the AG’s Office has conducted an investigation regarding Ban the Box. In fact, not even a year ago, it conducted a similar investigation, which found 21 businesses in violation.
While this law does not go into effect for a year and a half, Hire Image background screening specialists say that it’s a good time for Colorado employers to review their interview and application processes and forms to ensure they will be in compliance by the effective date.
Hire Image reports that, effective October 31, 2019, Kansas City employers with six or more employees are prohibited from.
Hire Image background screening specialists report that, effective September 1, 2019, Colorado employers with 11 or more employees (effective September 1, 2021, for all employers).
While Illinois employers appear to benefit greatly from these amendments, it is prudent for them to remember that much ambiguity continues to revolve around the interpretation of marijuana laws throughout the country. Illinois employers should ensure they are following the amended version of the law, as they continue to revise their workplace drug testing policies prior to the January 1st effective date.For more information about marijuana laws in your state, please visit our Resource Library at Hire Image Website.
Hire Image reports that Maryland Governor Lawrence J. Hogan Jr. explained his reasons for vetoing the Maryland Ban the Box legislation (Senate Bill 839 and House Bill 994) in a letter to the President of the Senate and Speaker of the House.
According to Hire Image, Nevada employers should review their drug screening practices to ensure they are in compliance with this new law when it goes into effect. Please contact Hire Image if you need assistance with any drug screening policy review or revisions.
Join Hire Image CEO Christine Cunneen and OraSure Technologies Director of Sales, Brian Feeley, and Director of Marketing, Jackie Pirone, for our FREE Webinar to take an in depth look at oral fluid drug testing, learn about the new SAMHSA guidelines, and get answers to other important questions.
Hire Image background screening specialists report that it’s important to note that, unlike other states, Alabama’s new law does not bar employers from inquiring about salary history, but rather, prohibits retaliation against applicants who refuse to provide such information.
Washington D.C. is continuously taking actions to enforce their Ban the Box law. As such, D.C. employers should review their applications and ensure there is no question on there that could violate the Ban the Box law.For more information on Ban the Box and other laws and whether they affect your state, visit our resource guide at Hire Image.
The impacts of decisions like this on background screening could be far-reaching. Contact Hire Image to learn more about our Sex Offender Registry Searches and whether they should be added to your own background screening practices.
As Hire Image reported last week, the Consumer Financial Protection Bureau (CFPB) and the Federal Trade Commission (FTC) will host a free public workshop to discuss the different issues that can affect the accuracy of credit reports, employment background screening reports, and tenant background screening reports.
Compliance and its importance for employers and landlords is discussed in the news extensively, but a recent proposed judgment against a Consumer Reporting Agency (CRA) demonstrates that compliance, or lack thereof, can affect even those who should be well-versed (and practiced) in the various requirements at Hire Image.
The Consumer Financial Protection Bureau (CFPB) and the Federal Trade Commission (FTC) will host a public workshop at Hire Image. Through the workshop, industry representatives, consumer advocates, and regulators will discuss the accuracy of traditional credit reports and employment and tenant background screening reports. Interested individuals may submit comments through January 10, 2020.
Hire Image will host a free webinar: Clarity on Oral Fluid Drug Testing and the New SAMHSA Guidelines.As part of recently established guidelines by the Substance Abuse and Mental Health Services Administration (SAMHSA), oral fluid specimens will now be included in the mandatory requirements for Federal Workplace Drug Testing Programs.
If an employer elects to discipline an employee on the basis that the employee is under the influence or impaired by cannabis, the employer must afford the employee a reasonable opportunity to contest the basis of the determination.For more information on the legalization of marijuana and whether it affects your state, visit our resource guide at Hire Image.
Hire Image provide information regarding The Clean Slate Law. Even if a person does not qualify for the automatic sealing process, those convicted of some first-degree misdemeanors may petition the courts to have their records sealed under the law. The person cannot have any convictions in the last 10 years and must have fully paid all their court-ordered fines.
The law does not apply to applicants for internal transfers or promotions within a company, or to positions for which salary, benefits, or other compensation are governed by a collective bargaining agreement.For more information about the growing trend of salary history bans, please visit our Hire Image Resource Library.
Please contact Tenant Patrol, a division of Hire Image LLC and leader in tenant screening services, if you have any questions about this or other rulings affecting your rights to choose tenants.
Hire Image’s CEO, Christine Cunneen and Sarah R. Skubas, Principal at Jackson Lewis P.C will discuss safe workplace practices in order to protect employees, customers and property. There is also little doubt that a large contributing factor to a safe workplace is a drug-free work policy
Employers in Puerto Rico should review their hiring procedures and make any necessary revisions based on the new law. If a credit report is allowed, based on one of the positions listed above, the employer should get written consent from the applicant.For more information on the use of credit reports in your state, visit our resource guide at Hire Image.
Under the amendment, employers are prohibited from taking any adverse employment action against a current or prospective employee based on that person’s status as a state-registered, qualifying user of medical marijuana. As such, this case warrants close attention in the coming months.For more information on the legalization of marijuana and whether it affects your state, visit our resource guide at Hire Image.
Hire Image understands the intricacies of salary history bans and stays informed on, and compliant with, the ever-increasing changing laws. For up-to-date information on salary history bans and how they may affect your workplace, please visit our Resource Guides or contact us to find out how we can help.
Between now and the effective date, employers should review their hiring policies and practices, as well as any employment applications used to ensure they are in compliance with the new law.For more information about the growing trend of salary history bans, please visit our Hire Image Resource Library.
The North Carolina salary history ban for public employers is effective immediately. Will private employers be next?For more information about the growing trend of salary history bans, please visit our Hire Image Resource Library.
As a reminder, at Hire Image, we provide our template forms using separate “standalone” forms, with simple, easy-to-follow language. Our state law notices are always on separate documents and clearly labeled as such. When using our online system, applicants are asked where they live and where they will be working and only receive the state notices applicable to them.
Dollar General also agreed to increased managerial training, so that managers better understand how not to discourage those with criminal histories from applying for employment and to consider hiring those whose conditional employment offers were rescinded based on their criminal history.Not sure what you can or cannot ask and when hiring in your state? Visit our Hire Image Resource Guide to learn more.
The Professional Background Screening Association (PBSA®) Background Screening Credentialing Council (BSCC) announced today that Hire Image LLC has successfully demonstrated continued compliance with the Background Screening Agency Accreditation Program (BSAAP) and is recognized as BSCC-Accredited.
Nothing in the law prohibits an applicant or employee from voluntarily and “without prompting” disclosing salary history. Additionally, if an applicant or current employee chooses to disclose such information to try to negotiate a higher offer, an employer may then confirm that wage or salary history.For more information about the growing trend of salary history bans, please visit our Hire Image Resource Library.
Drug testing results are incorporated into the reports at Hire Image. Positive results will be reviewed by our Medical Review Officer (MRO), who will contact the applicant to discuss the test results when they are positive for marijuana.
This decision makes it clear that the FTC is not only not backing down against privacy concerns, but is pursuing them with a new purpose. At Hire Image, privacy is of the utmost importance and this priority is reflected in our policies and procedures.
New Jersey from including an inquiry regarding salary history on an employment application, so long as immediately preceding the inquiry it states that an applicant for a position in New Jersey is instructed not to answer.For more information about the growing trend of salary history bans, please visit our Hire Image Resource Library.
An employer or employment agency may still provide information about the wages, benefits, compensation, or salary offered in relation to a position and may continue to engage in discussions with an applicant about the applicant’s salary expectations.For more information about the growing trend of salary history bans, please visit our Hire Image Resource Library.
Join Hire Image CEO Christine Cunneen and the Northeast Human Resource Association (NEHRA) for NEHRA’s Webinar Series: Don’t Let Your Compliant Background and Drug Screening Policies Go Up in Smoke on August 20th (1:00 PM EST).
While there appears to be a trend for employers under these circumstances, employers should still exercise caution, as some courts have also taken, and may continue to take, a broader view of the term “employment purposes.”Hire Image understands the importance of background screenings to help protect your customers, employees.
We continue to encourage employers to run thorough background checks, including criminal histories, as a part of the process.For more information about Ban the Box and whether it affects your state, please visit the Hire Image Resource Library.
Hire Image LLC has provided reliable and comprehensive employment background checks and background screenings, and other background investigation services including national criminal and civil searches, drug screenings, employment, education, and professional license verifications, tenant screenings, motor vehicle records, address, and social security number traces, and credit reports
As this case continues to show, the benefits of Hire Image background screening services can reach far beyond finding the right employee. Contact us if you have any questions or need help with your background screening program.
Hire Image will continue to post updates from USCIS, as we receive them. Contact us if you have any questions or concerns about this change.
Regulated employers that follow SAMHSA guidelines should make the appropriate revisions to their own workplace drug policies. Contact us at Hire Image website if you have any questions about what these new guidelines mean for you and your business.
Hire Image will continue to provide updates on this ruling, as they develop. Contact us for any questions or concerns about the Terrorist Watchlist or any other database we utilize.