With some applicants giving fraudulent paystubs and residents listing their homes on Airbnb, depending on your team to protect your property is more important than ever. But, what if your employees are actually the ones taking advantage of you? While it’s essential that you trust your employees to do their job, it’s just as vital to enact some measures that’ll prevent employee embezzlement from ever occurring.
Employment Screening Tips
Fake references are nothing new. It’s well known that sometimes applicants, for one reason or another, have their friends or colleagues pose as their property manager or employer for rental and employment verification. While a simple Google search can help confirm if an applicant is lying to you, if they’re using a professional service, Google won’t be enough.
Unfortunately over the past few years professional services that offer fake employment, rental, and personal references have become prevalent. All you need is an internet connection and the ability to make payments online. While you could verify if the applicant’s written references are valid based off property ownership or business registration, these services have found a way around that.
Screening applicants is an essential part of protecting your business with trustworthy employees. Be sure that you are familiar with what you should know about performing pre-employment screening on an applicant by using this helpful infographic.
Managing a successful business is no easy feat when you factor in risks such as competition, inventory and staffing. What many businesses don’t take into account is the liabilities they may face from current staff who may have been involved in illicit activities outside of work. Employees with inclinations towards activities that violate company policy rely upon the fact that their job will stop looking into their background once they are hired. Annual updates of personnel records that include the same background check you perform upon hiring is something that many companies overlook, but can have a significant positive impact on overall operations.
Bipartisan, Bicameral Group of Lawmakers Unveil Legislation Aimed at Federal Contractors
“Ban the box” legislation has been introduced for the first time at the federal level, reflecting a broader trend witnessed in dozens of states and municipalities. On September 10, a bi-partisan group of lawmakers in both houses of Congress introduced the Fair Chance Act (S. 2021 / H.R. 3470), which would prohibit federal agencies or contractors from asking prospective employees about whether they have a criminal record before a formal job offer has been extended. Once a conditional offer of employment has been made, an employer would be permitted to ask about the applicant’s criminal record and revoke the offer based on the results of a criminal background check.
This article was originally published on October 7, 2015 by Seyfarth Shaw, LLP
Yesterday, October 6, California Governor Jerry Brown signed the California Fair Pay Act, which media observers have called the nation’s most aggressive equal pay law. The Fair Pay Act will be effective January 1, 2016 for employers with California-based employees.
How Does This Law Differ From Current Laws Addressing Pay Discrimination?
All across the U.S. there are civil rights activists fighting for employees who are being discriminated against during the hiring process. There are arguments about the use of criminal records and credit history before an applicant has been interviewed, and how much of an impact the information should have on the decision for employment. Some states have already approved new legislation limiting what employers may ask or research before hiring a new employee, while others are in the review process.
In order to protect your business, be sure to keep up with changes your state might be making that will require a change to your employment policy.
Lawsuits and media attention over applicants who were discriminated against are becoming more frequent and some companies are finding themselves in hot water. There are several areas receiving more attention such as sexual orientation and lifestyle, and it may be time for your company to conduct a policy language “check-up”.
It is important to remove any personal biases that could potentially interfere with the hiring process. The popular clothing chain, Abercrombie and Fitch experienced the consequences of failing to adhere to the law.
When someone mentions the FTC, the EEOC, and the FCRA in the same sentence, it may sound like a ladle of alphabet soup. What’s really being served up is a new joint publication by the Federal Trade Commission and the Equal Employment Opportunity Commission that talks about how the Fair Credit Reporting Act and the mandate to comply with anti-discrimination laws intersect when employers use background checks in personnel decisions.
With the New Year many companies budgets are in order and opportunities for hiring, or re-evaluating current employees, are back in focus. A necessity for either of these processes should be performing a proper background check in an effort to protect current employees and corporate assets alike. The National Association of Professional Background Screeners (NAPBS®) recently released tips from industry experts on how to best accomplish properly screening potential applicants and current employees.