Truckers are also expected to conduct more thorough employment verification for new hires (pre-employment screening) in positions that are regulated by the DOT for past DOT positions. DOT employment verifications include some additional questions about accident history and as well and drug abuse and counseling questions.  Corra Group assists employers with meeting this additional requirement; they have a staff well versed in the DOT regulations and additional forms and documents available to help employers meet compliance.

Contact Corra Group today to discuss your DOT background screening requirements including Driving Records (MVRs), DOT Drug testing, random pool maintenance, DOT Physicals, and DOT employment verifications.

The DOT drug test will continue to test for following 5-panels Marijuana (THC), Cocaine, Amphetamines, Opiates, and Phencyclidine (PCP).   To the amphetamines group, the DOT is adding initial testing for MDMA (Ecstasy) and confirmatory testing for MDMA, MDA, & MDEA.

It should be interesting to see what happens across the transportation industry due to the lower result levels for amphetamines.  While the new drug Ecstasy might not be a drug of choice among drivers, the allure of using amphetamines to help keep going on a long haul is much more industry relevant.

Need to establish a DOT-drug testing program?  Contact Corra Group, a nationwide provider of DOT drug testing compliance programs, including DOT employment verifications, DOT Physical exams, and random drug testing management.

Then you got laid off. Down-sized. The recruiters aren’t calling any more, and now you are asking for help. The trouble is that employers have an uncanny ability to smell your desperation. Changing jobs when your employed is all about a power play; higher salary, better benefits, work-life- balance, what can you do for me? You’re a mercenary, and your smiling the whole time. But looking for a job when your out of work is a desperate play. It’s a survival.

The hard part is trying to maintain that swagger, that game face during the interviews and the rest of the hiring process. You may be tempted to claim you are still employed. Yeah, you only got laid off last week, perhaps you can still submit that resume with “2006 to current” for your last job. The thing is, employers will uncover the truth during a background check. It’s better to be truthful upfront and avoid any exaggerations, especially easily verifiable ones. Exaggerating your sales numbers might be easily concealed, and only discovered during a reference call with your former boss, but your employment status is easily checked with Human Resources. Be smart, and be honest. You can get that job, just get because of your merits, your real skills.

Motor Vehicle Record searches are a valuable component of your complete employee background check, including criminal record searches, drug testing, credit reports, and more.  Corra Group allows you to screen your entire fleet, and continue to run random motor vehicle records and drug testing during each year.  Connecticut drivers are ideally situated for most freight and transportation hauls from the East Coast.   Run your motor vehicle record abstracts today.

When hiring a background screening company to run background checks on international candidates, ask up front how the background check is conducted.  A professional screening company will conduct a check using their own resources or a thoroughly vetted vendor.   They will also advise you about the efficacy of running background checks in the particular county you are interested in.  For example, in Canada, conducting a Canadian Criminal Background Check can be accomplished by either running the nationwide CPIC search, offered through the Canadian Police Information Centre, or by conducting courthouse searches in the particular province where your candidate has resided.  With regard to Ryan Jenkins, there is some indication that a courthouse search was conducted and the records were not there.  If this is the case, then the court clerk possible missed the record and failed to provide it to the researcher.  It is worth considering the quality of record retention in the courthouse before conducting your search. 

As always, conduct a thorough background check on your candidates to provide a well rounded portrait.  Depending on the type of job your candidate is up for, consider reviewing motor vehicle records for driving related problems such as DUIs and credit reports for financial responsibility issues.  The more thorough portrait of your candidate you can achieve, the better you can evaluate their background to determine if it is a fit with your organization.

An Article in WFAA in Texas, discusses the troubling condition of the San Antonio airport, where 767 foreign mechanics have been hired in the past two years.    These workers undergo a background check U.S. State department in their home country, but there is concern about the ability to conduct a proper international criminal record check.  

“Criminal record keeping in much of the world is “nonexistent.” Moreover, some of the home countries of the mechanics do not have diplomatic relations with the U.S.”

We talk a lot about the problems of conducting criminal records searches in the United States.   There are nationwide criminal database searches that are good in about 40 states, as well excellent county courthouse records going back at least 7 years as per FCRA guidelines.  Federal Criminal records are also available on databases and researched at the courthouse by professionals.  

International Criminal Records
In foreign countries, the criminal record searches vary depending on the record keeping quality of the country.   In practice, if you are hiring foreign workers it is best to conduct a international criminal background check with a company who is knowledgeable about the criminal record keeping practices of each country.   One company, Corra Group, has an extensive research network spanning the globe with local researchers on the ground. These researchers know their local courthouse traits and can provide the best in practice international criminal records.

background checks
international criminal records
san antonio criminal records

Philadephia Business Today

Sward provided a wealth of information to the laid off HR professionals.  He stressed the importance of networking, and trying to find a connection to the person who will be interviewing you.  Tap your network, search LinkedIn for someone you know what a connection and don’t be afraid to ask for an introduction to get in the door.  Just make sure you have the qualifications so you don’t over-leverage your connections; they might not be as receptive to your next request.

Another point of attention of thank you notes, and the importance of personalizing them, and “address priorities”  He also touched on the important aspect of “Ego” in your job loss, that my inhibit you for telling others you are out of work.  He encourage Philadelphians to reach out to other adults you know, such as other parents on sports team, or other axes of adult interaction, a regular coffee shop crowd, Monday Night Football, salsa class, volleyball class.  Make the professional connection, link up on LinkedIn, and be assertive, but don’t be annoying.

Human Resources
Hiring

Online vs. Paper?
If it wasn’t confusing enough, the USCIS notes that the current Form I-9 expires 06/30/09.  Today they issued a press release indicating that the form is still valid beyond June 30th.    They are requesting an extension from the OMB (office and management and budget) and until that occurs the form is still valid.  At some point they will have an updated form and will release it for employers to download.  When you sign up with a designated agent like Corra Group, their electronic form will automatically update with the new form, so there is no need to worry about expiration dates.

If you need a paper version of the current I-9 form, you can download it here

electronic I-9
DHS
E-Verify

The agency used a list of crimes not found in state laws to find that some applicants shouldn’t be hired. The list, which included misdemeanor DUIs and other minor crimes, was in a bill considered but not approved by the 2003 Legislature.

The article touches upon the subject of application notifcation and whether the job applicants received an adverse action letter based on the background check. 

Capt. Phil O’Neill, who runs the division, said he didn’t know of anyone who lost a job over the mistake, adding they might not have been hired for other reasons.

This response sounds like code speak for “we found somebody better qualified” in which the company wouldn’t have to issue an adverse action letter.

adverse action letter
FCRA
background checks
Nevada DPS
Nevada Criminal Records

Read the full article here:

If you are considering doing business with a public school district, be aware that background checks are coming under intense scrutiny as we seek to better protect our nation’s children.  Most school districts are implementing background check requirements, and we recommend your own companies background check program exceeds the expectations of the school district.  Check anyone and everyone that would have any contact with children.   Conduct pre-employment drug screening and frequent, random drug screening of employees.   Your extra efforts will be recognized by the public, and you will also prevent any negative press associated with a negligent hiring situation.

 
background checks
school background checks
drug testing
drug screening