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Motor Vehicle Record Fees on the rise as State Budgets implode

Aug 18, 2009 - 10:22 am


Several states have recently raised the fees for accessing motor vehicle driving records, which will impact the budgets of trucking and transportation firms, small and large.   In some cases the state MVR fee hike is significant. Starting September 1st, Florida is raising their fee for a 3 year MVR driving record from $2.15 to $8.00, and from $3.15 to $10.00 for a 7-year driving record .    While these fee hikes may help states with their budgetary crisis in the short-term, there may be sowing the seeds for long term economic problems.   For larger multi-state firms, this fee hikes may force them to adjust hiring policies away from the states with the higher fees.   States may lose out on a job growth in the trucking and transportation industries

Recent State Fee Changes

Florida
3-year search: $2.15 – $8.00
7-year search: $315 – $10.00

New Jersey
fee change: $10.00 – $12.00, effective July 6, 2009

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Ohio
Fee change: $2.00 – $5.00, effective July 1, 2009

Driving Record Searches are an essential part of a pre-employment background check as well as ongoing background checks for active driving employees.  Driving Records provide records of DUI and other motor vehicle offenses that may not show up under a criminal records search.



Questions arise about background checks on airline workers

Jul 20, 2009 - 11:21 am


With the recent Air France airline crashes in the news, and the very publicized damage to a Southwest Airlines Flight recorded on cell phone camera, the scrutiny is returning to the ground, including how background checks are conducted on ground workers in avionics and airplane maintenance.  

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.  

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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.



How run a background check on potential executives

Jul 15, 2009 - 3:52 pm


Hiring a new executive today can be a frustrating and expensive enterprise. You want to attract and retain top management talent, but in this recession you might be hindered by a shrinking personnel budget and bewildered by the flood of seemingly qualified candidates’ resumes.    Using a recruiter can assist in your pursuit of a qualified candidate but the commission rates can be expensive.   You can save money by implementing an applicant tracking system, such as CATS  (a SaaS) which will help you screen and filter job candidates based on qualifications.  Candidates will signup for your jobs online on your website and provide you the application information, including a electronic signature. 

Complete Integrated Background Screening
You may want to consider using Corra Group’s applicant tracking system, which is fully integrated with their background screening service.   After you candidate’s have signed up, you can decided which candidates to send through the background screening process.  Corra makes the background checks easy by providing you with various screening packages, including an Executive Screening Package called the “Corner Office”, which retails for about $179 per candidate.    This package not only provided criminal records search, employment and education verification, but also looks for federal crimes and county civil actions.   You can never be too careful in this age of corporate unethics.

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125 unemployed human-resource professionals share support

Jul 13, 2009 - 2:36 pm


fired2Philadephia Business Today reported that the Philadelphia Human Resource Planning Society sponsored a seminar for laid-off human resource professionals.   The seminar was attended by more that 125 unemployed professionals who learned new tips and tricks from five panelists including Glenn Sward, head of recruiting for the Americas at SAP America, Inc.  

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.

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Going Whole Hogg $8.6 Million Verdict in Wild Pig Accident

Jul 2, 2009 - 2:49 pm


A  jury recently awarded $8.6 Million to a Monterey County motorcyclist who was severely injured after striking a wild pig.  The jury found that State highway officials were responsible for the Plaintiff’s injuries.  They ruled that the officials ignored evidence that a stretch of highway was dangerous because wild pigs were crossing it and the State failed to take appropriate action to resolve the danger.

According to the San Francisco Chronicle, the man was confined to a wheelchair.

If you’ve been wondering how our California State has gotten info this budget crisis, look no further than some of these jury payouts.  Let’s assume the complaint is valid and the State neglected to do anything about the danger, such as posting wild pig crossing signs, or limiting the speed limit in the area to allow a speeding cyclist to avoid a fleeing pig.   Even if the State is correctly at fault, is it really worth 8.6 Million?  How could the victim incur this much damage from the accident, or was some of it punitive?  If so, why so much?  How about forcing the state to spend 8.6 million on improving the highway conditions? 

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Establishing an Electronic Form I-9 Account with E-Verify

Jun 30, 2009 - 2:56 pm


The U.S. Citizenship and Immigration Services (USCIS) offers electronic employment eligibility verification through their E-Verify program.  Some background screening companies, such as Corra Group, based in Los Angeles, is a designated agent and will help you establishing your electronic employment eligibility account.   Additionally, Corra Group will integrate your electronic I-9 form with your background check screening program, allowing you to reduce double entry typing and eliminate paper forms. 

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.

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Financial Job Seekers optimism highlights need for deeper background checks

Jun 11, 2009 - 4:59 pm


According to a recent survey by one-wire.com, about 75% of financial job seekers believe they will find employment within the next six months, which isn’t surprising considering the “Type A” personality necessary to succeed at most financial services positions.   This optimism might be shortsighted according to another study by Ewing Marion Kauffman Foundation, which indicates  the venture capital industry will have to shrink – possibly by half — if it wants to be profitable.

Hopefully the financial industry continues to attract the best and the brightest. After scandal comes reform, and hopefuly the reformation of the financial services industry will include a deeper background check by financial employers.  A more thorough candidate screening will help determine which job candidates do not cause further damage to the financial services industry.  Most employers should continue to check candidates for federal criminal records as well as FINRA broker license checks.

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Healthcare Screening Services – the FACIS Search

May 27, 2009 - 11:07 am


Screening healthcare workers for contracts sometimes requires more than just drug screening and criminal records searches.   Occasionally some facilities may require you to implement a healthcare sanctions search. This search including the OIG/GSA database, or the office of Inspector General and General Services Administrations sanctioned list and disciplinary actions for healthcare workers and others barred from working in the United States.  Some contracts may require you to search further and include the FACIS Search. 

FACIS stands for “Fraud and Abuse Control Information System” which provides information on sanctioned individuals working in the healthcare field.  There are three levels of Facis. Level 1 combines the databases of the OIG and GSA, Level 2 adds a list of federal disciplinary action information from multiple agencies, and level 3, includes additional disciplinary actions from licensing and certification agencies across the country.

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Applicant Tracking Software as a Service SAAS

Apr 28, 2009 - 11:16 am


As your company grows, you should consider integrating your applicant tracking software with your background screening system.   Operating independantly, these two Human Resources business processes require data entry for applicant data and management oversight.   When you integrate these processes, you reduce or eliminate the data entry by your human resources department.  Applicants will apply for your jobs online, complete an electronic job application and electronically sign a release form allowing your firm to conduct a background screening should you decide to clear the candidate for potential hire.  Your dashboard will allow you to review background screening information in real time and make a decision.  You can issue denials with a click of a button. 

Career Center
You can create a online career center for your firm.   Take your organizational chart and upload job requirements for each position.  As position become open in your firm, post a job based on your requirements, or modify your requirements.  As your org chart changes, store and modify these changes online. 

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Confusion about rapists Background Check

Feb 10, 2009 - 5:11 pm


If you have been following the story in the Los Angeles Times, you would have read about the convicted rapist who was fired by Los Angeles County and then rehired again. 

Beasley was convicted in 1992 of raping two women under color of authority while working as an on-duty Los Angeles police officer.

today the paper came out stating that the Medical Staffing Firm, Mediscan Staffing Services, said the candidate passed their background check which included “a seven-year criminal and sex offender check, fraud/OIG check, license, education and employment screenings, in addition to checks on the national terrorist database.” 

When you think about it, the candidate’s conviction occurred longer than seven years ago, so naturally he would come back with a clean criminal record if he hadn’t been convicted of a crime since 1992.  So why would a company only search back 7 years?  Because that the policy of the FCRA, the fair credit reporting act.   What is so confusing about this situation is that the Beasley doesn’t appear to be a sex offender, and doesn’t appear on any sex offender registries.   Most sexual offenses become sex offender status which is a lifelong designation or least longer than seven years.  Why isn’t beasley a sex offender?  We find it interesting that the conviction occurred while he was working as Los Angeles Police Officer.
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