CourtHouse Concepts

The Benefits of Drug Testing in the Workplace

Thu, 26 Oct 2023 14:49:52 GMT

Drug testing in the workplace is a practice that has gained significant attention in recent years. It involves screening employees for the use of illicit substances and, in some cases, the abuse of prescription medications. While there are arguments against workplace drug testing, it undeniably offers numerous benefits to both employers and employees. In this blog post, we will explore the advantages of employee drug testing programs and why you should implement one for your business.

Safety and Productivity

One of the most compelling reasons for drug testing in the workplace is the enhancement of safety and productivity. Employees under the influence of drugs or alcohol are more likely to cause accidents, make errors, and exhibit impaired judgment. Drug testing helps identify individuals with substance abuse issues, preventing them from putting themselves and their colleagues at risk. A safer workplace leads to increased productivity, as employees can focus on their tasks without worrying about the consequences of impaired coworkers.

Legal Compliance

Many industries and government contracts require drug testing as part of compliance with specific regulations. By implementing drug testing, employers can ensure they meet these legal requirements, avoiding potential fines or the loss of contracts. This legal compliance also extends to workers' compensation claims, where having a drug-free workplace can be essential in demonstrating that accidents were not caused by substance abuse.

Reduction of Healthcare Costs

Drug testing can contribute to reducing healthcare costs. Employees struggling with substance abuse issues often require more medical attention due to the health problems associated with drug and alcohol use. Identifying these individuals early on and offering support and treatment can lead to healthier employees, lower healthcare expenses, and a reduced burden on insurance premiums.

Reduce Legal Liability

The U.S. Department of Labor estimates that drug use by employees cost businesses billions of dollars annually as a result of workplace accidents. The implementation of a drug testing policy can assist your business in reducing these costs by lowering your risks and liability.

Improved Employee Morale

A workplace free from substance abuse concerns can boost employee morale. When employees know their colleagues are not abusing drugs or alcohol, they are more likely to feel safe, respected, and motivated. This can lead to increased job satisfaction and a more positive work environment, ultimately reducing turnover rates.

Enhanced Company Reputation

Employers that invest in drug testing programs demonstrate a commitment to a safe and responsible workplace. This commitment can enhance a company's reputation, making it more attractive to potential employees, customers, and partners. A strong reputation for maintaining a drug-free environment can differentiate a company in a competitive marketplace.

Early Intervention

Drug testing not only identifies employees with substance abuse issues but also offers an opportunity for early intervention. Employers can connect these individuals with resources, such as Employee Assistance Programs (EAPs), counseling, and treatment options. Early intervention can prevent the escalation of substance abuse problems and help employees overcome their issues, ultimately preserving their careers.

Deterrence

The knowledge that random drug testing is in place can act as a deterrent for employees who may consider using drugs or alcohol inappropriately. The fear of testing positive can discourage substance abuse and create a culture of accountability within the workplace.

In conclusion, when administered fairly and with respect for employees' rights, drug testing can be a valuable tool in promoting a healthier and more prosperous workplace. Ultimately, the benefits of workplace drug testing outweigh the potential drawbacks, leading to safer, more productive, and more successful organizations.

At CourtHouse Concepts, we can provide and manage pre-employment drug screening and set up random drug testing for your company. Call us today for a custom proposal!

Employment Background Screening in the Banking Industry: Striking a Balance Between Trust & Security

Thu, 24 Aug 2023 15:08:07 GMT

In the ever-evolving landscape of the banking industry, maintaining the delicate equilibrium between trust and security is paramount. One of the tools financial institutions employ to uphold this equilibrium is employment background screening. This rigorous process serves as a shield against potential risks while ensuring that qualified individuals are entrusted with the responsibility of managing crucial financial matters. As technology advances and regulations become more stringent, understanding the nuances of employment background screening in the banking sector is of utmost importance.

The Significance of Employment Background Screening

The banking industry operates at the heart of economic activities, managing vast amounts of money, sensitive financial data, and playing a pivotal role in maintaining overall economic stability. Given this profound responsibility, hiring individuals of impeccable character, competence, and integrity is non-negotiable. Employment background screening is the mechanism by which financial institutions verify the credentials, criminal history, creditworthiness, and overall suitability of potential employees.

Key Components of Background Screening

Criminal History Check: A thorough criminal history check is essential to ensure that individuals with a history of financial fraud, embezzlement, or other criminal activities are not placed in positions of financial authority.
Credit History Analysis: Given the financial nature of the banking industry, assessing an applicant's credit history can provide insights into their financial responsibility and stability. However, it's important to note that a poor credit history alone should not be the sole reason for disqualification, as certain circumstances may lead to temporary financial challenges.
Employment and Education Verification: Confirming an applicant's past employment and educational qualifications helps prevent fraudulent claims on resumes. This verification ensures that candidates possess the skills and experience they claim to have.
Reference Checks: Speaking with previous employers and references offers a holistic view of an applicant's work ethic, interpersonal skills, and overall performance. This step can provide valuable insights beyond what's mentioned on a resume.
Regulatory Compliance: The banking industry is heavily regulated, and financial institutions must ensure that their employees meet regulatory standards. Background checks help identify individuals who might be disqualified due to regulatory or legal reasons.

Navigating Challenges and Considerations

While employment background screening is a critical tool, it's not without challenges and ethical considerations.

Balancing Privacy and Security: Striking a balance between obtaining necessary information and respecting an applicant's privacy rights is delicate. Financial institutions must ensure that they comply with applicable data protection laws.
Mitigating Unconscious Bias: Human bias can inadvertently seep into the screening process, potentially leading to unfair discrimination. Developing standardized screening criteria and ensuring all applicants are treated equally is vital.
Accounting for Rehabilitation: A criminal record shouldn't always be an absolute barrier to employment. Individuals who have demonstrated rehabilitation and growth should be given a chance to reintegrate into society.
Technological Advancements: The rise of AI and automation has introduced new tools for background screening. However, relying solely on algorithms could lead to oversights, emphasizing the importance of human judgment in the process.

Conclusion

In the banking industry, employment background screening is a safeguard that upholds trust and security. It's a comprehensive process that involves scrutinizing an applicant's criminal history, creditworthiness, employment and educational background, and references. This careful evaluation helps financial institutions make informed decisions about potential employees who will handle significant financial responsibilities.

However, it's crucial to navigate the challenges of privacy, bias, and technological reliance. As the industry continues to evolve, striking the right balance between a rigorous screening process and ethical considerations will be vital. Ultimately, employment background screening is a cornerstone of the banking industry's commitment to maintaining trust, security, and integrity in all its operations.

At CourtHouse Concepts, we help employers define, understand and manage hiring risks, adding simplicity and confidence to your hiring process. Give us a call today, to get a quote or schedule a consultation.

Happy Birthday, Gary Graves!

Mon, 07 Aug 2023 18:36:19 GMT

When it's the last year of your 50's, you deserve your own blog post on your birthday. We want to wish a very happy birthday to our Director of Drug & Alcohol Testing Services, Gary Graves!

Gary's been with CHC over 9 years and we appreciate all he has done for the organization. He also heads our Live Scan digital fingerprinting services as well, so he wears many hats for us. Thank you, Gary!

6 Advantages of Digital Fingerprinting for Employee Screening

Thu, 03 Aug 2023 16:21:11 GMT

In today's fast-paced world, businesses are increasingly turning to advanced technologies to streamline their operations. One area that has seen significant improvements is employment screening, with digital fingerprinting emerging as a game-changer. Digital fingerprinting offers numerous advantages that not only enhance the hiring process but also ensure a safer and more secure work environment for companies. Here are some key benefits of adopting digital fingerprinting for employment screening:

Accuracy and Reliability : Live Scan (Digital) fingerprinting utilizes cutting-edge technology to capture and store fingerprints electronically, eliminating errors and enhancing accuracy. Unlike traditional ink-and-paper methods, digital fingerprinting ensures a higher level of reliability, reducing the likelihood of mismatches or false positives. This precise identification process gives employers the confidence that they are making informed hiring decisions based on authentic and verifiable data.
Efficient and Time-Saving : Digital fingerprinting significantly expedites the screening process. With no need for physical mail or manual data entry, employers can receive results promptly. This time-saving advantage is especially crucial for businesses that need to hire quickly to fill essential positions. By reducing administrative delays, digital fingerprinting enables employers to focus on other critical aspects of the hiring process, leading to improved overall efficiency.
Enhanced Security and Fraud Prevention : The use of Live Scan fingerprinting in employment screening bolsters security measures. By creating a unique digital identity for each applicant, companies can efficiently verify their candidates' backgrounds and qualifications. This advanced level of security not only helps identify potential threats but also mitigates the risk of identity fraud or impersonation, protecting both the employer and other employees.
Compliance and Regulatory Adherence : In numerous industries, employment screening is mandated by law to ensure a safe working environment. Digital fingerprinting facilitates compliance with these regulations. Employers can rely on digital fingerprinting to meet the necessary legal requirements without having to navigate complicated paperwork. This adherence to regulations also safeguards businesses from potential legal repercussions due to non-compliance.
Seamless Integration with Background Checks : Digital fingerprinting can seamlessly integrate with comprehensive background checks. This integrated approach allows employers to obtain a comprehensive picture of a candidate's criminal history, previous employment, and education qualifications. Such thorough screening helps companies make informed hiring decisions and fosters a safer work environment.
Eco-Friendly and Cost-Effective : Digital fingerprinting reduces paper waste and contributes to environmental sustainability. As businesses increasingly embrace eco-conscious practices, adopting digital fingerprinting aligns with their corporate social responsibility goals. Moreover, the reduced administrative burden and streamlined process translate into cost savings for companies, making it an economically viable option.

In conclusion, digital fingerprinting offers numerous advantages for employment screening. Its accuracy, efficiency, and integration capabilities make it an invaluable tool for businesses looking to hire the right candidates while maintaining a secure work environment. Moreover, the adherence to regulations and eco-friendly approach add further value to this technology, making it an essential component of modern hiring practices. Embracing digital fingerprinting is a forward-thinking step that ensures companies are equipped with the most reliable and innovative tools to build a strong and trustworthy workforce.

At CourtHouse Concepts, we provide digital fingerprinting services for a wide variety of organizations and state agencies. Give us a call if we can help!

On-The-Job Accident Drug Positivity for Marijuana Reached a 25-Year High in 2022

Thu, 01 Jun 2023 17:34:27 GMT

According to a report from Quest Diagnostics, the percentage of U.S. workforce testing positive following on-the-job accident testing reached its highest level in 25 years in 2022.

In 2022, post-accident marijuana positivity of urine drug tests in the general U.S. workforce was 7.3%, an increase of 9% compared to 6.7% in 2021. The new peak follows a steady increase in post-accident marijuana positivity every year from 2012 to 2022. In that 10-year time frame, post-accident marijuana positivity increased 204.2%!

These increases in post-accident marijuana positivity correspond with legalization of marijuana in certain states. In 2012, Colorado and Washington became the first states to legalize marijuana for recreational use. Since then, 19 additional states have legalized the recreational use of marijuana and 38 states have legalized medical use, although either kind of use remains illegal under federal law.

Additionally, amphetamines positivity increased 15.4% in 2022. While the company's amphetamines data does not differentiate between prescribed medications and illicit drug use, the increase correlates with other data suggesting that the use of amphetamines, prescribed or illicit, has grown in recent years in the U.S.

The Quest data provide compelling evidence that increased use of cannabis products by employees can contribute to greater risk for injuries in the workplace.

It is imperative employers take the proper steps to create and maintain a policy that addresses cannabis use, build a safety-focused culture and educate the workforce to keep all workers safe on and off the job.

Have questions about employee workplace testing for cannabis and other drugs? Feel free to call us at 877-750-3660. CourtHouse Concepts offers a wide range of drug testing services to meet the needs of every type of business.

NEED MORE WORKERS? LOOK HERE…

ridge1018@gmail.com (Mark Ridgeway) — Mon, 11 Oct 2021 19:10:49 GMT

With “help wanted” signs that keep popping up in windows across the country, it would seem that the economy is making a strong recovery. But, millions of positions are going unfilled each month and business owners are struggling to find employees.

For decades, an entire population of our labor force has been overlooked and undermined: the 77 million Americans with a criminal record.

Because of stigma, job seekers with criminal records — no matter how old the offense — face numerous hurdles to being hired. Job applications often ask candidates to disclose convictions before an interview, effectively halving the likelihood of a callback from a hiring manager. States have imposed tens of thousands of restrictions on licenses for individuals with felonies and misdemeanors, barring those with convictions from profitable trades such as plumbing, real estate and cosmetology.

These restrictions contribute to a significant labor crisis. And, beyond hindering our recovery, these barriers also fly in the face of employer needs. Research from the Society for Human Resource Management shows that formerly incarcerated hires achieve the same or better scores on job performance, dependability, promotion potential and retention.

With pathways to living-wage work, people with criminal records can rebuild their lives, provide for their families and avoid the cycle of recidivism rooted in poverty.

We should start by normalizing the hiring of people with records. Businesses can adopt fair-chance hiring policies, which remove employment barriers for people with criminal backgrounds. Governments can help by responding to advocates seeking to expand eligibility for expungement of old convictions so that a criminal record does not become a life sentence. For example, Michigan and Connecticut recently cleared the records of 1.5 million people through “clean slate” legislation, opening career pathways for an untapped pool of talent.

Other reformers are using evidence to educate and support employers to adopt inclusive hiring policies, so that they assess applicants on skills, not stereotypes. As a result of these and other efforts, some of the country’s largest companies, including JPMorgan Chase, have hired thousands of employees with criminal backgrounds, opening essential opportunities for economic success. This is how, as CEO Jamie Dimon puts it, we can “expand the number of people we hire to ensure we get the best talent.”

Meanwhile, thanks to a “ban the box” movement powered by formerly incarcerated advocates, many states now prohibit employers from screening for criminal records on job applications.

Supreme Court Rules in Freedom of Information Lawsuit

ridge1018@gmail.com (Mark Ridgeway) — Wed, 17 Mar 2021 21:11:29 GMT

The Arkansas Supreme Court recently upheld a judge's decision requiring a Bentonville District Court Clerk to release court records under the state's Freedom of Information law. The court released its opinion on November 5, in the lawsuit the Professional Background Screening Association (PBSA) filed in 2018

On July 23, 2018, the PBSA filed a lawsuit against a clerk in the Bentonville Division of the District Court of Benton County in Arkansas for allegedly refusing “to provide background screening firms access to records from her court” and claimed that the clerk used her official position as clerk to impede the background screening process by relying “on a gross misinterpretation” of Arkansas State Supreme Court Order 19,

The lawsuit filed by the PBSA, a non-profit trade group representing screening firms, claimed the clerk tried to “thwart the background check process” by requiring “any people seeking individual court records to pay $5,000, complete a compiled records license agreement, and obtain a compiled records license.”

Arkansas Supreme Court Justice Courtney Rae Hudson wrote: “A plain reading of Order 19 and its commentary support PBSA’s position… Accordingly, the July 2018 request was not governed by any of the access limitations described in Order 19.

Most employers across the country use pre-employment background screens to protect themselves and their employees. Background checks for employment purposes MUST be agreed to in writing, by the applicant.

Delays in a background screening firms ability to access court records prolongs the hiring process and ultimately hurts the applicants that are seeking employment.

An employer has a legal obligation to perform due diligence on new hires in order to provide a safe workplace. Otherwise, it opens itself up for negligent hiring lawsuits in the same courts that restricted its ability to perform proper vetting in the first place.

A Brief Overview of FCRA Requirements for Employers

ridge1018@gmail.com (Mark Ridgeway) — Wed, 16 Dec 2020 14:48:50 GMT

Employers shouldn’t risk potential exposure to class action lawsuits on the basis of violating the notice requirements under the Fair Credit Reporting Act (FCRA).

FCRA litigation was the highest on record at the close of 2019 and continues to rise. Many of these cases have been brought on a class basis for purely procedural violations and have resulted in multi-million-dollar settlements.

Anytime an employer requests a “consumer report” on an applicant or employee, obligations under the FCRA are triggered. Consumer reports can include a broad range of categories, including driving records, criminal records, credit reports and other reports from third parties, such as drug tests.

Employers are required to both disclose their intention to obtain a consumer report and obtain written consent from applicants or current employees prior to requesting a consumer report. Upon receiving the consumer report, if the employer intends to take an adverse action, such as disqualifying the applicant or firing an employee, there are specific notice requirements the employer must follow. These two employer actions present the greatest risk for falling into noncompliance.

So, here’s a quick review of current forms that may help you eliminate potential exposure…

The Stand-Alone Disclosure and Authorization Form

Employers who wish to conduct background checks of either job applicants or current employees must disclose to the applicant/employee that the employer may obtain a consumer report for employment purposes.

The disclosure can be presented at the time of an employment application but should be a separate document. The disclosure must be “clear and conspicuous” and must be in a “document that consists solely of the disclosure.” In the case of the disclosure, less really is more.

Some examples of what NOT to include:

• Don’t include language that claims to release you from liability for conducting, obtaining, or using the background screening report;

• Don’t include a certification by the prospective employee that all information in his or her job application is accurate;

• Delete any wording that purports to require the prospective employee to acknowledge that your hiring decisions are based on legitimate, nondiscriminatory reasons; and

• Get rid of overly broad authorizations that permit the release of information that the FCRA doesn’t allow to be included in a background screening report – for example, bankruptcies that are more than 10 years old.

In addition to the disclosure form and the FTC form summary of rights, the employer must also receive written authorization from the applicant/employee to obtain the consumer report.

Adverse Action Notices: Preliminary and Final

Secondly, an employer who decides to disqualify an applicant or terminate an employee based partly or wholly on a consumer report obtained under the FCRA is taking an adverse action and therefore must provide two adverse action notices to the applicant/employee.

The preliminary notice of adverse action should do two things:

• Provide the applicant/employee with a copy of the report.

• Provide or enclose a copy of a summary of the applicant/employee’s rights under the FCRA.

The final notice of adverse action should advise the applicant/employee that an adverse action is being taken as a result of the consumer report that was previously provided to him/her. As part of the summary of rights under the FCRA, the applicant/employee has the right to dispute the accuracy or completeness of any information in the consumer report by contacting the agency directly.

As always, let CourtHouse Concepts know how we can help or if you have any questions on disclosure requirements!

EEOC Addresses Antibody Testing in Recent Update

ridge1018@gmail.com (Mark Ridgeway) — Tue, 08 Sep 2020 19:38:22 GMT

The Equal Employment Opportunity Commission (EEOC) published an update on June 17th that prohibits employers from requiring Covid-19 antibody testing for employees returning to the work.

Please reference the EEOC update here: https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws

Based on this update, businesses that are thinking about considering mandating testing as part of their comprehensive Covid-19 return to work policy need to depend solely on viral marker tests (active case of C-19).

From the EEOC update:

“In light of CDC’s Interim Guidelines that antibody test results ‘should not be used to make decisions about returning persons to the workplace,’ an antibody test at this time does not meet the ADA’s “job related and consistent with business necessity” standard for medical examinations or inquiries for current employees. Therefore, requiring antibody testing before allowing employees to re-enter the workplace is not allowed under the ADA. Please note that an antibody test is different from a test to determine if someone has an active case of COVID-19 (i.e., a viral test).

The EEOC has already stated that COVID-19 viral tests are permissible under the ADA.

How does non-essential workforce Covid-19 testing work?

Employers can compel viral marker testing based on their policy for employees who are shown to be symptomatic or exposed.

Furthermore, a potentially exposed employee should also be removed from work until testing is completed.

What should I do if an employee tests positive for a viral marker?

An employee that tests positive for Covid-19 should not be allowed to return back to work until they have completely cleared the infection and are no longer infectious.

What else should an employer think about to support a safe return to work policy?

First off, please remember to have your policy address these best practices as recommended by the CDC:

To prevent and reduce transmission among employees

• Actively encourage sick employees to stay home

• Consider conducting daily in-person or virtual health checks (e.g., symptom and/or temperature screening) of employees before they enter the facility

• Immediately separate and send home sick employees who appear to have symptoms upon arrival at work or who become sick during the day

• Follow the CDC cleaning and disinfection recommendations and perform routine cleaning

• Educate employees about steps they can take to protect themselves at work and at home

• Implement flexible sick leave and protect employees at higher risk for severe illness through supportive policies and practices

• Establish policies and practices for social distancing

• Provide everyone who enters your jobsite what they need to clean their hands and cover their coughs and sneezes

• Minimize risk by not allowing employees to gather around each other during the workday

You can get a full list of these protective measures by accessing the link to the CDC website below:

https://www.cdc.gov/coronavirus/2019-ncov/community/guidance-business-response.html

COVID-19 WORKPLACE COMPLIANCE: 4 KEY RESOURCES FOR A SAFE REOPENING

ridge1018@gmail.com (Mark Ridgeway) — Thu, 30 Jul 2020 14:22:55 GMT

Employers across the country are coming back to life, as more states lift restrictions that were put in place to protect the nation from Covid-19. As businesses attempt to safely bring their employees back to work, some are having a hard time understanding their legal obligations.

Here are a few key compliance areas that business owners need to review as they reopen:

1. State and Local Executive Orders

Closing down businesses happened on a state by state basis. So, the same is happening as we open things back up.

Most governors and some mayors have issued executive orders around the requirements for reopening. States are typically taking a phased approach and allowing different activities to come back in waves, while watching for any signs of resurgence or burden on the healthcare system.

Everything from social distancing requirements, wearing of masks, testing protocols, and cross-border travel and quarantine requirements are covered in these executive orders.

For a comprehensive, state by state list of executive orders the Council of State Governments has compiled a very nice resource page HERE .

2. Centers for Disease Control Recommendations

The CDC has issued a resources to guide businesses in the reopening phase of the pandemic. It can be found HERE .

This document covers guidance on testing, contact tracing, and surveillance. Important information regarding schools, youth sports, restaurants and bars, and summer camps can also be found there.

This is an important document and should be read by all business owners and hiring managers.

3. EEOC Compliance

In March of this year, the Equal Employment Opportunity Commission (EEOC) updated its publication Pandemic Preparedness in the Workplace and the Americans with Disabilities Act with new information pertaining specifically to COVID-19.

This guidance clarifies that the COVID-19 pandemic meets the “direct threat” standard, and as such, concludes that a significant risk of substantial harm would be posed by having someone with COVID-19, or symptoms of it, in the workplace.

Consequently, the EEOC maintains that screening for symptoms and testing are appropriate measures to take in determining the ability of people to safely enter the workplace.

4. OSHA Compliance

The Occupational Safety and Health Administration (OSHA) has published a guide for ways to safely operate in the pandemic.

The Guidance for Preparing Workplaces for COVID-19 document recommends that organizations create an Infectious Disease Preparedness and Response Plan. With fundamental guidance on handwashing, use of masks, stay-at-home policies, and respiratory etiquette, the guide also contains industry-specific resources for high-risk workers such as taxi and rideshare drivers, food processing professionals, and retailers.

The agency’s website also has many useful resources including a detailed FAQ section .

BACK TO WORK: THE STATUS OF BACKGROUND SCREENING DURING COVID-19

ridge1018@gmail.com (Mark Ridgeway) — Tue, 30 Jun 2020 17:31:05 GMT

COVID-19 has changed our lives and is certainly changing the business of employment background checks.

Quarantine and shelter-in-place orders across the U.S. are keeping people home, impacting recruiting, interviewing and other parts of the normal hiring process. A large percentage of HR managers are still not able to meet candidates face to face before hiring them. This makes the pre-employment background check process even more important!

Even though a lot of businesses have reduced hiring or frozen it completely, there are still companies that are hiring as usual. Most states are lifting shelter in place policies and more businesses are starting to hire or rehire employees that were laid off.

We have had several people ask us if we are experiencing delays in completing background checks and drug screens. We are happy to say that while a very small percentage of our background checks may experience delays, for the most part, we are fully operational, and our completion time is back to pre-Covid 19 levels.

Here are some updates on the various parts of the background/drug screening process:

• County Courts – Many county court records are digitized and are experiencing no delays. There are a small percentage however, that require us to interact with a court employee, and this could lead to small delays.

• Motor Vehicle Checks – No delays.

• Drug Screening – Most labs are still open. But, will require candidates to wear masks and pass a forehead temperature check before entering. Covid-19 testing is currently not being performed at any of the labs we use for drug screening.

• Education & Employment Verification – While universities have been closed to in-person classes, administration has continued – even if it’s through a work at home environment. We have experienced very little delays on this front. Same with employment verification, unless the business has been closed and hasn’t shifted to work at home.

Getting this nation back to work again is vital to the economy and more importantly, to individuals needing to provide for their families. At CourtHouse Concepts, we are ready to help with your hiring and screening efforts by continuing to provide accurate and dependable background checks and drug testing. Please let us know how we can help you!

GOVERNMENT GUIDANCE IN PREPARING WORKPLACES FOR CORONAVIRUS

Thu, 16 Apr 2020 14:57:31 GMT

We are truly living in unique times. The coronavirus pandemic is impacting everyone from our families, to our businesses, to our first responders who are bravely on the front lines.

As the situation continues to affect our world, we at CourtHouse Concepts want to provide you with resources, from a “safety in the workplace” perspective, on how our government is preparing for and dealing with Coronavirus in the workplace.

On March 9, 2020, the U.S. Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) published “Guidance on Preparing Workplaces for COVID-19” – which was developed in collaboration with the U.S. Department of Health & Human Services (HHS) – to help companies respond in the event of coronavirus in the workplace.

The article serves as a resource for businesses to use for preventing the spread of COVID-19 and contains information on safe work practices and appropriate personal protective equipment based on the risk level of exposure.

Part of the DOL’s ongoing efforts to educate the workers and employers about the COVID-19 outbreak, the guidance from OSHA is at www.osha.gov/Publications/OSHA3990.pdf.

In addition to the guidance, OSHA recently launched a COVID-19 webpage that provides infection prevention information specifically for workers and employers, and is actively reviewing and responding to any complaints regarding workplace protection from novel coronavirus, as well as conducting outreach activities.

Also, The Wage and Hour Division is providing information on common issues employers and employees face when responding to COVID-19, including effects on wages and hours worked under the Fair Labor Standards Act and job-protected leave under the Family and Medical Leave Act.

And finally, The Office of Workers’ Compensation Programs has also published guidance for federal employees and outlines Federal Employees’ Compensation Act coverage as it relates to the novel coronavirus.

“Protecting the health and safety of America’s workforce is a key component of this Administration’s comprehensive approach to combating the coronavirus,” Principal Deputy Assistant Secretary for Occupational Safety and Health Loren Sweatt stated in the OSHA news release. “This guidance outlines practical ways that employers and workers can address potential health risks from the coronavirus in their workplaces.”

Under the Occupational Safety and Health Act of 1970, employers are responsible for providing safe and healthful workplaces for their employees. OSHA’s role is to help ensure these conditions for America’s working men and women.

At CourtHouse Concepts, we are still running at full capacity, even if our employees are having to work from home. Please let us know if you need anything or have questions. Above all, stay healthy!

4 MUST-HAVE BACKGROUND CHECKS FOR VOLUNTEER SCREENING

ridge1018@gmail.com (Mark Ridgeway) — Tue, 10 Dec 2019 19:09:56 GMT

Every year, millions of volunteers across the country strive to make a positive impact by donating their time and talent to schools and non-profit causes that are close to their hearts.

Non-profit organizations rely on the selfless contributions of volunteers, but that doesn’t mean they shouldn’t perform due diligence on the people they place in front of those they serve.

We’ve all heard terrible stories about criminal volunteers that have abused their access to an organization’s money, resources or vulnerable populations (children, elderly, homeless, et al). It only takes one horrible incident to completely decimate and shut down a nonprofit. Or, in the case of schools, lead to costly lawsuits and irreparable damage to their reputation in the community.

That’s why volunteer background screening is so crucial.

Personally interviewing volunteers may be a good first step. But, by having a partner like CourtHouse Concepts running background checks for your nonprofit or school, you can feel confident that the people who are donating their time are doing so to actually help your organization, and not just for their own personal, criminal endeavors.

Here are four "must-have" volunteer background checks that schools and non-profits should integrate into their onboarding process:

1. Criminal Background Check: These are the anchor to most background screening programs. Social Security Number Trace and Fingerprinting are used to search county, state and nationwide court records and criminal databases.

2. Motor Vehicle Checks: MVR screens are a key part of any background check for volunteers who will drive an organization’s vehicle, transport students in their own vehicle or operate machinery.

3. Sex Offender Registry: Identifying would-be volunteers who are listed on a state’s sex offender registry is crucial to organizations that serve sensitive populations such as education, healthcare and childcare. The search can be nationwide or a single state.

4. Drug Screening: Volunteer substance abuse can have productivity, safety and financial impacts on an organization. CourtHouse Concepts can help you determine the appropriate drug screening protocol for your non-profit or school.

Nonprofits and volunteer organizations are mission-oriented and often serve vulnerable populations. Employee and volunteer background checks are necessary—and often required—to protect your clients, ensure continued funding, protect assets, mitigate risk, and avoid potential liability lawsuits.

The New Labor Pool: Ex-Offenders

Fri, 08 Nov 2019 15:56:13 GMT

One untapped labor source that more employers are turning to are those with criminal records.

Reasonable Suspicion Training Offered By CourtHouse Concepts

Mon, 28 Oct 2019 15:50:31 GMT

CHC now offers training for supervisors for determining whether or not reasonable suspicion exists and what to do when they suspect it.

Salary History Questions: Soon To Be a Thing of the Past

Thu, 19 Sep 2019 15:09:47 GMT

What has historically been a standard interview question, is being banned by several states and cities.

Freelancers Not Protected Under FCRA for Employment Purposes

Tue, 27 Aug 2019 15:32:04 GMT

The use of independent contractors are on the rise, and so are the court cases regarding their protections during background checks.

Dunkin' Donuts Franchises Get Dunked!

Thu, 18 Jul 2019 19:27:01 GMT

In what may be a never-before-seen crackdown, Dunkin’ Donuts is suing franchisees that hire people who aren’t authorized to work in the United States.

Keeping It Safe: Reasonable Suspicion Testing in the Workplace

Tue, 18 Jun 2019 15:00:24 GMT

Employers are using reasonable suspicion testing to keep impaired employees out of the work environment.

Starbucks In Hot Water, Again...

Wed, 15 May 2019 16:10:07 GMT

The Seattle based coffee chain is facing two class action lawsuits (that have been recently combined) for violating the Fair Credit Reporting Act by using flawed background reports to reject job applicants.

Class Action Lawsuit Claims Home Depot Violated FCRA

Mon, 25 Mar 2019 19:02:25 GMT

The home improvement retailer is in hot water again, over alleged violations of the Fair Credit Reporting Act.

What You Should Know About CBD Oil and DOT Drug Testing

Tue, 12 Mar 2019 16:01:16 GMT

CBD Oil is growing in popularity for use in treating pain and anxiety - but here's what you need to know if you're a DOT regulated employee or HR manager.

The Irony: Government Shutdown Over Border Security Shuts Down E-Verify

ridge1018@gmail.com (Mark Ridgeway) — Mon, 14 Jan 2019 19:34:59 GMT

The partial government shutdown over border security has blocked U.S. employers from a federal system designed to help them avoid hiring immigrants not allowed to work in the U.S.

Protecting Your Business From Negligent Hiring Claims

ridge1018@gmail.com (Mark Ridgeway) — Tue, 23 Oct 2018 17:30:13 GMT

Negligent hiring lawsuits are increasing around the country. Employers can be held liable for facts that are known or “should have been known” regarding an employee’s character and personal history.

What Is DOT Drug Testing?

ridge1018@gmail.com (Mark Ridgeway) — Thu, 13 Sep 2018 21:21:54 GMT

For some businesses, drug testing is a choice. For others, it's mandatory. Find out why.

What Shows Up on a Background Check?

ridge1018@gmail.com (Mark Ridgeway) — Tue, 10 Jul 2018 17:02:21 GMT

Your resume looks glorious and you rocked the job interview, but what is your prospective employer going to find in your background check?

Unclaimed Baggage: Samsonite CEO Caught Lying About His Education

ridge1018@gmail.com (Mark Ridgeway) — Wed, 06 Jun 2018 18:32:42 GMT

Falsifying education claims ranks as one of the most common lies job seekers tell. Another corporate executive pays the price for embellishment.

How Long Does an Employment Background Check Take?

ridge1018@gmail.com (Mark Ridgeway) — Thu, 17 May 2018 17:02:56 GMT

One of the most common questions we receive is "How long is this going to take?". In this post we sort out the common factors that can cause delays, and ways to prevent them.

Quick Tips for Getting Your Pre-hire Checks Right

ridge1018@gmail.com (Mark Ridgeway) — Fri, 20 Apr 2018 19:19:31 GMT

Screening for the right employee is not a hard process. Just keep these four things in mind...

Gettin' Jiggy With the Gig Economy

ridge1018@gmail.com (Mark Ridgeway) — Mon, 26 Mar 2018 16:46:27 GMT

The Gig Economy has the potential to dramatically reshape the way we think about employment as well as impacting the background screening industry.

DOT Makes Changes to Drug Testing Panel

ridge1018@gmail.com (Mark Ridgeway) — Fri, 09 Mar 2018 17:32:34 GMT

With the opioid crisis in the US considered a “national public health emergency”, the DOT has added four semi-synthetic opioids to their drug testing panel.

White House Invests $23 Million to Expand E-Verify

ridge1018@gmail.com (Mark Ridgeway) — Fri, 23 Feb 2018 20:27:34 GMT

The White House budget calls for an expansion of the E-Verify Program for mandatory nationwide use, so businesses employ workers that are authorized to work in the United States.

Pay Now or Pay Later: 4 Reasons To Do Background Checks

ridge1018@gmail.com (Mark Ridgeway) — Thu, 01 Feb 2018 22:22:05 GMT

Sometimes numbers speak louder than words. This infographic describes the kind of workplace risks that pre-employment background checks and drug screening can help you avoid.

ICE Immigration Worksite Crackdown

ridge1018@gmail.com (Mark Ridgeway) — Mon, 15 Jan 2018 16:03:35 GMT

Worksite enforcement is the next leg in the Trump administration's multipronged strategy to quell unauthorized immigration.

7 Recruitment Trends To Watch in 2018

ridge1018@gmail.com (Mark Ridgeway) — Fri, 05 Jan 2018 19:50:17 GMT

We’ve pulled together the following 7 trends in the recruiting space that we think are most important for our readers to keep an eye on.

Mandatory E-Verify: What You Need To Know

ridge1018@gmail.com (Mark Ridgeway) — Fri, 15 Dec 2017 16:20:54 GMT

Mandatory nationwide use of E-Verify was included in the White House Fiscal Year 2018 Budget that called for “expanding worksite enforcement strategies by mandating nationwide use of the E-Verify system” to reduce illegal employment.

Instant Background Screening: It's Hard to be Fast AND Accurate

ridge1018@gmail.com (Mark Ridgeway) — Fri, 01 Dec 2017 18:11:50 GMT

The choice to use instant nationwide databases in order to save a few dollars can result in a poor pre-employment screening program, a damaged reputation and even legal action.

Doing It Right The First Time

ridge1018@gmail.com (Mark Ridgeway) — Fri, 10 Nov 2017 19:45:50 GMT

Be intentional and pragmatic when it comes to implementing a background screening program. In this post we show you how to craft a program that makes sense for your business.

CHC Awarded Best of the Best!

ridge1018@gmail.com (Mark Ridgeway) — Fri, 27 Oct 2017 19:08:20 GMT

CourtHouse Concepts awarded the Best of the Best for 2017!

Medical Marijuana in the Workplace (Part 2): What It Means For Arkansas Employers

ridge1018@gmail.com (Mark Ridgeway) — Fri, 20 Oct 2017 19:29:01 GMT

Arkansas has adopted strong employer protections in their medical marijuana statute and is demonstrating that it is very employer-focused when it comes to cannabis in the workplace.

Medical Marijuana in the Workplace: Into the Weeds for Employers (Part 1)

ridge1018@gmail.com (Mark Ridgeway) — Fri, 13 Oct 2017 16:44:29 GMT

With all the changes to state laws now permitting recreational and medical marijuana use, HR professionals are understandably feeling dazed and confused.

Marijuana and the Workplace: 2017

ridge1018@gmail.com (Mark Ridgeway) — Fri, 06 Oct 2017 17:09:34 GMT

It will likely be 2018 before marijuana dispensaries in Arkansas are ready to distribute marijuana to those with medical permits, but now is the time for businesses to revise their drug policies so they match up with state law.

Starbucks Is In Hot Water Over Possible FCRA Violation

ridge1018@gmail.com (Mark Ridgeway) — Thu, 28 Sep 2017 15:03:15 GMT

Know the rules of the road when it comes to background checks. The Fair Credit Reporting Act gives applicants time to dispute possible inaccuracies.

LYING ON A RESUME

ridge1018@gmail.com (Mark Ridgeway) — Wed, 13 Sep 2017 18:27:00 GMT

Educational background is the part of a resume that most often gets lied about. Find out how to protect your business from unqualified and unethical applicants.

ARE YOU PREPARED FOR INFINITY SCREENING?

ridge1018@gmail.com (Mark Ridgeway) — Tue, 29 Aug 2017 16:41:55 GMT

A growing number of employers are performing periodic background checks or so-called “infinity” screening on current employees.

6 Top HR Mistakes Businesses Make

ridge1018@gmail.com (Mark Ridgeway) — Wed, 16 Aug 2017 19:10:53 GMT

Being proactive in the area of HR, recognizing and rectifying HR mistakes before they become serious problems, can save you countless headaches and protect your business against costly legal claims.

What Makes Employees Happy?

ridge1018@gmail.com (Mark Ridgeway) — Fri, 11 Aug 2017 19:32:56 GMT

Infographic on what makes employees happy. Hint: It's not just about the money.

The Drug Testing Cocktail: Types and Programs

ridge1018@gmail.com (Mark Ridgeway) — Wed, 09 Aug 2017 17:14:45 GMT

The National Council on Alcoholism and Drug Dependence estimates that drug abuse costs employers $81 billion every year. This article goes over the types of drug screening and how to administer a successful program in the workplace.

Quick Tips For Successful Onboarding

ridge1018@gmail.com (Mark Ridgeway) — Fri, 04 Aug 2017 14:38:18 GMT

Want to increase talent acquisition and retention? This infographic offers some great tips!

I-9 Compliance: Don’t Get Burned By An ICE Audit

ridge1018@gmail.com (Mark Ridgeway) — Tue, 01 Aug 2017 20:35:28 GMT

Since 1986, the U.S. has placed upon employers the burden of acting as gate-keepers in the enforcement of the immigration laws. Businesses can face stiff penalties when they aren't in I-9 compliance.

5 Reasons To Run A Background Check

Wed, 19 Jul 2017 13:18:31 GMT

Integrating a background check policy can really benefit your company. Here are 5 reasons you should always run a background check.

4 Ways to Impress Your Job Applicant

Mon, 10 Jul 2017 18:40:53 GMT

First impressions come from both sides. It’s not just the candidate’s role to convince you they are right for the position.

Don't Go All-In On Social Media Screening

Thu, 06 Jul 2017 16:34:22 GMT

Using social media sites to review job applicants can be useful. But it could also be a minefield of legal liability if you're not careful.

Beyond A Resume

Wed, 28 Jun 2017 19:33:46 GMT

Hiring managers are using social media as an applicant screening tool. Job applicants better take note: their profile page can help them, or completely eliminate them.

Who Is Stealing From You?

Mon, 19 Jun 2017 13:36:04 GMT

Employee theft is perceived by many to be the biggest threat to retailers and small businesses. It is estimated that $50 billion in cash and inventory is stolen yearly by dishonest employees.

Ban the Box Follow up

Mon, 18 Apr 2016 19:50:19 GMT

Drug Screening is Crucial

Thu, 04 Feb 2016 16:59:34 GMT

10 Best Interview Questions to Reveal True Character

Tue, 22 Dec 2015 17:19:41 GMT

Are You at Risk for a Lawsuit?

Fri, 20 Nov 2015 19:57:37 GMT

CAUTION!

Thu, 22 Oct 2015 14:56:44 GMT

Call before digging!

Most of us have seen the signs and are aware of the need to call underground services before digging.

When you look at the surface you just don’t know what lies beneath. Digging into a live electric line or gas line could be fatal; breaking a water line could disrupt service to an entire neighborhood.

The same can be said when hiring a new employee. Call before hiring!

What looks good in person or on a resume does not always reveal the true character or habits of the individual you may hire. A past criminal record could prove fatal to your business. Even the recreational use of drugs could put the safety of other employees at risk.

No business wants to loose productivity or profitability due to a poor hiring decision. Large enterprise businesses may survive a few poor decisions but for a small business owner a single poor hiring decision could put the survival of their business at risk.

Call Courthouse Concepts before hiring !

Compliance with the Federal Fair Credit Reporting Act

Wed, 30 Sep 2015 20:34:34 GMT

Compliance with the Federal Fair Credit Reporting Act

When performing background checks on potential employees, it is essential that you, as the employer, follow the Federal Fair Credit Reporting Act (FCRA). Failure to comply with these regulations may result in a civil lawsuit or even criminal prosecution.

We at Courthouse Concepts are here to guide you through the process and help you stay compliant with state and federal regulations. We are accredited experts in the field of screening services, including pre-employment screening, drug screening, tenant screening, and on-boarding; and our resources are available to you throughout the process.

Here are a few necessary forms to remain compliant with the FCRA:

Authorization/disclosure form

This is a form signed by the applicant prior to running a background check. It has to be a separate form submitted with the application and authorizes the employer to obtain a consumer report.

Pre-Adverse Action Letter

If you are not hiring someone based on his/her consumer report (background check), then a pre-adverse action letter has to be sent to the applicant with a copy of the report and the summary of rights under the Fair Credit Reporting Act.

You can obtain this and other useful forms directly from our site, along with the report and summary of rights. Visit http://www.courthouseconcepts.net/forms .

If you are one of our website users, the pre-adverse letter, summary of rights and a copy of the report can be sent with a click of a button.

Adverse Action Letter

This is to be sent within five (5) working days after the pre-adverse is sent, giving the applicant five (5) days to call and dispute anything he/she thinks is not accurate. If the applicant disputes his/her consumer report, CourtHouse Concepts is tasked with re-verification of the initial report. During this process, no action should be taken. If no dispute is made, the adverse action letter should be sent, It is also recommended to again send the report and the summary of rights.

For more information on these forms and other screening resources, visit our website at www.courthouse concepts.net .

CourtHouse Concepts Achieves NAPBS

Tue, 18 Aug 2015 20:03:44 GMT

What is New at CourtHouse Concepts?

Tue, 18 Aug 2015 19:58:30 GMT

Importance of Education Verification

Tue, 18 Aug 2015 19:47:10 GMT

Ban the Box

Tue, 18 Aug 2015 19:45:55 GMT

Negligent Hiring Lawsuits

Tue, 18 Aug 2015 19:44:17 GMT

Pre-Employment Screening and Personality Testing

Tue, 18 Aug 2015 19:42:09 GMT

Volunteer Background Checks

Tue, 18 Aug 2015 19:35:32 GMT