Update: On Friday December 12, 2008 President Trump signed the federal prison reform bill into law.

On Nov. 14, President Donald Trump endorsed a bipartisan prison reform bill that will reform the federal prison system. The goal of this legislation is to assist inmates in preparing for a productive and successful life after release. However, the prison reform bill still has to be approved by the Senate.

The original First Step Act, which was co-sponsored by Democrat Hakeem Jeffries of New York and Republican Doug Collins of Georgia, passed overwhelmingly back in May 2018 in the House of Representatives. However, this prison reform bill only focused on making reforms to help reduce recidivism.

Bipartisan Prison Reform Bill Unifies the Parties, Brings Hope to Prisoners

When the President endorsed the prison reform bill, he highlighted the fact that it will help give those with a criminal past a second chance at life and also make communities across America safer. He also pointed out that its bipartisan nature is something to be celebrated during a time when our nation is unfortunately quite divided on many issues.

The new version of the legislation contains additional sentencing reform measures that have received support from a number of Senators. The current prison reform bill would have to pass in the Senate by the end of the year before the January seating of the new Congress. Its supporters hope President Trump’s endorsement and focus on law and order as a prevailing theme in his presidency, will inspire Senate Republicans.

The President urged lawmakers in both the Senate and House to work hard to bring a final prison reform bill to his desk so that these measures can be implemented as soon as possible.

Employment Programs and Assistance Included in New Prison Reform Bill

The First Step Act compels the federal Bureau of Prisons to assign credits to inmates based on merit to allow them to complete their sentences through home confinement or in halfway houses.

It also helps to open up more employment opportunities for ex-offender applicants and inmates while also offering compassionate release programs for those who face terminal illnesses.

The prison reform bill does away with the “three-strike” provision that enforced mandatory life sentences for drug offenders who have been arrested three times. The sentence has been changed to 25 years.

Shortly after this announcement, a White House official revealed that Republican Senate Majority Leader Mitch McConnell urged proponents to wait until after the November 6 elections to pursue the prison reform bill to help ensure it made it to the Senate floor and there would be enough votes to pass it in the 100-member chamber. However, those involved are highly optimistic that many more than 60 votes are possible for the measure.

Goal is to Ensure Punishments Fit Crimes, Rehabilitate Former Prisoners

Kevin Ring, president of Families Against Mandatory Minimums (FAMM), is excited that the bill will help keep families together, reduce crime and strengthen communities. FAMM is an advocacy group focused on criminal justice reform.

Senate Judiciary Committee Chairman Charles Grassley, who has promoted his own criminal justice reform bill that’s even more comprehensive than the House version, praised the First Step Act as “an important step.” The prison reform bill will improve justice and promote safe communities by focusing on punishments that fit the crimes.

Pre-employee screening is used in part to look at the criminal records for individuals who are applying for a particular position.

Source: https://in.reuters.com/article/usa-trump-justice/corrected-trump-endorses-u-s-house-prison-reform-bill-idINKCN1NK09B

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Finding ideal staff who will fit with the culture, dynamics and mission of a business can be a challenge, but doing so is a crucial component of lasting successful business. Effective, focused employee recruitment efforts can help employers to connect with top talent and find staff who will remain loyal for years to come.

The following are six of the most effective employee recruitment techniques that can assist new businesses in connecting with ideal staff members for each position:

1. Create Key Community Relationships

Employers and human resource department managers should consider cultivating relationships with the following organizations; they can then draw from them as employee recruitment resources for recruiting potential new hires:

• University placement offices
• Headhunters/recruiters
• Executive search firms
• Industry professional associations
• Relevant trade shows/annual conferences

2. LinkedIn

The popular business and professional networking platform is another excellent resource for employee recruitment research. Businesses should build a presence on the site, add content and connect regularly with relevant industry personnel.

3. Build a Reputation as An Excellent Employer

In addition to branding themselves for their products and/or services, businesses should also cultivate their “brand” as an employer. Corporate culture and atmosphere are key factors in employee recruitment by drawing in the best workers and retaining them. New businesses should carefully consider and assess their policies and practices related to worker motivation, recognition, involvement, recognition, flexibility, rewards and work-life balance. Raising appeal in all of these areas can go a long way in drawing in great people, retaining them and generating positive word of mouth.

4. General Social Media Presence

In addition to using the professional social media network LinkedIn, businesses should also cultivate a presence on the other major social media platforms. This can contribute to branding as an employer and personalizing the company so that potential new hires are familiar with the business and more likely to seek employment there.

5. Optimize the Business Website For Employee Recruitment

In addition to showcasing products and services, a business website should portray the company mission, values, goals and vision. These areas should also tie into an appealing employment section that will draw in the ideal personnel naturally based upon a resonance with what the company is all about.

6. Employment Background Checks

A policy of screening all potential staff members ensures that the persons hired will be trustworthy and high caliber. This adds to the appeal and morale of the workplace and can help with drawing in new employee recruitment as well. Professional employment background screening can take the guesswork out of this process and ensure it is done thoroughly and in compliance with the law.

Employee recruitment, having a hiring plan and retention are the essential elements of effective staffing. New businesses can use these six employee recruitment ideas to help them draw in the best workers for each open position.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Successful businesses don’t take chances when it comes to vetting potential staff members. This is a key component in their success, and it’s driving the use of professional employment screening by successful businesses large and small.

Thorough, effective employment background checks involve verifying resume entries, talking with references and performing criminal background checks. A significant portion of employment screening can be outsourced to a professional, experienced and proven service.

The following are some of the top factors fueling the rise of successful businesses conducting employment background checks during the hiring process:

Verify Experience and Competence

The top reason successful businesses screen each applicant thoroughly is to ensure the best and most experienced personnel is selected for each job. Checking educational listings through an education verification background check and work experience can verify these items and assist with the selection process.

Insights Into Character

Proper screening also allows employers to gain insights into the qualities, attributes, strengths and weaknesses of potential employees. Calling professional references or preforming an employment reference check can afford the opportunity to find out how they fared in different work and collaborative situations.

Ensure Workplace Safety

Employers are responsible for worker, client, vendor and visitor welfare and personal safety. A major component of this is hiring personnel who are trustworthy and responsible. Not vetting workers properly can result in bad hiring decisions and an unsafe workplace. If a violent incident takes place, a negligent hiring lawsuit could ensue.

Prevent Theft and Fraud

Workers who will be involved in a company’s finances or handling sensitive information should be screened in these areas. A check of their credit score and history can yield information into how a potential employee has handled their own finances. This is a valuable indicator into how they will perform with company finances and sensitive data.

Improved Staff Morale and Productivity

Screened workers are less likely to bring problems or conflict into the workplace. They are vetted in terms of experience, reliability, credit score and whether or not they have a criminal past. This increases the odds of successful businesses hiring only the most efficient, effective and high quality workers. Overall staff morale is improved, which leads to better overall productivity in the workplace and ultimately higher profits for successful businesses.

Increased Retention and Staff Loyalty

High quality hires are more likely to remain loyal to successful businesses and stay on for longer periods of time. They are more likely to be worth the investment of time, energy, training and company resources than those who have not been properly screened. In this way, a small investment early on in the worker cycle can pay off substantially.

The most successful businesses utilize a standardized employment screening and vetting program in compliance with current state and federal laws. This allows for improved safety and security, staff optimization, increased productivity and higher profits. An experienced, professional background check company can assist with many key aspects of employment screening.

Source: https://www.nolo.com/legal-encyclopedia/employer-liability-employees-bad-acts-29638.html

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

These days, employment background screening just isn’t optional. Risks abound for companies that don’t engage in pre-employee screening, from damage to their business and their reputation to theft and the potential for negligent hiring law suits.

A professional background check and screening company can assist in covering this important phase of hiring. However, not all employment background screening companies are created equal.

Employers should look for the following qualities and features when making their employment background screening company selection:

1. Positive Track Record

Does the service receive good reviews online? Read online testimonials, or ask the company to share some case studies. The employment background screening service you select should have a positive track record of effective results and satisfied customers.

2. Cutting-Edge Tools and Technology

The service you choose should also use the latest innovations in screening tech. Check that all findings are verified at the originating court if accessed from multi-state criminal databases. The goal is to get the most accurate, timely information about each candidate so that employers can select the best candidates for each position. They should draw from courts, probation departments and corrections departments to collect information.

3. Criminal Background Check

This parameter is one of the most important to look for from an employment background screening company. The results of this check will indicate the individual’s past behavior and help to inform hiring decisions.

That said, in some cases individuals with criminal records can actually be great hires. Factors like time since the conviction, the nature of the offense and what the applicant has done since then should all be considered. Rehabilitation is possible. Employers should protect themselves from the potential risks of negligent hiring, but also be open to giving reformed individuals a second chance.

4. Credit Check

In some cases, a position will require contact with company finances or the sensitive information of personnel. In these cases, employment background screening should include pulling a copy of the applicant’s credit report. Factors such as a low credit score, late payments, delinquent accounts and bankruptcy could indicate the individual will not be reliable or trustworthy.

5. Current on Screening Regulations

The screening service companies choose should also be compliant with all laws and regulations related to fair employment background screening. Inquire about this aspect of their business and verify that they make the effort to stay up to date with all relevant legislation.

Workers are the cornerstone of all businesses. They can also be a serious liability if they aren’t properly screened before hiring. A proven, experienced professional screening service can be indispensable to the hiring process.

In addition to a professional background check, employers should also verify work history and educational history to get a full sense of who they might be hiring. Online presence and social media screening can also offer valuable insights; however, all screening should be conducted consistently for each potential new employee.

Source: https://www.americanbar.org/content/dam/aba/administrative/labor_law/meetings/2010/annualconference/087.authcheckdam.pdf

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

A recent Bloomberg article is warning workers to prepare for rolling background checks at their company. This is the practice of conducting background checks at regular intervals after the initial employment screening process.

This process is fueled by a concern that something might have been missed when screening the individual the first time around. Understandably, companies want to know who is working for them and if anything major has changed. Employment lawyers and background screening companies are noticing the uptick in rolling background checks and the interest from companies looking for help with regular background checks.

“Me Too?” Employers Worry About Backlash, Legal Action

It’s possible that the #MeToo movement plays a role, as business owners worry that they may have hired people who could pose a risk in the workplace. Rolling background checks could be part of the solution to these concerns, verifying that those who have been hired still display the level of integrity and character they appeared to when they were hired.

Rolling background checks can determine if someone was convicted of a crime in the interim, became delinquent on bills, filed for bankruptcy, or any other incident or life event that could impact their eligibility for their job.

However, just like initial background checks and employment screening, rolling checks must also be done in full compliance with the Fair Credit Reporting Act (FCRA). The FCRA refers to a federal statute requiring written consent from the employee before an employer conducts certain kinds of background checks. Disclosure requirements and other specific notices may also be required; it is advisable to check with legal counsel to verify what is required.

Specific written consent is essential to rolling background checks. FCRA Background checks should be:

• In writing
• In a stand-alone format (not part of another document such as an employment application)
• Applicant or employee must be told that the information provided will be used in a background check
• Applicant or employee must give their written permission.

For employers to have the authorization to allow the conducting of these background check services throughout the employee’s tenure at the workplace, the stated intent to conduct the rolling background check must be clear. The notice as well as the consent form must outline permission conspicuously, otherwise a new notice must be provided each time.

Adequate Communications and Permissions Are Key

Alternatively, if an employer decides to implement rolling background checks from the outset, a one-time blanket disclosure may be used in some cases. Again, the disclosure must be “clear and conspicuous,” outlining the employer’s intent to perform a background check at regular intervals in addition to at the outset of employment. It should be clear to the worker that the disclosure statement and consent form will remain in effect all through the duration of the employee’s tenure with the company.

Pre-employment background checks as well as rolling background checks are key to ensuring the best employees are selected and retained. Enlisting a professional background screening service takes the guesswork out of the process and ensures the checks are conducted in compliance with current laws.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Source: http://www.workforce.com/2018/07/16/are-you-ready-for-rolling-background-checks-of-employees/

As an essential component of today’s hiring process, the background screening industry is subject to a variety of background check trends, and legislation that is being enacted in cities and states across the country that affects how these checks can and cannot be conducted.

Keeping up-to-date on the following four background check trends helps employers avoid legal complications as well as make the best possible hiring decisions.

The New Gig Economy

Perhaps the biggest change on the employment scene is the emergence of a gig economy, where freelancing and short-term contracts are taking the place of permanent contracts. Many employers are choosing not to perform background testing on temporary and freelance labor, but doing so puts the whole company at risk — especially with contract workers who perform their duties onsite.

Ban the Box Legislation

Various states and cities throughout the U.S. have enacted “ban the box” legislation, which makes it against the law for employers to ask about criminal history on an initial employment application. This background check trend is designed to provide all applicants with an equitable chance of being hired rather than being automatically screened out right from the start because of criminal history.

Testing for Prescription Drugs

The country’s widespread opioid crisis was declared a public health emergency by the U.S. Department of Health and Human Services in 2017 as the result of a directive by the current administration. Several synthetic opioids have been added to the list of drugs that the U.S. Department of Transportation requires screening for, but transportation isn’t the only industry that screens for opioid use. Many employers in all fields are screening for them, because opioid use has many negative impacts on workplace productivity.

The background check trends of drug screening for marijuana are moving in a different direction. With recreational and medicinal marijuana becoming increasingly legal in some states, some employers are rethinking their drug screening practices concerning cannabis.

Salary History Restrictions

Other emerging background check trends in 2018 have increased legislation prohibiting asking for salary histories of job applicants. Several states and cities have already enacted bans on asking for salary histories — and this includes asking both applicants and their employers during the course of routine reference checks. These background check trends are expected to affect more and more municipalities and states as time goes by.

Due to the background check trends of recent changes in background screening legalities, employers are advised to partner with a reputable screening service to ensure compliance with all new regulations.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

A nationwide survey from the Charles Koch Institute (CKI) and the Society for Human Resource Management (SHRM) has found as many as 84 percent of HR managers were open to hiring persons with a criminal past.

Around two-thirds of those surveyed said they’d already hired persons with a criminal past for their businesses. The findings were drawn from a survey of 1,052 full-time employees and 1,228 HR professionals.

Employers Report Some with a Criminal Past Become Highest Quality Workers

These HR professionals also expressed that they felt these workers were at least as valuable and in some cases higher-performing than their other staff members without a criminal record. They reported costs being the same or lower with these individuals that had a criminal past as well.

One of the biggest factors that went into hiring these persons was a demonstrated positive work history despite the criminal incident. Some of the reasons employers and hiring managers gave for hiring workers despite a criminal past included:

Quality. The employer felt the candidate was the best-qualified applicant and was willing to give them a chance despite their criminal past.

Service. The employer wished to take an action that contributed to quality of life for these community members.

A Second Chance. The business owner wished to give persons who had made mistakes another chance at having a good job.

This last point taps into recent actions taken by the Trump administration, with April 2018 having been proclaimed “Second Chance Month.” The proclamation has an objective of preventing crime and fully respecting the rule of law, but of also providing opportunities for past offenders to have a second chance at making an honest living.

Gainful Employment Reduces Recidivism, Reforms Lives

One of the biggest keys to becoming successful after being convicted of a crime is securing employment. In addition to providing income, gainful employment helps with teaching responsibility and affirms the dignity of each individual.

Unemployment is near a record low in the U.S. However, about one third of all Americans have a criminal past. Many employers are having trouble keeping jobs filled and hiring enough workers to keep up with demand. Skilled persons with a criminal past who are sincerely looking to reform themselves are valuable sources of untapped talent for many businesses.

Social science researchers report one of the biggest keys to reducing recidivism and ensuring public safety is getting past offenders back to work. Considering applicants based upon their talent, merit, skills and future goals instead of just their past is an important step businesses can take in giving an at-risk group a second chance.

Employment Screening Should Consider All Factors

Pre-employment background screening will always be an important part of the hiring process. Businesses should be aware of who they are hiring and their track record in relevant areas. However, a little compassion can go a long way in making a difference for individuals with a criminal past and communities. It can also result in businesses gaining some of the most loyal and valuable employees they’ve ever hired.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

In April 2018, the transportation company Uber announced that it would be enhancing and enacting stringent background checks for its drivers. They are taking this measure to ensure that all drivers meet their high quality standards in an ongoing manner.

Getting Serious About Safety

In a recent blog post entitled “Getting Serious About Safety,” the CEO of Uber Dara Khosrowshahi said the company was committed to conducting stringent background checks for both driving record checks and criminal background screenings on millions of applicants since the business launch about nine years ago.

The company has plans to strengthen Uber background screening policies to have even more stringent background checks going forward:

Conducting Comprehensive Annual Driver Background Checks

While some state jurisdictions require annual background checks and motor vehicle report checks every year for Uber drivers, the company will now have more stringent background checks and be issuing them for every area of the country, regardless of the presence of a legal obligation.

Fast Notification of New Offenses

Uber will also enact technology that allows them to quickly see any new criminal offense committed by their drivers. These resources tap into existing data sources and send a notification when an offense is committed. For example, a DUI (Driving Under the Influence) charge would make them ineligible to drive.

New Driver Safety Center

Uber’s addition of a new Safety Center will allow customers to easily learn about current safety information and allow them to designate “Trusted Contacts” to share their trip details with during transit. The Uber company will also be modernizing their existing 911 communication system. Jeh Johnson, the former U.S. Secretary of Homeland Security, will become the new Chairman of Uber’s Safety Advisory Board.

Uber is known for efficiently connecting people who need a ride in urban areas with qualified drivers. Keeping people safe is a big priority for the company, and these measures to increase safety standards are a testament to this commitment.

In the blog post, CEO Khosrowshahi said that he and the company were fully committed to keeping safety at the heart of everything else they do. Increased scrutiny for drivers in transportation jobs has been a trend this year.

Some states were more specific and outspoken in calling for increased safety standards and more stringent background checks than others. For example, in late 2017, California began to require companies like Uber to make use of a professional background screening firm for all drivers.

Stringent Background Checks for Workers Increases Safety for Customers

In Colorado, the Uber company was issued a nearly $9 million penalty for not screening stringently enough. Apparently, the company had allowed some persons with motor vehicle and criminal offenses to drive for the company. There were even a few drivers without valid licenses. The new higher screening standards for drivers will prevent this from happening again.

Other companies and organizations are following suit. The NLA (National Limousine Association) is now requiring mandatory fingerprinting and drug screening. They were inspired to do so by a public service ad released by Uber raising awareness about sexual assaults in commissioned vehicles.

The message is that these assaults tend to happen in situations where the drivers weren’t properly screened. It’s a call to all employers to enact stringent background checks and an employment screening policy to ensure safe conditions for both workers and clients.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

On October 26 of 2017, the opioid crisis in the United States was officially declared a national public health emergency by the Trump administration. President Trump has committed significant focus and federal resources to fighting this opioid crisis epidemic on all fronts.

A staggering 116 people die of opiate overdose each day in the U.S. Millions of people in our country currently have an opioid disorder, and it is the cause of over $500 billion in total economic costs in terms of rehabilitation, lost time at work, etc. The opioid crisis has also done untold damage to families and communities across the country. Relationships end, jobs are lost and lives are ruined.

Border Wall and Stricter Penalties For Drug Dealers

President Trump has pledged to fight the scourge of the opioid crisis and opiate addiction by seeking much harsher penalties for drug dealers than ever before – possibly even the death penalty. While those who commit murder often receive a life sentence, drug dealers who may kill hundreds or thousands of people by selling drugs often only go to jail for a few months. Stricter penalties for drug dealers have been a highly effective deterrent in other countries such as the Philippines.

Over 90 percent of the illegal opiates in this country are coming in through the southern border with Mexico. This makes plans for a border wall even more crucial, as it will help stop the flow of these dangerously addictive substances into our country.

Opioid Crisis Deaths Have Quadrupled in the Last 20 Years

The Trump administration has also committed to funding research in order to find less addictive alternatives to pain killers. All too often, an individual will enter the hospital for an issue and essentially come out as a drug addict. With better alternatives, this will no longer occur.

Opiates can refer to street drugs like heroin as well as prescription drugs like pain killers in a range of strengths. Opioid crisis deaths have quadrupled since 1999, with Americans using far more opiates than any other country in the world.

Not surprisingly, the opioid crisis has had profound effects on the workplace as well, costing employers billions of dollars due to missed work, medical insurance claims and in some cases, fraud and misconduct related to the opiate abuse as well as an increase of violence in the workplace.

Employment Screening and Drug Testing Crucial to a Safe, Productive Workplace

Drug testing is a key defense against hiring someone with an opioid addiction or other substance abuse problem. Most drug testing programs encompass a 5, 9, or 10 panel; however, these do not screen for synthetic versions of opiates. To detect synthetic versions, which can often be even more problematic, an expanded opiates panel is required.

The opioid crisis has put an emphasis on corporations and small business owners to be proactive about testing to ensure the health, safety and productivity of their workforce. Employment screening that includes background checks for criminal offenses related to drug use can help with identifying candidates with substance abuse problems. A check of their credit history can also uncover financial problems related to drug use.

Those who have fallen victim to the opioid crisis and have been rehabilitated and reformed can make excellent workers, but those with active issues will likely not be ideal choices. Partnering with a professional employment screening company can assist with effectively completing key background check and screening components.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Many people have no idea their resumes and online profiles are sending up resume red flags or how to fix those problems. Some resume red flags can cause hiring managers and recruiters to pass you over without a second look. Whether you’ve been job hunting for a while now or you’ve just gotten into the game, you know your resume is a powerful tool that can help you, or if you have a lot of resume red flags it can harm you during the process.

Here are some of the resume red flags and warning signs hiring managers look for, and tips on how to fix them:

Resume Red Flag 1: Your resume doesn’t meet the job compatibility requirements

In today’s world, we know keywords are, well, key and you don’t want to be sending out resume red flags. Every time you send out your resume, you should be changing the verbiage to match the job. Look at the job posting and make sure your resume has the exact words the company is looking for. Skip the ‘Objective’ section and simply list 3 to 5 bullet points at the top that speak to the job in question. You don’t want the recruiter or hiring manager to have to hunt through your resume—because they won’t. Typically, they spend 6 seconds or less looking at a resume before they move on!

Resume Red Flag 2: You have the dates wrong

To avoid resume red flags with the dates of past jobs, make sure your dates are correct and consistent. If you simply list years for one position (2014-2017) but month and date for another (March 2010 through April 2014) it doesn’t look good, for one thing, and for another, it seems as if you’re trying to hide something. Make sure to explain overlapping dates (maybe you were freelancing or working two jobs) as well as any gaps.

Resume Red Flag 3: Inconsistency online

Make sure you are representing yourself consistently across all online platforms. Inconsistency can lead to major resume red flags and you want your resume, your LinkedIn profile, and any other websites your prospective employer can access (like a blog, an online portfolio, or another online hiring site) to show you in the same light.

Correct these resume red flags today and you’ll see results soon!

If you would like more information about resumes, please read our blog post titled How Employers Can Prevent Falling Victim to Resume Fraud. It discusses how resume fraud can occur at any level of a company and the best way to check for a criminal past is via employment background checks.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Sources: fastcompany.com, monster.com, and recruiter.com