From background screening compliance to drug testing best practices, this year has been filled with employment law updates for HR leaders and hiring managers across all sectors. Our industry experts weighed in on some of the latest hot topics such as EEOC violations, drug and alcohol abuse in the workplace, and data security concerns, just to name a few.
As you review your initiatives for the new year, here’s a list of our top 10 talent screening blog posts of 2019.
As laws governing background checks continue to change, regulatory oversight expands and the ranks of applicants misrepresenting themselves grows, selecting a vendor to conduct background checks on candidates is more important than ever—not to mention that legal compliance has also become more challenging. In this article, we answer questions related to “why” and “how.”
HR and recruiting leaders are wholly invested in compliance when it comes to background screening and employment law. It’s imperative that we stay on top of any new developments, current regulations, and legislation from multiple government agencies. In this article, we provide insight on some of latest issues and challenges impacting today’s changing workplace.
With unemployment at a record-low 3.7 percent and fewer job seekers on the market, finding and securing skilled financial talent will continue to be a challenge for Financial Services employers. To remain competitive, companies must focus on innovative ways to improve efficiency and offer more to customers by transforming their technology infrastructures and improving agility. In this article, we provide key trends you should consider in 2020 and beyond.
Reasonable suspicion drug testing has long been a common practice and useful tool for enforcing drug-free workplaces. It’s a fair and reliable testing method that can both dissuade and detect drug and alcohol use. It’s also an issue of individual privacy versus an employer’s responsibility for maintaining a safe workplace. In this article, we discuss new laws governing marijuana use in the workplace and what to do if an employee is under the influence of drug and/or alcohol.
SHRM announced in 2019 that employers representing over 60 percent of employees have signed onto an initiative entitled “Getting Back to Work,” committing to changing their recruiting practices to include those applicants with criminal backgrounds. In this article, we discuss what employers should consider when hiring candidates with a blemished record.
Because compliance is changing so quickly on the state and federal level, HR departments are finding it increasingly challenging to keep up with current regulations and changes to employment law. In this article, we cover five areas of compliance that are the riskiest for companies and HR departments.
With our nation on the heels of an opioid epidemic, states continuing to legalize marijuana use, drug testing positivity rates continuing to rise, and the perception of a dwindling job applicant pool, some employers are challenging the entire idea of performing drug testing in their workplaces. In this article, we cover the most common drug testing methods, when it’s required, as well as its benefits.
Over the past two years, HR and legal teams have struggled to stay current on changes specifically related to I-9 and E-Verify on the federal level, but also applicable changes in state laws. Companies must implement a process for state-specific onboarding forms that will also meet federal requirements. In this article, we recap the most critical changes to I-9 and E-Verify, with particular attention to increased I-9 audits and enforcement as well as the return of Social Security no match letters.
Data protection is one of the highest stakes areas of compliance for any company. According to SHRM, state laws are the primary source of potential identity-theft liability for employers. In this article, we expand on the topic of rising data breach costs and how you can protect your company employment and candidate data.
At the beginning of this year, the 9th Circuit Court of Appeals issued an important opinion that is relevant for employers who are responsible for providing job seekers with a compliant disclosure and authorization under the Fair Credit Reporting Act (FCRA). In this article, we cover an employer’s obligations under FCRA, discuss a related court ruling, provide key takeaways, and more.
Supported By WordPress Database Support Services