Stay compliant by understanding State and Federal Regulations
Our Research Specialists here at Genesis Background Screening have heard some pretty crazy stories over the years about what HR professionals have to deal with when they need to hire. Whether you are replacing an employee who is moving on or creating new positions with company growth, finding the right talent that has the character you want for your business is challenging.
You might be surprised to find out how many people, that are either on staff or contractors that support your company, come to work impaired. Maybe you drug tested them during your pre-employment process and you think that is enough to ensure that your workplace is free of illegal substances. But with statistics showing that illicit drug use is up at the highest level in 12 years, it is quite likely that you may have employees right now that are abusing drugs.
When even the big companies are dealing with litigation over FCRA compliance, what’s a small to medium company to do? If corporations with lots of resources can’t get it right, is all hope lost? Actually, it may be easier for small companies to adjust. Large companies have lots of layers and departments which make it a challenge to make sure everyone is on board with the changes and that they follow through
According to a state audit released early this year, California’s most vulnerable residents are at risk because of poor communication between state departments which prevented the California Department of Social Services Community Care Licensing Division from getting full information about applicants and employees at facilities throughout the state. The Social Services Community Care Licensing
Yes, you can still drug test for marijuana, but there are some things you should know. As always have a comprehensive, easy-to-understand written policy. When/if your state legalizes marijuana or already has, review and update your policy to reflect the current law.
Form I-9 is used for verifying the identity and employment authorization of individuals that are hired for employment in the United States. All U.S. employers are responsible and accountable for proper completion of Form I-9 for each person they hire for employment in the United Sates. The U.S. Citizenship and Immigration Services (USCIS) has published a revised Form I-9 for employers
During the Trump campaign, there was a lot of discussion about minimizing federal business regulations, so it would not be surprising to see some sweeping changes during his presidency. While this may create some relief for organizations, it could put quite a burden on HR departments to monitor regulations in each state in which their business operates.
If your company is performing background checks on all new hires, good for you! Obviously you care about your business, your employees and your customers’ safety. However, if your Human Resources Department has been processing them the same way for years, it’s probably time to check and make sure that your system is up-to-date and compliant.
Employers who have been concerned about the Dec. 1, 2016 deadline to comply with the Federal Department of Labor regulations regarding overtime eligibility – you have a reprieve – at least for now. The Labor Department completed the ruling as part of President Obama’s goal to help rebuild the middle class.
If your company is experiencing a large volume of employees moving on, it’s time to consider why. Aside from the cost of recruiting and training a new employee, the disruption to your business and your customers adds to your loss. It is hard to attract quality employees when your company’s reputation, as an employer, suffers. And any disruption