Corporate Screening is pleased to announce the successful integration of its web-based student background solution VerifyStudents with ACEMAPP, a leading clinical rotation and placement program. The integration provides colleges and clinical sites with a single source for accessing student background checks, drug screening and immunization tracking, as they manage student clinical rotations.
“We have experienced an exponential growth in the number of organizations looking to create additional efficiency through the use of enhanced technology,” said Matt Jaye, Vice President of Sales. “Integrating student screening services with the clinical placement management system seemed like the next logical progression.”
ACEMAPP is a secure, online clinical rotation matching, student on-boarding, and document storage solution for clinical sites, schools and consortiums. Developed by the ACE System team at the Michigan Health Council, it provides an easy-to-use online tool to match and train students for clinical rotations.
“We’re pleased to provide our ACEMAPP users with this option as part of our rapidly growing list of value-added features,” said Stacy Gradowski, Director of ACEMAPP. “Verification of background checks, drug screening and immunization records can now be shared automatically and securely within the system, saving administrative time and resources.”
VerifyStudents by Corporate Screening is a fully integrated web-based solution that provides reliable and secure student background checks, immunization tracking and paperless self-scheduled drug screening. Schools throughout the country rely on VerifyStudents for its secure, convenient and cost-effective student background products and services.
“Integrating the background screening features from VerifyStudents by Corporate Screening to ACEMAPP’s online clinical management solution will simplify the workload for everyone involved,” added Jaye.
ACEMAPP is a product of the Michigan Health Council, a Michigan-based 501(c)(3) non-profit organization dedicated to creating a culture of health with health professionals at the heart of the delivery system. Their mission is to build health professional capacity by offering innovative products and services. Learn more about the Michigan Health Council at www.mhc.org.
About Corporate Screening
Corporate Screening (www.CorporateScreening.com) is a Cleveland-based provider of pre-employment screening and student background check investigations for many of the nation’s top employers and schools. As a leading consultant to human resources, corporate security professionals, and program managers, Corporate Screening combines state-of-the-art data gathering technology with in-depth examination and analysis to verify information and mitigate the risks associated with hiring employees and students. Corporate Screening’s professional staff of analysts and consultants serves the needs of hiring professionals representing a full spectrum of industries, with special emphasis on healthcare, education, financial services and manufacturing sectors.
Corporate Screening will be attending the 2016 Cleveland HR Star Conference on Wednesday, July 27, 2016. The event will be held at the Holiday Inn in Independence, OH from 8:30 a.m. to 4:30 p.m. Drawing over 600 HR professionals from Ohio and Pennsylvania each year, this year’s event features topics ranging from employee benefits and ethics, to strategy and technology, as well as everything in between.
Corporate Screening invites HR Star attendees to stop by our booth and learn more about how we can assist you with your background screening program. We look forward to seeing you there!
Please be aware that LabCorp is currently experiencing an issue that makes its collection sites unavailable to schedule drug screens. This is a system-wide outage for LabCorp. However, all Quest collection sites are showing as normal and you can still schedule your screenings at those sites.
Corporate Screening will continue to monitor the situation and will let you know when LabCorp has resolved their issue and its sites are once again available. In the meantime, we apologize for any inconvenience this may cause.
Philadelphia Mayor Jim Kenney signed an ordinance that restricts the use of credit checks and credit-related information when making employment decisions. The new law became effective on July 7, 2016.
According to information from Jackson Lewis, under the law, employers cannot consider a job applicant’s or employee’s “credit-related information “in connection with hiring, discharge, tenure, promotion, discipline or consideration of any other term, condition or privilege of employment with respect to such employee or applicant.” The term “credit information” has been defined broadly to include “[a]ny written, oral, or other communication of information regarding a person’s: debt, credit worthiness, standing, capacity, score or history; payment history; charged-off debts; bank account balances or other information; or bankruptcies, judgments, liens, or items under collection.”
If adverse action is taken against an applicant or employee from credit-related information, the employer is required to notify the person in writing. The notification must identify and provide the information that the employer relied upon. Then the applicant or employee must be given an opportunity to explain the information at issue before the employer can take any final adverse action.
The new law applies to any employer, public or private, unless the employer falls into an exemption. Exemptions include:
- Law enforcement agencies and financial institutions,
- The City of Philadelphia “where credit-related information is sought “with respect to efforts to obtain information regarding taxes or other debts owed to the City,” and
- If required by state or federal law.
There are also job-specific exemptions to the law. Credit-related information can be considered for jobs that:
- Require an employee to be bonded under applicable law,
- Is supervisory or managerial in nature,
- Require “significant financial responsibility to the employer” (not including duties customary in the retail setting),
- Involve access to sensitive financial information (not including information customarily obtained in the retail setting), or
- Require access to “confidential or proprietary information that derives substantial value from secrecy.”
Aggrieved individuals can file complaints with the Philadelphia Commission on Human Relations, and individuals may pursue action in court after administrative remedies have been exhausted. Successful litigants may receive compensatory and punitive damages, attorneys’ fees, court costs, and injunctive relief. Employers may also be subject to administrative penalties.
In light of this law in addition to recent significant amendments to Philadelphia’s ban-the-box law, it’s very important that employers review their policies and procedures to ensure they are in compliance with this new law. If you have any questions or concerns, please contact your Corporate Screening account representative.
This week, Louisiana governor John Bel Edwards signed legislation that will prohibit state employers from asking about job applicants’ criminal histories prior to an interview. The legislation will go into effect on August 1, 2016, and will apply to the state’s politically appointed 30,000+ “unclassified” employee positions.
If you have questions about the new legislation in Louisiana, or would like more information about “ban the box” laws and regulations, please contact your Corporate Screening account representative.
The latest issue of Screening Solutions, Corporate Screening’s quarterly newsletter, is now available online. With important news and information about background screening topics, compliance issues, and student screening updates, the newsletter is a must read for employers, as well as school and program administrators.
This issue of Screening Solutions contains a feature article about the most common violations cited in FCRA class action lawsuits. It also features articles about Uber’s multimillion dollar settlement, new “ban the box” legislation, and proposed background legislation in Ohio. And don’t miss information about how you can order your backgrounds from Corporate Screening – we offer a number of ways that can meet your organization’s needs and ensure your backgrounds begin faster.
In student news, we are pleased to share information about our new partnership with ACEMAPP, a leading clinical rotation matching and placement program. And we also address some questions from program managers about student background screening and VerifyStudents.
We hope you enjoy the newsletter!
As predicted, “Ban the box” legislation continues to grow. Governors in Vermont and Connecticut recently signed bills that remove questions about criminal records from initial job applications in their respective states. Both will become law in 2017, and employers doing business in these states should familiarize themselves with the legislation, review their hiring policies and procedures, and make any necessary changes.
In May, Vermont governor Peter Shumlin signed a bill that requires employers (including private employers) in Vermont to remove questions about criminal records from their initial job applications. Specifically, employers cannot inquire into the criminal history until the interview, or once the prospective employee has been deemed otherwise qualified for the position.
The law follows an executive order signed in 2015 that implemented the policy for state jobs. It will go into effect in July 2017. Full details about the bill can be accessed at: http://legislature.vermont.gov/assets/Documents/2016/Docs/ACTS/ACT081/ACT081%20As%20Enacted.pdf
On June 1, 2016 Connecticut’s governor Dannel Malloy signed a new “ban the box” law that prohibits most employers about asking about criminal history on the initial job application. The law includes private employers with one or more employees, and goes into effect on January 1, 2017.
There are two exceptions to the new legislation, which states: “No employer shall inquire about a prospective employee’s prior arrests, criminal charges or convictions on an initial employment application, unless (1) the employer is required to do so by an applicable state or federal law, or (2) a security or fidelity bond or an equivalent bond is required for the position for which the prospective employee is seeking employment.”
If an exception noted above applies, employers are required to include the following notices with the criminal history inquiries – clearly and conspicuously on the application (Littler Insight):
- The applicant is not required to disclose the existence of any arrest, criminal charge, or conviction the records of which have been erased pursuant to sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes;
- Criminal records subject to erasure under state law are those records pertaining to a finding of delinquency or that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that has been dismissed or dropped, a criminal charge for which the person has been found not guilty or a conviction for which the person received an absolute pardon; and
- Any person whose criminal records have been erased shall be deemed to have never been arrested and may so swear under oath.
The law also established a “Fair Chance Employment Task Force” that will study issues and make recommendations on these issues.
If you have questions about the new legislation in these states, or would like more information about “ban the box” laws and regulations, please contact your Corporate Screening account representative.
Corporate Screening offers clients a center of information that can help them when they have questions or need assistance. The EASE Resources Center can be accessed after you log onto EASE, and now contains additional helpful materials that include product descriptions and “ban the box” information.
Product Descriptions – These descriptions provide detailed information on all products offered by Corporate Screening. For easy reference and to learn more about what Corporate Screening offers, how searches/verifications are conducted, and what kind of information you can expect to see, log into your CS EASE account and click on the link for Hints & Resource Material on the homepage.
“Ban the Box” Information – Also housed in the Hints & Resource Material section is general information regarding “ban the box” legislation (eliminating the criminal history question from job applications) throughout the United States. The document provides a brief overview of ban-the-box laws that may effect you as an employer, depending on where you are located. As new laws are passed, this document will be updated.
For detailed information regarding ban-the-box laws in your area, or if you have any questions or would like more information about product descriptions, please contact your Account Representative.