Recent events in Des Moines Public Schools have brought renewed attention to the importance of thorough and ongoing background screening in education. The district’s former superintendent resigned after being arrested for an expired visa. Following the arrest, it was discovered that he had overstayed multiple visas and had an extensive criminal history including drug trafficking and weapons charges. It was also uncovered that he falsified academic credentials at the time of hire.

These revelations have prompted the Des Moines School Board to pursue legal action against the search firm that recommended him for hire, citing failures in vetting and due diligence. In response, the Iowa State Auditor has launched an official audit of the district’s hiring practices.

This case underscores a critical point: when background screening is incomplete or improperly conducted, the consequences can be far-reaching. Not only for the district’s reputation, but for the safety and trust of the school community.

Montgomery County, MD: A Broader Compliance Breakdown

Meanwhile, Montgomery County Public Schools in Maryland, one of the largest districts in the country, is facing its own compliance crisis. An internal review revealed that over 13,000 employees had outdated criminal background checks, and nearly 5,000 individuals had never undergone required Child Protective Services (CPS) screenings.

The district had paused fingerprinting and continuous monitoring during the COVID-19 pandemic, but failed to resume these processes in a timely manner. As a result, many staff members were not enrolled in monitoring systems, which provide real-time updates on criminal activity. Montgomery County has since taken corrective action, including deploying mobile fingerprinting units, expediting CPS checks, and launching a third-party investigation into internal failures.

Lessons for School Systems Nationwide

These incidents serve as a powerful reminder that background screening is not a one-time event. It requires ongoing diligence, proper credential verification, and continuous monitoring to ensure compliance and protect students.

School systems must also recognize the heightened responsibility that comes with hiring individuals who work with vulnerable populations, especially children. Expressing a strong commitment to compliance and conducting thorough background checks is not just best practice; it’s a moral and legal obligation. Every hire should be made with student safety as the top priority.

Employer Guidance

To maintain a safe and compliant educational environment, school systems should prioritize thorough and ongoing background screening, especially when hiring individuals who work with vulnerable populations such as children. Employers should screen staff regularly to identify any new criminal activity or changes in eligibility. Continuous monitoring systems can also be used to receive alerts about criminal history updates. Academic credentials must be verified carefully, particularly for leadership roles where trust and qualifications are paramount.

As these cases demonstrate, the risks of inadequate screening are real and the consequences can be severe. Partnering with accredited background screening providers who understand the complexities of education compliance ensures that districts are not only meeting regulatory standards but also protecting the communities they serve.

If you have questions or need guidance regarding your own background screening process, please contact us. GIS is here to help you strengthen your compliance strategy and ensure your hiring practices support a safe and trustworthy environment.

In 2025, the landscape of fair chance hiring continues to evolve as more states and cities expand their Ban the Box laws. These regulations, designed to give individuals with criminal records a fair shot at employment, are now influencing how and when employers conduct background checks as well as how screening providers support compliance.

Ban the Box Laws 2025 & 2026

Several jurisdictions have introduced or updated Ban the Box laws this year, signaling a broader push toward equitable hiring practices:

• Texas has joined the ranks of states with a statewide Ban the Box law. Effective September 1, 2025, employers with 15 or more employees must remove criminal history questions from initial job applications. Inquiries can only be made after a candidate is deemed “otherwise qualified,” typically after an interview or conditional offer.
• Philadelphia has amended its Fair Chance Ordinance, effective January 6, 2026, reducing the lookback period for misdemeanors from seven years to four. The changes also extend protections to gig workers and current employees, not just job applicants.
• Washington State passed legislation expanding its Fair Chance Act to cover existing employees, effective July 1, 2026. Employers must now follow the same conditional offer and individualized assessment process for internal promotions and role changes.

Why This Matters for Employers and Background Screening

These updates aren’t just policy tweaks, they represent a shift in how criminal history is treated in the hiring process. For employers and background screening companies, the implications are significant:

• Timing is Everything: Background checks must be conducted only after a conditional offer in many jurisdictions. Running checks too early can violate state law and lead to legal exposure.
• Individualized Assessments Are Mandatory: Employers must evaluate criminal records in context. Considering the nature of the offense, its relevance to the job, and the time elapsed before making adverse decisions.
• Multi-State Compliance Is Complex: With laws varying by state and city, employers operating across regions must stay vigilant. Screening providers play a critical role in helping clients navigate these differences.
• Record Filtering Is Essential: Screening reports must exclude sealed, expunged, or time-barred records. Failure to do so can result in FCRA violations and lawsuits.

Employer Guidance

To remain compliant and promote fair hiring practices, employers should regularly review their hiring policies. Application forms and job postings should be reviewed regularly to ensure they do not include premature inquiries about criminal history, which could violate Ban the Box laws.

Companies should also partner with an accredited background screener who stays current on legal changes and offer jurisdiction-specific filtering to avoid reporting restricted records. As always, GIS is here to help you stay compliant while hiring safely. Providing accurate, up-to-date screening solutions that align with evolving regulations and support fair hiring practices. If you have any questions about laws in your state, please contact us.

Drug screening continues to play a vital role in hiring practices across industries. Despite changing laws and shifting workplace norms, employers rely on drug testing to promote safety, ensure compliance, and make informed hiring decisions. Whether you’re hiring for a safety-sensitive role or simply want to maintain a productive work environment, pre-employment drug screening remains a key part of a responsible onboarding process.

Why Employers Use Drug Screening

Pre-employment drug screening helps organizations:

• Promote workplace safety
• Reduce liability and risk
• Ensure compliance with federal and state regulations
• Protect company reputation
• Support a drug-free workplace

For many employers, drug screening is not just a precaution, it’s a legal requirement, especially in regulated industries.

Keeping Policies Up to Date

With drug laws evolving rapidly, particularly around marijuana, it’s more important than ever for organizations to keep their drug screening policies current. What was compliant last year may not align with today’s state laws or industry standards. Employers must regularly review and update their policies to reflect legal changes while maintaining workplace safety and performance expectations.

Legal Considerations: Federal vs. State Laws

Drug screening laws vary significantly between federal and state levels. For example, marijuana may be legal for medical or recreational use in many states, but it remains illegal federally. This creates a unique challenge for employers who must balance legal use with workplace safety concerns.

• Federal regulations, such as those enforced by the Department of Transportation (DOT), mandate strict drug testing protocols for safety-sensitive roles.
• State laws differ widely. Some protect medical marijuana users, while others allow recreational use but still permit workplace testing.

Employers must stay informed and adjust their policies to remain compliant while supporting a safe and productive work environment.

Industry-Specific Importance

Drug screening is important for most industries, and many sectors follow their own policies and guidelines based on corresponding laws and safety requirements.

In healthcare, drug screening is critical due to patient safety and access to controlled substances. Employers often conduct random and post-incident testing and must comply with HIPAA and state-specific healthcare regulations.

In the transportation industry, drug screening is federally mandated for safety-sensitive positions such as truck drivers and delivery personnel. DOT regulations require pre-employment, random, post-accident, and return-to-duty testing. Non-compliance can result in fines, license suspension, or disqualification.

In manufacturing and industrial settings, strict drug-free policies are recommended to prevent workplace accidents and injuries. Employers may implement regular testing to maintain safety, especially in high-risk environments. State laws around marijuana use must be carefully balanced with operational safety concerns.

Understanding Drug Screen Results and Making Compliant Decisions

Drug screening results can vary depending on the type of test used, substances screened for, and applicable laws. Common outcomes include negative (no substances detected), positive (substances detected), inconclusive, or refusal to test.

When a positive result is returned, employers must proceed carefully. Making hiring decisions based on drug screening outcomes requires a clear, legally sound policy — especially in states with protections for medical marijuana users or other nuanced regulations.

Employer Guidance

It’s essential to ensure that your organization’s response to drug test results aligns with federal, state, and industry-specific laws. Consistency, documentation, and legal guidance are key to avoiding discrimination claims or compliance issues.

As laws and workplace expectations continue to evolve, drug screening remains a vital tool for employers. It supports safety, compliance, and informed hiring decisions, especially in industries where risk is high and regulations are strict. By keeping policies up to date and understanding the legal landscape, organizations can maintain a responsible and effective screening program.

At GIS, we understand the importance and complexities of employment drug screening, and we’re here to help organizations stay compliant through every shift in regulation and workplace expectations. Whether you’re reviewing your current policies, navigating new state laws, or building a screening program from the ground up, our team is ready to support you.

Contact us today to learn how GIS can help strengthen your drug screening strategy and keep your organization on track.

A recent multimillion dollar settlement has once again spotlighted the critical importance of following proper procedures when conducting employment background checks. At the heart of the case was a failure to provide job applicants with a copy of their background report and a summary of their rights under the Fair Credit Reporting Act (FCRA) before taking adverse action. An oversight that affected thousands of individuals and led to significant legal consequences.

Understanding the FCRA

The FCRA is a federal law designed to protect consumers by ensuring transparency, accuracy, and fairness in the use of consumer reports. Including those used for employment decisions. When an employer decides not to hire or promote someone based on information in a background check, the law requires that the individual be given:

• A copy of the report used to make the decision.
• A summary of their rights under the FCRA.
• A reasonable opportunity to dispute any inaccuracies before the decision is finalized.

Failing to follow these steps doesn’t just risk reputational damage. It can lead to costly lawsuits, settlements, and regulatory scrutiny.

The Hidden Risks of Non-Compliance

In the recent case, thousands of job applicants were impacted by adverse decisions without being given the chance to review or correct their background reports. Some individuals were reportedly denied employment due to inaccurate information, such as criminal records that didn’t belong to them. Without access to their reports or knowledge of their rights, they had no way to challenge the errors before losing the opportunity.

This kind of oversight is  a stark reminder that background screening isn’t just about checking boxes. It’s about protecting people and making fair, informed decisions.

Employer Guidance

One of the best ways for employers to safeguard against these risks is by partnering with an accredited background screening company. At GIS, we adhere to rigorous standards set by industry organizations like the Professional Background Screening Association (PBSA), ensuring:

• Clear and compliant pre-adverse and adverse action processes.
• Accurate and up-to-date reporting practices.
• Support for employers in navigating complex legal requirements.

At GIS, we don’t just deliver data. We guide employers through the screening process, helping them stay compliant and make decisions that are both lawful and ethical.

Fore more information, click here.

As background screening continues to evolve, especially with the rise of automation and AI, the human impact of these decisions must remain front and center. Employers who prioritize compliance, transparency, and fairness not only protect themselves from legal risk, they build trust with candidates and contribute to a more equitable hiring process.

If your organization has questions regarding FCRA compliance or your background screening procedures, please contact us. Our team is here to help you navigate the complexities of employment screening and ensure your practices are both compliant and fair.

As the school year approaches, educational institutions and youth focused organizations are ramping up hiring efforts to fill critical roles. From teachers and administrators to support staff and volunteers, these positions play a direct role in shaping safe, productive learning environments. In the rush to onboard new talent, one crucial step must never be overlooked: comprehensive background screening. A thorough background screening process helps ensure that every new employee is qualified, trustworthy, and safe to work with children and young adults.

Smart Hiring

A comprehensive screening process protects your institution by:

Verifying qualifications – Confirming degrees, certifications, and licenses are valid.

Identifying false claims – Ensuring work history is accurate and relevant.

Uncovering criminal history – Identifying offenses that may raise concerns in roles involving trust, responsibility, or direct interaction with others.

Key Background Checks for New Hires

Education Verification: Ensure the candidate’s degrees, certifications, and credentials are legitimate and issued by accredited institutions. This is especially critical for roles requiring specific licensing or subject expertise.

Employment History Verification: Confirm prior roles, dates of employment, and job responsibilities. This step helps validate experience and detect gaps or inconsistencies in a candidate’s resume.

Criminal Background Check: Search for past criminal convictions, particularly those involving violence, abuse, or other offenses that raise red flags in an educational setting.

Why It Matters

Children and young adults rely on the adults around them to uphold the highest standards of care and professionalism. Hiring someone without proper vetting can expose an institution to serious risks. Legal liabilities may arise if an unqualified or unsuitable individual is placed in a position of responsibility. The organization’s reputation and the trust of families and the community can be quickly eroded. Above all, the safety and well being of those served by the institution may be compromised.

At GIS, our background screening solutions are designed to be fast and fully compliant with industry standards. With expert support at every step, you’ll have a trusted partner guiding you through the process.

As the school year begins don’t just fill positions, fill them with confidence. Let us help you build a team that’s qualified, trustworthy, and ready to make a difference. If you have questions about your hiring process, please contact us.

 

Effective January 1, 2026, Washington D.C. will be implementing automatic expungement under the Second Chance Amendment Act, which took effect March 1, 2025. This marks a pivotal shift in how criminal records are treated across the District and signals major changes for employers relying on background screening in the hiring process.

What the Law Covers

The new implementation law expands eligibility for expungement and record sealing. Key components include:

• Automatic expungement for marijuana possession and other offenses decriminalized under current D.C. law.
• Petition based sealing available for dismissed charges, certain misdemeanors, and time-lapsed convictions after meeting eligibility requirements.
• Expanded timeframes and eligible offenses, with shorter waiting periods and broader criteria compared to previous legislation.

What It Means for Background Screening

For employers and background screening providers, the rollout of automatic expungement in 2026 introduces several key challenges. Record availability will undergo a significant shift. Certain offenses that once appeared in criminal searches will no longer be accessible, meaning risk assessments must adapt to this new landscape. Ensuring data accuracy becomes more critical than ever, as screening partners must rely on up to date databases that align with the expungement criteria outlined in D.C. law. With this change, companies may need to revisit their compliance protocols. Adverse action procedures and hiring criteria should be reevaluated to ensure they don’t inadvertently include records that have been sealed or expunged.

Employer Guidance

To stay ahead of these changes, employers should begin updating their screening policies to reflect changes in record accessibility within D.C. HR and compliance teams should be updated on expungement and candidate rights. Remain vigilant by actively monitoring legislative developments, as further amendments  could reshape the law’s execution in the months to come.

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Partnering with an accredited background screening company such as GIS can help employers confidently navigate the complexities of ever changing laws. As record accessibility continues to shift across the U.S., GIS is committed to empowering employers to make informed hiring decisions while respecting candidate rights and staying ahead of legislative changes. Please contact us if you have any questions regarding laws in your state.

Hiring the right person is one of the most important decisions a company can make. A single bad hire can impact productivity, team morale, and even your company’s reputation. Yet many organizations unintentionally make hiring mistakes because they’re moving fast or relying on limited information.

Comprehensive background screening helps you avoid these pitfalls, making your hiring process smarter, safer, and more reliable.

Relying Too Heavily on Resumes

Resumes are a great starting point, but they’re also one of the easiest places for candidates to embellish their qualifications or omit negative employment history.

How Screening Helps:

• Employment Verifications confirm dates, job titles, and responsibilities so you know their experience is real.

• Education Verifications validate degrees and certifications to ensure candidates are qualified for the role.

Skipping Criminal Background Checks

Not running criminal checks is one of the most common and riskiest hiring mistakes. Without them, you may unknowingly bring someone into your workplace who poses a safety or liability risk.

How Screening Helps:

• County and Statewide Criminal Searches uncover convictions in areas where the candidate has lived.

• Federal Criminal Searches identify crimes and offenses that wouldn’t show up in a county check.

• Sex Offender Registry Searches help maintain a safe work environment, especially for roles involving vulnerable populations.

Ignoring Identity Verification

Hiring without confirming a candidate’s true identity can lead to compliance issues and open the door to fraud. In industries with strict regulations, this can also trigger major penalties.

How Screening Helps:

• SSN Traces verify identity and address history, helping you determine where to search for criminal records.

• I-9 and Employment Eligibility Verification ensure compliance with federal hiring laws.

Overlooking References

References offer insights into a candidate’s work ethic and how they interact with others, yet they’re often skipped because of time constraints.

How Screening Helps:

• Professional Reference Checks dig deeper into a candidate’s performance, teamwork, and reliability, helping you understand how they’ll fit into your company culture.

Rushing the Hiring Process

When positions need to be filled quickly, it’s tempting to cut corners. But rushing often leads to hires that cost more in the long run.

How Screening Helps:

• Pre-Employment Screening Packages are designed to balance speed and accuracy, helping you make quick, informed decisions without sacrificing due diligence.

Investing in Smarter Hiring

Background screening isn’t just a compliance checkbox, it’s a safeguard for your company. Each search provides a layer of protection, ensuring you hire trustworthy, qualified individuals who strengthen your team.

At GIS, we provide comprehensive, customizable screening solutions so you can avoid costly hiring mistakes and build your team with confidence. If you have questions about your companies background screening process, please contact us.

A Pennsylvania woman is facing a wide range of charges after allegedly orchestrating a sophisticated, multi state scheme in which she posed as a licensed nurse, treated vulnerable patients without proper credentials, and stole prescription medications from healthcare facilities.

A Five-Year Scheme Built on Deception

The woman posed as a nurse in facilities across Pennsylvania using a network of fake identities, false credentials, and stolen personal information. Investigators have linked her to at least 20 aliases and seven different Social Security numbers, enabling her to secure short-term nursing jobs in rehabilitation centers and nursing homes despite having no legal nursing license in Pennsylvania or any of the other states where she operated.

According to Pennsylvania State Police, the alleged fraud began in 2020. By creating a fake limited liability company and submitting falsified employment documents to staffing agencies, she was able to gain access to multiple medical facilities. Her positions ranged from licensed practical nurse to registered nurse supervisor.

A Pattern of Misconduct Across States

Once inside these facilities, she allegedly diverted prescription medications meant for patients. Police say her misconduct was consistently flagged, with every facility placing her on “do-not-retain” lists due to unprofessional conduct. Yet she would simply vanish and reappear under a new name at a different location.

Her criminal activity isn’t limited to Pennsylvania. Authorities uncovered outstanding warrants in Georgia, Tennessee, New Jersey, and Indiana, tied to fraud and impersonation charges. Georgia’s nursing board has already listed her on its Nursing Impostor Alerts system.

Arrest and Ongoing Investigation

The woman’s downfall began with a traffic stop in April on Interstate 79 in Washington County, PA. A subsequent search of her vehicle uncovered an array of suspicious items: IDs belonging to multiple victims, prescription drugs under various names, falsified medical paperwork, and medical equipment.

Even after her arrest, authorities struggled to confirm her identity due to the number of aliases she maintained. “She went to really great lengths,” said State Police spokesman. “This wasn’t random, this was calculated. She researched these identities and built a web of deception.”

What This Means for Employers

This case serves as a reminder of the importance of using an accredited background screening company, credential verification, and continuous employee monitoring, especially when using staffing agencies. It highlights the real world consequences of failing to detect fraudulent activity.

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At GIS, we’re committed to being your trusted partner in background screening, helping you protect your organization, your team, and the people you serve. If you have any questions about your screening processes, please contact us.

Pay transparency laws continue to gain more momentum across the United States, changing the way employers share job information and communicate compensation. More states and cities are now requiring salary ranges in job ads and cracking down on practices that contribute to pay inequity and employers, especially those with remote or multi-state teams, need to keep up.

More States Mandate Pay Transparency

This year, new pay transparency laws have taken effect in Illinois, Minnesota, Massachusetts, New Jersey, and Vermont. At their core, these laws require employers to include good faith salary ranges in job advertisements, and in some cases, to also disclose information about benefits, bonuses, or commissions.

Employers cannot assume that their physical headquarters determine compliance. If you’re hiring workers who live or work in these states, even if the job is fully remote, you must adhere to the local disclosure rules.

Cleveland Joins Ohio’s Pay Equity Effort

On the city level, Cleveland enacted a sweeping ordinance aimed at promoting pay equity. It prohibits employers from asking applicants about their salary history and requires job postings to include a good faith pay range.

Cleveland’s ordinance aligns it with other Ohio cities, including Columbus, Cincinnati, and Toledo, that already have similar protections in place. Notably, Cleveland’s law applies broadly, covering part time and temporary positions, and applies to employers with 15 or more employees.

Washington State Refines Its Laws

While most recent updates have tightened requirements, Washington State offered employers a bit of relief by refining its Equal Pay and Opportunities Act, effective July 27, 2025. The changes are designed to reduce litigation risk while keeping transparency intact.

Highlights of the Washington amendments include:

• A five-day correction period for employers to fix noncompliant job postings before facing penalties.

• Permission to disclose a single wage figure, instead of a range, when a fixed salary applies to a role.

• Protection against liability for outdated salary information on third-party job boards, provided the employer acts promptly to correct errors.

These adjustments acknowledge the operational challenges of implementing transparency and emphasize that processes, not just policies, are key to compliance.

Employer Guidance

As the pay transparency movement grows, employers should take a proactive approach:

• Audit your job posting practices: Ensure salary ranges and benefit details are accurate and consistent across all platforms.
• Train staff: So they understand what information can (and cannot) be requested from candidates.
• Monitor jurisdictional changes : Especially if you hire remote workers or operate in multiple states.
• Work with counsel to develop correction protocols: Address mistakes quickly, as allowed in Washington and elsewhere.

While the specific rules vary, the trend is clear. Employees and job seekers expect more openness about compensation, and regulators are backing that expectation with enforceable mandates.

For employers, staying compliant means more than checking boxes, it requires embedding transparency into hiring policies, and workflows.

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As always, GIS is here to help your organization stay compliant. If you have questions about how these evolving pay transparency laws affect your business, or if you’re unsure about the specific requirements in your state, please contact us.