Every January, National Human Trafficking Prevention Month calls attention to a crime that often goes unseen but has lasting impacts on individuals, families, and communities. Human trafficking affects people across industries and regions, frequently leaving survivors with long-term consequences that extend well beyond the immediate harm.

Preventing trafficking requires more than enforcement after the fact. It depends on awareness, accountability, and systems designed to reduce harm, especially for individuals who have already been exploited.

At GIS, prevention means taking responsibility not only for safety and compliance, but also for fairness and human dignity.

Prevention Begins with Awareness and Safeguards

Human trafficking can intersect with employment, housing, transportation, and other systems where background screening is used. Survivors may carry records or data points connected to their exploitation, often through no fault of their own, that can create barriers long after they have escaped trafficking.

This is why responsible screening practices matter.

GIS has implemented methods designed to give victims the opportunity to block adverse items that may result from documented human trafficking circumstances, where legally permitted. These safeguards help ensure that survivors are not unfairly penalized by information tied to their victimization.

Supporting Individuals Through Education and Transparency

Awareness is only effective when it is paired with access to clear information. Survivors and advocates often face challenges navigating screening processes, understanding rights, or knowing how to request a review or correction.

To help address this, GIS provides resources, information, and step-by-step instructions on our website to support individuals who may be impacted by trafficking-related records. These materials are designed to promote transparency, understanding, and access to appropriate next steps.

By making this information available, GIS aims to reduce confusion, empower individuals, and support fair outcomes.

A Shared Commitment Beyond January

National Human Trafficking Prevention Month is an opportunity to reflect on how systems can either create barriers or offer support. For GIS, this means continually evaluating how our processes impact real people, especially those who have experienced exploitation.

Our commitment extends beyond compliance. It includes ongoing education, thoughtful policy implementation, and collaboration with organizations working to protect vulnerable populations.

Human trafficking prevention is not limited to one month. It is a year-round responsibility that requires awareness, action, and compassion embedded into the systems we build and the decisions we make.

For more information regarding National Human Trafficking Awareness Month, click here.

A Closer Look 

House Bill 2179 proposes new restrictions on pre-employment marijuana testing in Massachusetts. If enacted, the legislation would prevent most employers from requiring cannabis testing before making a conditional job offer. Employers would still be permitted to conduct marijuana testing after an offer is extended, but the results generally could not be used to deny employment.

The bill does allow for important exceptions that include:

• Safety-sensitive positions
• Roles subject to federal drug testing mandates
• Positions governed by collective bargaining agreements that require such testing.

Outside of these limited categories, however, cannabis screening would no longer serve as a barrier to employment for most private-sector applicants. This approach reflects a growing legislative view that lawful marijuana use outside of work should not automatically disqualify qualified candidates from employment.

Post-Offer Testing Raises Practical Questions

A key element of H. 2179 is its approach to post-offer marijuana testing. The bill allows employers to continue testing after a conditional offer is made, but limits how those results may be used for certain positions. This framework places greater emphasis on how results are interpreted and applied.

For employers, this reinforces the importance of policy alignment and compliance-driven testing programs. Drug testing remains a valuable tool for workplace safety, regulatory compliance, and consistency in hiring particularly for safety-sensitive roles, federally regulated positions, and other jobs that fall within the bill’s exceptions. Even in roles where employment decisions cannot be based solely on a marijuana result, testing can still support documentation, policy enforcement, and broader risk-management strategies.

From a screening perspective, the legislation highlights the need for employers to work with experienced providers who understand evolving state laws and can help ensure testing processes are structured appropriately including testing when permitted, applying results correctly, and maintaining defensible, compliant hiring practices.

Part of a Broader National Trend

Across the country, lawmakers are increasingly limiting how employers can use marijuana test results in hiring and employment decisions:

• New York, Philadelphia, and Pittsburgh prohibit most pre-employment marijuana testing.
• Minnesota restricted cannabis testing for most roles when recreational use became legal and imposed additional notice requirements when action is taken against medical cannabis users.
• Montana, New Jersey, Rhode Island, and Washington, D.C. protect employees from adverse actions based on lawful off-duty marijuana use.
• California and Washington prohibit employment decisions based solely on tests that detect non-psychoactive THC metabolites.

While the details vary by jurisdiction, the trend is consistent. Policymakers are questioning whether marijuana test results, particularly those that do not demonstrate impairment, should continue to carry the same weight in employment decisions.

Employer Guidance

As marijuana laws continue to evolve, employers should stay informed and proactive. Reviewing drug testing policies, understanding where testing is legally required, and evaluating  approaches to workplace safety can help organizations remain compliant while adapting to a changing legal landscape.

For employers operating in multiple jurisdictions, the complexity only increases. Partnering with a knowledgeable  and accredited background screening provider can help ensure that drug testing programs align with current laws and reflect best practices as new legislation emerges.

Click here for more information.

If you have any questions or concerns about your current drug screening processes, please contact us. 

Stories of individuals using fake degrees or licenses continue to make headlines, underscoring the growing threat of credential fraud. One of the latest examples comes out of Connecticut, where the state’s Board of Examiners for Nursing revoked nearly 80 licenses linked to “Operation Nightingale”, a sweeping federal investigation into fraudulent nursing degrees. The scheme involved roughly two dozen for-profit nursing schools in Florida that allegedly issued fake diplomas and transcripts, enabling individuals to sit for the National Council Licensure Examination (NCLEX) without completing the required classroom or clinical training.

Federal authorities estimate that more than 7,500 individuals across at least six states and Washington, D.C. were connected to these fraudulent credentials. While state boards are working to revoke licenses obtained under false pretenses, the risk to patient safety and organizational integrity remains significant.

Education Verification Matters

While professional license verifications confirm whether an individual is currently authorized to practice, they may not reflect the authenticity of the education or training behind it. Licenses are typically granted based on completion of an accredited education program. If the underlying degree is fraudulent, the license itself may have been obtained under false pretenses. Without verifying education history alongside the license, employers risk hiring individuals who lack the proper training and qualifications, ultimately putting patients and organizations at risk.

Employer Guidance

Conduct Comprehensive Education Verification: Confirm that degrees were earned from legitimate, accredited institutions. This includes checking enrollment dates, graduation status, and program details.

Pair Education Checks with License Verification: Verifying a license is essential, but it should be complemented by confirming the legitimacy of the education that qualified the candidate for that license.

Use Trusted Screening Partners: Partnering with a reputable and accredited background screening provider ensures access to reliable verification processes and compliance with state and federal regulations.

Implement Ongoing Monitoring: Continuous license monitoring can alert employers to disciplinary actions or revocations after hire, helping maintain workforce integrity.

The Bigger Picture

Fraudulent credentials aren’t just a regulatory issue, they’re a safety issue. Employers in healthcare and other sensitive sectors must take proactive steps to ensure every professional entrusted with care has the proper training and qualifications.

Click here for more information.

GIS is here to help keep your organization safe and compliant. If you have any questions about your background screening process or need guidance on strengthening your verification practices, please don’t hesitate to contact us.

Choosing the correct background screening provider is not only important for a companies compliance and risk mitigation but also for a candidates experience. The background check is often one of the final steps before onboarding, and it can set the tone for a candidates experience with your organization.

For employers, selecting the right background screening partner isn’t just about accuracy and turnaround time, it’s about protecting the candidate experience and, ultimately, your company. A smooth, respectful, and transparent screening process reinforces your professionalism and builds trust. On the other hand, delays, unclear instructions, or an invasive process can leave candidates feeling uneasy. Sometimes enough to reconsider their decision to join.

The Right Screening Partner Makes All the Difference

Efficiency and Speed: A background screening provider with optimized workflows and seamless integrations can significantly reduce turnaround time. This not only helps employers onboard candidates faster but also keeps applicants engaged during a critical phase of the hiring process. Delays in screening can lead to frustration or even cause candidates to accept offers elsewhere.

User-Friendly Technology: Modern candidates expect digital convenience. Providers that offer mobile-friendly platforms, intuitive portals, and real-time status updates create a smoother experience for applicants. These features reduce confusion and minimize the need for support, allowing candidates to feel more in control and informed throughout the process.

Clear Communication: The best screening partners prioritize transparency. They provide branded messaging and educational tools that clearly explain each step of the process, expected timelines, and how personal data will be handled. This level of clarity builds trust and reassures candidates that they’re being treated fairly and professionally.

Compliance with Empathy: While legal compliance is non-negotiable, how it’s executed matters. A strong provider ensures that adverse action notices and other sensitive communications are handled with respect and care. This empathetic approach helps reduces the risk of negative perceptions or reputational harm.

Support When It’s Needed: Candidates often have questions or concerns during the screening process. Providers with responsive support teams and accessible self-service options can quickly address issues, preventing unnecessary delays and confusion. A reliable support system reinforces the candidate’s confidence in both the screening provider and the hiring company.

The Business Impact

A candidate’s experience with background screening can directly influence whether they accept the job and how they talk about your company afterward. If the process is slow, confusing, or unorganized, candidates may disengage or even drop out entirely. On the other hand, a screening provider that offers speed, clarity, and support helps you maintain momentum in the hiring process and reinforces your reputation as a professional, candidate-centric employer. In today’s competitive market, that edge can make all the difference.

At GIS, we understand how important it is to work professionally with candidates, ensuring they feel informed, respected, and supported throughout the process. That’s why we invest in the latest technology, offer person-to-person contact, and prioritize both compliance and efficiency. Our goal is to help employers onboard faster while leaving candidates with a positive impression that reflects your brand’s values.

If you’re wondering how you can streamline your background screening process and give your candidates the best background screening experience, please contact us. We’d love to help you build a process that works for both your team and your talent.

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.