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.

With more states legalizing cannabis and the automatic expungement of low‑level marijuana convictions, employers are entering uncharted territory. At the same time, workplace safety and compliance requirements haven’t gone away. The landscape of employment screening is shifting quickly and cannabis reform is at the center of it. So how can organizations strike the right balance?

A Wave of Expungements Is Reshaping Criminal Records

Over the past year, states like Minnesota, New York, Illinois, and others have begun automatically expunging low‑level marijuana convictions under “clean slate” or legalization laws. For employers these changes can create confusion.

Records that may have appeared in a background check last year may now be sealed or erased entirely. While expungements are a step forward for fairness and equity, they also mean hiring managers can no longer rely on outdated records or internal archives when making decisions.

Why Continuous Monitoring Still Matters

Although expungement clears old records, new criminal activity can still pose risks to your organization.

This is where continuous monitoring comes in. Unlike one‑time pre‑employment checks, continuous monitoring services track employees’ public records on an ongoing basis, alerting you to potential issues that could impact workplace safety or compliance.

Continuous monitoring is especially valuable in:

• Safety‑sensitive industries (transportation, healthcare, construction).

• Regulated environments (financial services, government contractors).

• Roles with access to vulnerable populations or sensitive data.

Know Your State’s Laws on Cannabis Testing

In addition to expungement, many states are also limiting what employers can consider when it comes to marijuana.

For example:

• In New York, employers can’t take adverse action based solely on off‑duty, legal cannabis use.

• In California, most pre‑employment cannabis testing is now prohibited unless the role is safety‑sensitive.

• In Washington, pre‑employment cannabis screening was banned for most jobs effective 2024.

Employer Guidance

Employers can take several proactive steps to stay compliant and maintain workplace safety in this evolving legal landscape. First, ensure all background checks are up‑to‑date and avoid relying on outdated or archived records that may now include expunged offenses. Consider incorporating continuous monitoring into your risk management strategy to stay informed of new criminal activity, particularly in safety‑sensitive or regulated roles and always notify employees and adhere to applicable laws when doing so. Finally, review and update your drug testing policies to align with state restrictions on cannabis screening. Regularly training managers, communicating policy changes clearly to employees, and partnering with a trusted screening provider will help ensure your program is fair, effective, and compliant.

At GIS, we help employers navigate this evolving environment with confidence. From up‑to‑date criminal background checks to continuous monitoring solutions and compliance guidance, our team is here to help you protect your organization and your people. Contact us today to learn more about how we can tailor a screening and monitoring program to fit your needs.

When you hire a new employee, you will probably run a background check. But what happens after day one? For many companies the answer is nothing, and that can leave you at risk. The reality is that circumstances change over time. An employee’s record at the time of hire doesn’t necessarily reflect their situation months or years later. New issues can arise inside or outside of work, that may impact their ability to safely and effectively perform their role.

That’s where continuous screening comes in. A proactive way to keep you informed and protect your organization every day, not just at the point of hire.

What Is Continuous Monitoring?

Continuous monitoring is the practice of checking existing employees’ records on an ongoing basis rather than just once at the time of hire.

This can include periodic or real time alerts about:

• New criminal charges or convictions.
• Changes to licenses, certifications, or credentials.
• Inclusion on sanctions or watch lists in regulated industries.
• Other role-specific concerns that could impact eligibility or compliance.

By keeping an eye on relevant information over time, you gain insight into changes that may affect workplace safety, compliance obligations, or job performance.

Implementing a continuous monitoring program provides clear advantages for your business and your team:

Stay informed. You’ll have up-to-date information to support safe, compliant, and effective operations.
Enhance safety. Early awareness helps you take appropriate action before problems escalate.
Support compliance. Many industries have ongoing monitoring requirements; staying current helps avoid penalties.
Demonstrate diligence. Shows employees, customers, and stakeholders that you take your duty of care seriously.
Protect your culture. Reinforces your organization’s values by ensuring continued alignment and accountability.

The Growing Risks of Inaction

Workplaces, industries, and personal circumstances are constantly changing and so are the risks associated with them. Without continuous monitoring, you may unknowingly:

• Retain employees who are no longer qualified for regulated roles.
• Miss serious red flags that could jeopardize workplace safety or customer trust.
• Face increased liability in the event of an incident that could have been prevented with better oversight.

As expectations around corporate responsibility and transparency grow, so does the importance of maintaining vigilance beyond the hiring stage.

Employer Guidance

A background check at the time of hire is a vital first step, but it shouldn’t be the last. Employees’ situations can change over time, and staying informed helps you make better decisions, protect your team, and maintain compliance.

Continuous monitoring is a smart, proactive approach that allows your organization to adapt to evolving circumstances with confidence.

GIS is here to support and protect your organization with accurate, reliable background checks. If you want to learn how continuous monitoring can enhance your screening program, contact us today.

In today’s digital hiring environment, verifying a candidate’s identity is more important than ever. With the rise of remote work, AI-generated resumes, and identity fraud, employers need to be confident that the person behind the application is who they say they are.

Luckily, background screening provides multiple tools to help confirm identity, forming a strong first line of defense against fraud and compliance risks.

Here are five reliable ways to confirm a candidate’s identity as part of the background screening process:

1. Government ID Verification

The first and most basic step is verifying a candidate’s government-issued ID, such as a driver’s license or passport. This helps confirm name, date of birth, and in some cases, address. But while important, this method alone can be vulnerable to fake or stolen documents which is why it should be paired with other checks.

2. Social Security Number (SSN) Trace

An SSN trace identifies names and addresses historically associated with a candidate’s SSN. It helps uncover aliases or inconsistencies in identity, and is often the starting point for criminal background checks. A mismatch here can raise important red flags early in the process and prompt deeper review.

3. Biometric Verification (with vID)

Biometric tools like vID go a step further by matching a candidate’s live selfie or facial scan to their ID photo, confirming they’re a match to the documents provided. It’s a powerful way to stop identity fraud before the screening even begins, especially for remote or hybrid roles where face-to-face validation isn’t possible.

4. Address History Validation

Verifying past addresses is another helpful identity checkpoint, especially when cross-referenced with job history and criminal jurisdiction searches. Address history helps ensure that the background check covers the appropriate locations and timeframes, leading to a more complete and accurate report.

5. Social Media Identity Review

While not used to judge character, public social media profiles can help confirm a person’s identity, employment history, and even basic location details. When used properly and compliantly, social media screening can validate that the candidate’s online presence aligns with the information provided on their application.

Why Identity Verification Matters

Mistaken identity, resume fraud, and intentional deception are growing risks in the hiring space. Confirming identity isn’t just about security, it’s about protecting your workplace, clients and employees.

When identity isn’t verified, the consequences can be severe. Negligent hiring claims, data breaches, workplace safety issues, or costly rehiring processes may be the result. Taking a layered approach to screening protects your organization from these avoidable risks.

Our Commitment to You

At GIS, we don’t just run background checks. We build customized solutions that protect your organization. From biometric identity verification to SSN traces and social media insights, we use advanced, compliant tools to confirm every candidate’s identity with diligence and care.

If you have any questions about identity verification or are interested in incorporating these tools into your screening process, please contact us.

Now more than ever, job applications are flooding in faster than ever, and many resumes seem flawlessly tailored.

Thanks to AI tools and auto-apply agents, candidates are submitting hundreds of polished applications with the click of a button. LinkedIn alone now processes 11,000 job applications every minute, and one HR consultant recently received over 1,200 applications for a single remote role in less than a week.

But when everything looks good on paper, how do you know what’s real?

AI vs. AI

To keep up, companies are also turning to AI — using tools like chatbots to screen applicants, automated video interviews to assess soft skills, and gamified assessments to measure problem solving.

Not only are bots writing the resumes, but they are also conducting the interviews, and both sides are trying to outsmart each other.

If there’s one thing AI can’t replace, its the need for human trust and verification.

Fake Identities on the Rise

With AI doing much of the heavy lifting, some candidates are using it to cheat the system, even going as far as applying under fake names or stolen identities. As GIS previously reported, the use of artificial intelligence by fraudulent individuals to impersonate job candidates has become more common. In fact, a recent federal case revealed that North Korean nationals were posing as U.S.-based IT workers to secure remote jobs.

That’s why background screening is no longer just a step in the process, it’s the foundation of making safe, smart hires.

Why Background Screening Is Essential

In a world of automated applications and AI-enhanced candidates, background screening gives employers the confidence to know if a person is who they say they are. Background screening provides insights into:

• Identity Verification: Ensures the applicant is a real person and not a fabricated profile or AI generated identity.

• Employment & Education Verification: Confirms past jobs and degrees are valid, not just keywords added by AI.

• Criminal Background Checks: Helps you identify risk before it becomes a liability.

• Credential Checks: Verifies licenses, certifications, and professional qualifications.

Don’t Let AI Become a Liability

While AI can make hiring faster, it also opens the door to legal and compliance risks. Discriminatory algorithms have already sparked lawsuits, and several states are enacting legislation to regulate how AI is used in employment decisions.

For more information, click here.

As AI continues to transform the hiring process, the demand for speed and efficiency grows and so does the need for truth and verification. Background screening plays a crucial role in ensuring your process remains fair, compliant, and grounded in fact — not assumption.

At GIS, we give employers the clarity they need. Our background screening solutions deliver verified, trustworthy insights that help you make confident hiring decisions while protecting your organization.

Washington State is stepping up its commitment to fair hiring by expanding its Fair Chance Act, aiming to give individuals with a criminal record a more equitable shot at employment. As of July 1, 2026, businesses in the state with 15 or more employees will need to revise their background screening and hiring processes to align with new legal requirements—or face significant consequences.

Updated Fair Chance Act

Under the updated law, employers must wait until a conditional job offer is made before asking about or reviewing an applicant’s criminal background—unless a specific exemption applies (such as for financial institutions or positions subject to regulatory rules).

This shift emphasizes the importance of evaluating a candidate’s qualifications first, and only considering criminal history when there’s a legitimate business justification for doing so.

What Can’t Be Considered

Employers are prohibited from taking adverse action based on:

• Arrest records, including pending charges, unless the person is awaiting trial while out on bail or personal recognizance.

• Juvenile convictions

• General policies that automatically disqualify applicants with any criminal history

If a conviction is to be considered, the employer must tie it directly to the job’s responsibilities and assess the potential risk to the workplace, reputation, or customers.

What Must Be Considered

Employers are required to perform and document an individualized assessment if they decide to move forward with considering a conviction. That assessment should include:

• The seriousness and nature of the offense

• Time passed since the conviction

• Any proof of rehabilitation or positive life changes

• The job’s duties and where/how it’s performed

This is designed to ensure that each applicant is evaluated based on context—not just criminal records in isolation.

New Notice & Disclosure Requirements

If adverse action is being considered based on criminal history, employers must:

• Provide the applicant with a notice detailing the specific criminal record in question

• Hold the position open for at least 2 business days (or 5 days if combined with a federal Fair Credit Reporting Act (FCRA) notice)

• Allow the applicant to provide context, corrections, or evidence of rehabilitation

• Send a final notice that explains the decision and documents the employer’s evaluation process

There’s also a new disclosure mandate: If an employer mentions a post-offer background check or if an applicant voluntarily discloses criminal history, the employer must provide a written explanation of the law and include a copy of the Attorney General’s Fair Chance Guide.

Smaller Businesses

Employers with fewer than 15 employees get a six-month extension. They’ll need to comply with these requirements by January 1, 2027.

Employer Guidance

Failing to follow the amended law could lead to civil penalties, lawsuits, or even compensatory damages. Washington isn’t alone—other states including California, Illinois, and New York have adopted similar “fair chance” laws with their own unique notice and assessment rules.

Washington employers should begin preparing now by updating their hiring procedures, revising screening policies, and training HR teams on the new requirements. It’s also a good idea to consult legal counsel to ensure your practices align not only with Washington’s changes but with evolving standards nationwide.

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At Global Investigative Services, we are your trusted ally in background screening, committed to delivering precise, timely, and comprehensive information to empower your decision-making. If you have any questions about background screening laws in your state or need guidance navigating these regulations, please contact us.

In an increasingly digital hiring environment, employers rely heavily on tools like E-Verify to validate the employment eligibility of new hires. But when systems experience disruptions, as seen with a recent E-Verify technical issue impacting cases between April 9 and May 5, 2025, it can raise significant concerns for HR teams and compliance officers alike.

The Impact on Employers

For businesses that processed employment verifications during the affected window, there’s a chance that certain cases—especially those involving Social Security Administration (SSA) mismatches—may have been incorrectly marked as Final Nonconfirmations (FNCs), despite the employee taking steps to resolve the discrepancy. This has led to confusion, potential delays in onboarding, and concerns about compliance with federal employment verification laws.

Employer Guidance

If your organization received an FNC for a case initiated between April 9 and May 5, it’s essential to revisit those cases. Creating a new E-Verify case is recommended for any employee whose verification might have been impacted. And importantly, employers are reminded not to take any adverse action, such as termination or suspension, based solely on these FNCs.

Technology is a powerful tool for streamlining hiring, but it’s not immune to glitches. That’s why employers must work with partners who are both tech-savvy and compliance-focused. Whether it’s a system error, a regulatory update, or a candidate question, we’re here to guide you through every step of the background screening and employment verification process.

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If you have any questions, please contact us. GIS helps to ensure your hiring practices remain compliant, fair, and efficient—no matter what bumps arise on the digital road.

In this episode of Behind the Screens, host Lester Rosen sits down with Marc Linchuck, CEO of Global Investigative Services and a expert in the background screening industry.

Marc shares his journey from early career challenges to leading a successful screening company, offering valuable insights for professionals at every stage. The conversation covers everything from industry evolution and technology shifts to the impact of PBSA accreditation and the resources professionals often overlook.

But it’s not all business — Marc also opens up about his personal interests, family life, and what keeps him grounded outside the office.

Episode highlights:

• Building a career in background screening
• Navigating PBSA sessions and tools
• The real-world impact of accreditation
• Industry trends and tech innovation
• A few fun facts and off-the-clock hobbies

Whether you’re new to the space or a longtime industry pro, this episode delivers practical takeaways and a fresh perspective from one of the field’s most experienced voices.

Click here to listen to the episode.