Linda Mack, President of Global, Recognized as NAPBS Volunteer of the Month

Congratulations to Linda Mack, the National Association of Professional Background Screeners (NAPBS) Volunteer of the Month.

Linda Mack, President, Global Investigative Services Inc., has been selected as the June 2018 NAPBS Volunteer of the Month. Linda is a member of the Government Relations Committee and Access and Accuracy Sub-committee, and consistently and regularly volunteers to testify when legislative issues arise in the DC area, recently for the DC Fair Chance Act.

 

New Laws That Have Been Passed

Philadelphia and Use of Credit Reports by Employers
Per Phil. Code §9-1102, effective July 1, 2017 it is generally unlawful for an employer to obtain or use credit information in connection with: hiring, discharge, tenure, promotion, discipline or conditions of employment. http://phlcouncil.com/wp-content/uploads/2016/01/012816-CP-Unlawful-Credit-Screening-for-Employment.pdf

New York City and Use of Salary History by Employers
Effective November 1, 2017 and per City Administration Code §8-107 (www.amlegal.com/codes/client/new-york-city_ny/), an employee or its “agent” cannot inquire about salary history. If applicant “voluntarily” and “without prompting” discloses past salary, the employer can verify it.

Oregon and Use of Salary History by Employers
Salary History H.B. 2005 and effective October 6, 2017, is a simple part of a larger Equal Pay Law now located at ORS §652.210 but has not yet been codified. See (https://olis.leg.state.or.us/liz/2017R1/Measures/list/)

Vermont Ban-the-Box
Effective July 1, 2017 per VSA495 (http://legislature.vermont.gov/statutes/section/21/005/00495j), an employer may not request criminal history record information on its initial employee application form. However, an employer may inquire about a prospective employee’s criminal history record during an interview or once the prospective employee has been deemed otherwise qualified for the position.

Puerto Rico and Use of Salary History by Employers
Per the Equal Pay Act or “Act 16”, effective March 8, 2017, an employer cannot inquire about past salary information of any applicant, unless applicant truly volunteered the information. An employer can confirm past salary after offer of employment.

Global Investigative Services, Inc. Achieves Accreditation

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For Immediate Release

GLOBAL INVESTIGATIVE SERVICES, INC. ACHIEVES BACKGROUND SCREENING CREDENTIALING COUNCIL ACCREDITATION

 

RALEIGH, N.C., April 17, 2017 – The National Association of Professional Background Screeners (NAPBS®) Background Screening Credentialing Council (BSCC) announced today that Global Investigative Services, Inc. has successfully demonstrated compliance with the Background Screening Agency Accreditation Program (BSAAP) and will now be formally recognized as BSCC-Accredited.
“Achieving accreditation is an important step for our company, our staff and our clients.” said Linda Mack, president of Global Investigative Service, Inc. “We are excited to be recognized as one of the few organizations in the background screening industry that has demonstrated our procedures are compliant with industry best practices, and that affirms our industry knowledge and expertise.”
Each year, U.S. employers, organizations and governmental agencies request millions of consumer reports to assist with critical business decisions involving background screening. Background screening reports, which are categorized as consumer reports, are currently regulated at both the federal and state level.

Since its inception, NAPBS has maintained that there is a strong need for a singular, cohesive industry standard and, therefore, created the BSAAP. Governed by a strict professional standard of specified requirements and measurements, the BSAAP is becoming a widely recognized seal of achievement that brings national recognition to background screening organizations (also referred to as Consumer Reporting Agencies). This recognition will stand as the industry “seal,” representing a background screening organization’s commitment to excellence, accountability, high professional standards and continued institutional improvement.

The BSCC oversees the application process and is the governing accreditation body that validates the background screening organizations seeking accreditation meet or exceed a measurable standard of competence. To become accredited, consumer reporting agencies must pass a rigorous onsite audit, conducted by an independent auditing firm, of its policies and procedures as they relate to six critical areas: consumer protection, legal compliance, client education, product standards, service standards, and general business practices.

Any U.S.-based employment screening organization is eligible to apply for accreditation. A copy of the standard, the policies and procedures, and measurements is available at www.napbs.com.

About NAPBS®
Founded in 2003 as a not-for-profit trade association, the National Association of Professional Background Screeners (NAPBS) represents the interests of more than 700 member companies around the world that offer tenant, employment and background screening. NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state and local regulations. For more information, visit www.napbs.com.

About Global Investigative Services, Inc.
Founded in 1993, Global Investigative Services, Inc. is a Maryland based employment screening company offering a variety of employment screening services to organizations throughout the world, including those in North and South America, Europe and East Asia. For more information, visit http://www.GISPI.com.

 

If the government can probe social media as part of the security clearance process, don’t you think as an employer it’s time to consider it as well?

WASHINGTON (AP) — Investigators can now probe Twitter, Facebook and other social media sites as a part of background checks for security clearances — something that lawmakers said Friday was a classic case of the government playing catch-up with technology. http://www.bigstory.ap.org/article/e882671d97a245c9bffadbcebd52344c/security-clearance-background-checks-include-social-media

What Ban the Box Will Mean to Employers in Montgomery County, Maryland

On  October 28, 2014 the Montgomery County (Maryland) Council unanimously passed Bill 36-14 or “Ban the Box.” The bill would prevent certain employers from asking about an applicant’s criminal history until after the first interview. Under the bill, if an employer has intentions to withdraw a conditional job offer based on an applicant’s arrest or conviction record, the employer must:

  1. Provide the applicant with a copy of any criminal record report.
  2. Notify the applicant of the intention to rescind the conditional offer and the items that are the basis for the intention to rescind the conditional offer.
  3. Delay rescinding the conditional offer for seven days to permit the applicant to give the employer notice of inaccuracy of an item or items which the intention to rescind the offer is based.

By passing the legislation, Montgomery County, MD joins the growing list of over 70 cities, counties, and states that have already “Ban the Box.” This bill takes effect on January 1, 2015.

*Exceptions are made for individuals working with vulnerable populations or directly with children and for positions in which state or federal law would require a completed background check.

Montgomery County, Maryland Poised to Ban the Box Early 2015

On October 9, 2014 the Montgomery County Council Committee met to discuss Bill 36-14 also referred to as “Ban the Box.” The bill would prohibit certain employers from including a criminal history question on a job application or asking about arrest history or convictions until after a conditional offer of employment has been made. Discussion was had on whether or not a criminal history question could be asked at the completion of an interview.

However more questions were raised as to what exactly would determine the end of an interview. This left some wondering, if additional inquiries were made immediately following the interview, such as clarification of skills or criminal history, would those questions be considered an ongoing part of the interview?

While many questions still remain, one fact is undisputable; individuals with a criminal past will soon be looked at for their qualifications rather than having their applications tossed aside because they checked “yes” in a box.

The chief sponsor of Bill 36-14 is Councilmember Marc Elrich and cosponsored by Councilmembers Cherri Branson, Nancy Navarro, Craig Rice, and Hans Riemer.  Pending approval, the Bill is set to take effect on January 1, 2015, making Montgomery County the second in Maryland to pass such legislation.

To view the HHS/PS Committee Packet used during the Montgomery County Council Committee meeting on 10/09/2014 click here.