Category: News

Insights from Global Investigative Services CEO on the Background Screening Industry

Posted on by marstudio

Marc, the president and CEO of Global Investigative Services, a PBSA-accredited background screening company, explains how his company’s extensive range of background screening services can help businesses of all sizes avoid hiring problems and make confident employee decisions. Discover what Global specializes in and how its services can benefit your company.

RANDI: Hey, thanks for joining us. I’m here with Marc, who is the president and CEO of Global Investigative Services. Good to see you, Marc. I’d really love to love to hear what is it you guys do. Tell us a little bit about your company and what you do.

MARC: Sure. Global Investigative Services specializes in conducting background checks for the purpose of pre- and post-employment, as well as tenant screening and due diligence.

We are PBS accredited background screening company and have been in business for close to 30 years. We work with multiple companies in various industries, from healthcare to technology, hospitality, education, and even government agencies. These companies can be any size from a small Mom and Pop shop to large Fortune 500 companies with thousands of employees anywhere in the world.

RANDI: Can I ask you, Marc, what are one of the problems that you’re helping them solve, like, what is it they’ve got to get done and you’re coming through for them with?

MARC: Sure. We have a knowledgeable team of investigative analysts, quality assurance, and customer care, all focusing on providing six key components accuracy, timeliness, consistency, reliability, security, and professionalism.

Plus, as your back-office staff assistant, and your human resources department, with all their background screening, needs o we help our clients hire with confidence and provide the tools to streamline the background screening process. Our innovative, secure background screening platform safeguards the security, integrity, and availability of all our personal data. All their personal data submitted to the easy-to-use interface makes the background screening process enjoyable for all our clients and their applicants, and we help our clients stay compliant with state and federal laws, which helps prevent negligent hiring that could lead to potential lawsuits.

And we help our clients educate, while we educate our clients, so they understand what a background check is and what it’s not. With close to three decades of experience, you can be assured that Global Investigative Service has exceptional knowledge of the background screening industry and understands how to navigate through the background screening process.

RANDI: That’s great. And you know, you mentioned some of the products you served out. So as a client, do you offer all that to me or can I get just get one particular product or service? How does that work?

MARC: So first, we take time to understand our client’s business and what their needs are. We use that information to develop packages of various types of searches.

These searches can be criminal searches on the local statewide roll or even national level. There are sex offender searches, civil searches, identity verification, social media, credit reports, employment or education verifications, drug testing, and occupational health. The list goes on and there’s an array of searches. We even have a monitoring program for criminal driving and social media and a special program called the Background Check Clear Program.

You would need to visit our website for more information on that. Our capabilities are not just limited to the United States. We have access to information in over 250 countries and territories. And all of these searches we offer, they’re compliant with the Fair Credit Reporting Act or the FCA Title seven, the DPA, and other state and federal laws.

In addition, Global’s compliant with the US Privacy Shield Principles and the GDPR.

RANDI: Well, I tell you, it sounds like, if there’s a company anywhere, no matter where your company is or what kind of investigative, you know, you look into your employees and, you know, it’s remarkable how deep you guys go and how many different things you have to think about when you’re having employee employees or such.

It’s really something. So, Marc, why don’t you tell the folks if they’re interested in learning more or get in touch with you? What’s the next step they should take right now?

MARC: Yeah, absolutely. You can go to our website at www.gispi.com or you can give us a call at 800-589-6595 or send us an email at global@gispi.com.

RANDI: That’s great. Thanks so much, Marc. Appreciate it. Thank you, Randi.

Maryland Governor has ordered 500,000 Rapid At-Home COVID-19 Test Kits to Be Distributed Statewide.

Posted on by marstudio

At-home test kits are becoming more prevalent after FDA authorized a few manufacturers such as CLR to start distributing them to the public.

Maryland Department of Health has started distributing these simple-to-use test kits to local health departments to make them available free of charge at designated locations.

This is good news because it means that now businesses can access these test kits and offer them to their employees to test at home and not have to go to different health facilities to get tested.

Of course, access to these tests still is limited but thanks to a rapid distribution plan Global Investigative Services now has a dedicated silo that offers these home test kits to businesses that need to have their employees perform periodic tests.

Get Your Test Kits Now!

Testing continues to be one of the most important tools to keep people safe. By making these at-home test kits available through local health departments and businesses, the public will have more options and more peace of mind as we head into the holiday season.

Independence Day

Posted on by marstudio

Global Investigative Services will be closed Friday July 3rd, 2015 and will reopen on Monday July 6th, 2015 in celebration of Independence Day!!  We wish all our clients and colleagues a glorious 4th!!

EEOC defeated after 6th Circuit Court of Appeals rejects method of credit report employment discrimination

Posted on by marstudio

A recent ruling by the 6th Circuit Court of Appeals, dismissed claims that an employer did not violate Title VII of the 1964 Civil Rights Act by using credit checks in their hiring practice.

The defendant in this case, Kaplan Higher Education, was accused by the Equal Employment Opportunity Commission (EEOC) that Kaplan violated Title VII of the U.S. Civil Rights Act by  screening out more African-American applicants than white applicants, which led to a disparate impact.

Though arguments have been made that the use of credit reports, when used for employment screening purposes, can have an adverse impact on a protected class, the EEOC was unable to make an argument against Kaplan for this particular case.

To read articles related to this story please see the links below:

http://www.insidecounsel.com/2014/04/11/appeals-court-ruling-rejects-eeoc-method-to-show-e

http://www.bna.com/eeocs-failure-show-n17179889528/

Changes to New York OCA Criminal History Report

Posted on by marstudio

The New York Office of Court Administration (OCA) recently posted the following information on its website:

“Please be advised that effective April 1, 2014, OCA will no longer report a criminal history for any individual whose only conviction was a single misdemeanor more then ten years prior to the date of the request.”

EEOC and FTC Issue Tips for Employment Background Checks

Posted on by marstudio

For the first time the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Federal Trade Commission (FTC) have partnered together to co-publish documents on employment background checks, explaining the rights and responsibilities for the employer and the job applicant.

The two documents are available on the EEOC’s website: Background Checks: What Employers Need to Know (http://www.eeoc.gov/eeoc/publications/background_checks_employers.cfm) and Background checks: What Job Applicants and Employee Should Know (http://www.eeoc.gov/eeoc/publications/background_checks_employees.cfm)

“The No. 1 goal here is to ensure that people on both sides of the desk understand their rights and responsibilities,” Peggy Mastroianni, EEOC Legal Counsel  stated in a press release  titled EEOC and FTC Offer Joint Tips on Use of Employment Background Checks.

Minnesota Expands “Ban the Box” to Private Employers

Posted on by marstudio

Governor Mark Dayton signed a bill expanding the “Ban the Box” law to private employers that will go into effect beginning Jan. 1, 2014. “Ban the Box” has applied to public employers in Minnesota since 2009. The law requires public, and now private, employers to wait until a job applicant has been selected for an interview or a conditional offer of employment has been extended before asking a job applicant about criminal records or conducting a criminal record check. This law offers the vast majority of individuals with a non-violent criminal record a second chance at an opportunity for employment to better their lives.

Existing laws will continue to protect vulnerable adults and children from people with violent or sexual criminal histories. Additionally, employers may exclude applicants if a crime is relevant to the position’s job duties.

The new law outlines potential penalties for employers found in violation of the law. If the Human Rights commissioner finds that a violation has occurred, the commissioner may impose penalties.