Colorado Senate Bill 13-018

]]> http://backtracker.com/2013/05/colorado-bans-the-use-of-consumer-credit-information-for-employment-purposes/feed/ 0 http://backtracker.com/2013/04/2013-national-shrm-cocktail-party/ http://backtracker.com/2013/04/2013-national-shrm-cocktail-party/#comments Mon, 15 Apr 2013 15:43:55 +0000 BackTrack http://backtracker.com/?p=2537 2013 National SHRM – Cocktail Party
June 17, 2013
6-8 pm

BackTrack would like to invite you to spend some time relaxing with food and drink at the Hard Rock Cafe in Chicago.  After a long day at the 2013 Society for Human Resource Management Annual Conference & Exposition a few drinks, good food, and music might just be warranted.

We look forward to seeing you there!

BackTrack will be exhibiting at the Society for Human Resource Management 2013 Annual Conference & Exposition at booth #2222.  We look forward to seeing you there!

BackTrack will be exhibiting at the 2013 HR Indiana Conference in Indianapolis.  Hope to see you there!

BackTrack will be exhibiting at this year’s Ohio SHRM Conference at Kalahari Waterpark in Sandusky.  We hope to see you there!

BackTrack will be exhibiting at the Kentucky State SHRM Conference this year.  We hope to see you there!

BackTrack will be exhibiting at The HR Southwest Conference in Fort Worth, TX.  Hope to see you there!

 Our Operations Department will review the documentation submitted and order the appropriate criminal searches, driving records, social security searches, credit reports, etc.
 Our Data Entry Team will again review the documentation and enter information regarding the employers, educational institutions, references, and credentialing boards that will be contacted.
 Our Investigations Department will begin making calls to the corresponding employers, schools, references, or institutions.

Our entire staff works together, making every effort to receive all the information that you have requested within 24 hours.  We cannot, however, guarantee any specific return time.  We are occasionally slowed by references not returning calls, schools closed for holiday or seasonal breaks, or employers/educational institutions that quote an extended response time or will only verify via mail.  Criminal searches normally take up to three business days to complete and cannot be rushed as they are conducted at the official county or state repository of records.

We will send you all the information we have verified within 24 hours and will continue to update you as additional details are received. 

If you are in a hurry to hire, BackTrack’s RUSH service will meet your needs.  Contact our office at (800) 991-9694.

This could be a big mistake and cost your company time and money in hiring someone who isn’t a fit or doesn’t have the skills listed on his resume.  Some applicants are honest, but not all applicants are as truthful as you’d like them to be.  The resume you see is a marketing tool designed to get his foot in the door at your company.  Some may stretch the truth a little; others may make outright fabrications.  Once the applicant gets an interview you may think that he was poised, confident and gave the right answers. But it’s always a good idea to check out the details. 

We’ll contact your applicant’s current and/or former employers and references to find out the truth.  Did your applicant work for the company for five years?  Or was it just five months?  Did the applicant work on the projects listed?  Did your applicant have the duties and responsibilities listed?  An important question – would you rehire the applicant? – is also asked of employers.  All information you need to help you make the best hiring decision for your company.

So, instead of asking “why should I check my applicant’s references?” you should be asking “how soon can I start checking my applicant’s references?”  Contact BackTrack at 800-991-9694 to get started.

Your firm’s internal policies regarding standards of conduct, safety and security, employment benefits, and other related matters need to be defined and detailed as clearly as possible.  It is essential to include updated guidelines from the Equal Employment Opportunity Commission (EEOC) and National Labor Relations Board (NLRB), as well as those regarding the Americans with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA).

A comprehensive policy on email, social media and electronic resources is important in our technology centered society.  Specify the rules regarding email, internet, and social media usage on company time and equipment.  Make your employees aware that their use of these resources will be monitored.  In drafting your policy, be sure to review the NLRB’s recent guidance regarding social media policies as it relates to employee handbooks.

Anti-harassment and discrimination policies need to be detailed in your employee handbook, including full reporting procedures.  Supreme Court decisions have shown that a strong, well-documented harassment and discrimination policy can mitigate employer liability.

Companies with 50 or more employees are required to adhere to Family and Medical Leave Act (FMLA) provisions.  If you qualify, your handbook must spell out eligibility requirements, leave request procedures, and return to work guidelines. 

These are but a few of the areas to keep in mind when updating your employee handbook.  Once modified, submit your draft to your legal counsel to ensure your company is in compliance and fully protected.

Once your company’s policies and procedures manual is updated, check your screening program to make sure that they match.  We’ll cover this topic more detail in upcoming articles.  For more information, contact BackTrack @ 800-991-9694.