The cole group background investigations

Sponsored by:. CRS tells you the pros. CRS is your information source for:. CRS will help anyone involved with the use of criminal records including private investigators, attorney firms and law libraries, background screening firms, HR, journalists and the news media, risk management and corporate compliance divisions, trade associations, legislative staff, and government agencies to name a few. This article examines public record databases of individuals and companies that have sanctions, violations, enforcement actions, or warnings initiated against them by one of nine different federal government departments that have sanctioning ability.

Click here to view. Retrievers are often hired in conjunction with the pre-employment screening, investigations, lending, litigation, or for legal compliance e. As recognized leaders in local public record searching and document retrieval, PRRN Members agree to follow standards of professional conduct for local searching and document retrieval procedures and to follow the highest standards of ethics and conduct in all their dealings with other members and with clients.

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How to obtain a background check on yourself long it takes?

Public Record Retriever Network - www. LinkedIn Corp. Enacted in , the FCRA regulates the practices of consumer reporting agencies to ensure they protect the accuracy, relevance and confidentiality of consumer information. They believe that prospective employers may have made decisions that adversely affected their employment based on information found in LinkedIn's reference search system.

District Court for the Northern District of California. According to the EEOC's suit, Walmart offered Laura Jones a job as an evening sales associate, contingent on Jones passing a urinalysis test for illegal drugs.

Cole Group Background Investigation

After Jones advised that she cannot produce urine because she has end-stage renal disease, the assistant store manager told her to ask the designated drug testing company about alternate tests, the EEOC said. According to the complaint, Jones went to the drug testing facility the same day and learned that the facility could do other drug tests if the employer requested it.

Jones relayed this information to the Walmart assistant store manager, but management refused to order an alternative drug test. Jones's application was closed for failing to take a urinalysis within 24 hours. Attorney General Eric Schneiderman said in a statement that the company, which employs 5, people in 49 stores across the state, must change its hiring policies as a result of the settlement to:. Ban the Ban-the-Box? Proposed Law May Clarify Background Check Dilemma in Regulated Industries Congress has proposed legislation that protects certain employers when they seek to comply with the laws that regulate their industries.

The "Certainty in Enforcement Act of " would prevent the EEOC, state agencies and plaintiffs' attorneys from claiming that certain employers are engaged in an unlawful employment practice when acting in accordance with federal, state or local laws. The proposed legislation notes that covered employers may include, but are not limited to, those engaged in health care, childcare, in-home services, policing, security, education, finance, employee benefits, and fiduciary duties.


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Rather than engaging in a preemption-style evaluation and analyzing whether one federal or state law trumps another regarding these background check-related issues, employers may want to seek legal guidance to help them evaluate the risks. Having the right processes in place can go a long way to helping employers maximize their defenses to hiring-related claims. Pete Mayor Rick Kriseman is on a roll trying to improve economic conditions for some of the city's poorest neighborhoods.

How Far Back Does a Employment Background Check Go?

Today he announced another effort, but this time one that could benefit the entire city. Beginning Jan. Pete will join nearly 70 other cities including Tampa in "banning the box. The change in city policy will affect only city jobs. It does not mandate private sector jobs to follow suit. The policy also will not exclude background checks for city jobs and they will still be mandated for any public safety positions.

Those checks will just be looked at later in the process. New York is now the 23 rd state to adopt legislation legalizing the use of marijuana for medical use. Under the state's new law, a patient who has been certified by a healthcare provider to use medical marijuana will register with the New York State Department of Health and receive a patient identification card, with which they can obtain medical marijuana from no more than five certified organizations licensed to operate dispensaries. Unlike most state laws to this effect, however, the New York law specifically classifies individuals validly prescribed medical marijuana as "disabled" under the state human rights law, thus, presumably requiring New York employers to provide reasonable accommodations for medical marijuana users.

To be covered, individuals must suffer from a "serious condition," defined as having one of the enumerated "severe debilitating or life-threatening conditions. Nicole A. Nici represents employers before, during, and after Form I-9 inspections by Immigration and Customs Enforcement ICE , providing practical advice to and serving as an advocate for employers during negotiations and litigation relating to fines for I-9 violations.

She is a frequent trainer and speaker on I-9 and E-Verify issues. Nici is a graduate of the University of Virginia School of Law and provides pro bono representation to the spouses of U. The Challenge Question:. What if an employee presents a document for I-9 purposes with a different last name?

What you should know first

An employee started work today and indicated that her last name is Jones on her Form I But then she presented a birth certificate for List C that shows her last name as Richardson. She says that is her maiden name and listed it in Section 1 of the Form I-9 as her maiden name. Can I accept this as a List C document?

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The hotel will avoid criminal prosecution in exchange for its full cooperation with a U. Immigration and Customs Enforcement investigation and for taking action to correct its hiring practices. According to the non-prosecution agreement , several lower-level employees and mid-level managers conspired to rehire unauthorized workers amidst an administrative audit of I-9 employee verification forms that began in September The hotel was notified that employees were not authorized to work in the United States; however, the conspirators created three temporary employment agencies, essentially shell companies, to rehire 43 of the unauthorized, and most of the workers returned under different names using fraudulent identity documents.

Major U. According to the DOJ's press release, the "pre-merger" Continental Airlines had a practice of requiring lawful permanent resident employees to provide more documentation than is legally required and to complete additional I-9 forms after hire. Continental apparently did not, however, have this same requirement for U.

The company will also be subject to DOJ monitoring of its I-9 reverification practices for a period of two years. Department of Justice, has settled 14 cases in , where employers were alleged to have engaged in discrimination against work-authorized non-U.

The OSC is responsible for enforcing the antidiscrimination provision of the INA, which prohibits citizenship and national origin status discrimination in hiring, firing and recruitment or referral for a fee, as well as document abuse - discriminatory I-9 form and E-Verify practices. The INA's anti-discrimination provision prohibits employers from placing additional documentary burdens on work-authorized employees during the hiring and employment eligibility verification process based on their citizenship status or national origin.

A new study finds it is unlikely that a person exposed to secondhand marijuana smoke will test positive for marijuana themselves.


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While it is possible that extreme marijuana smoke exposure could produce a positive urine test, this occurrence is likely to be rare and limited to the hours immediately after exposure, according to researchers from Johns Hopkins University. When it comes to fraud, what is the cost of complacency? Research conducted by the Association of Certified Fraud Examiners ACFE , the world's largest anti-fraud organization, indicates that the longer a fraud lasts before it is detected, the more the victim organization stands to lose.

A new infographic illustrating the relationship between anti-fraud controls and the duration and cost of fraud has been made available by the ACFE for download online at FraudWeek. Innovative Enterprises, Inc. Magazine's "Inc. The firms' narrow focus on staffing firms has meant steady growth for the company, which has Brian McElwee at the helm as president and his wife Quinn as chief executive officer.


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McElwee is especially proud of the team he has built at easyBackgrounds. In addition to his contributions in the business sector, Martin founded HeartsApart. In , the White House recognized HeartsApart. CastleBranch was also notified it is on Business North Carolina magazine's list of the 40 fastest-growing mid-market companies in North Carolina, the release stated.

Some versions of Ban the Box merely limit a government employer's ability to ask questions about their potential employees. But more often, Ban the Box bills have been expanded to the private sector, containing provisions that not only prohibit inquiry into criminal history on the job application, but also impose a number of recordkeeping and other requirements that make it more difficult and cumbersome for employers to assess whether a particular individual is suitable for a given position and thus discourage use of checks by employers.

Ban the Box does not necessarily prevent employers from inquiring about criminal history or conducting a background check, but it does raise questions as to when it is permissible to ask about past criminal activity and when to conduct the background check. No two versions are exactly alike, leaving employers with a patchwork of laws and differing legal requirements that vary not only from state to state, but from city to city.

Overall the article is very well written and makes numerous key points, however, in my opinion, the following statement under, What Are the Problems with Ban the Box? At first brush anyone that is knowledgeable about and supportive of management and organizations would certainly agree with the above statement.