A comprehensive immigration bill introduced in the Senate – S. 744 – would mandate all U.S. employers to use E-Verify as part of their hiring process.
According to a summary of the bill, S. 744 would phase in the requirement for the mandatory use of E-Verify by employers over a period of five years after enactment:
- Employers with more than 5,000 employees will be phased in within 2 years.
- Employers with more than 500 employees will be phased in within 3 years.
- All employers, including agricultural employers, will be phased in within 4 years.
S. 744 also would enhance E-Verify through changes such as “photo matching” that requires non-citizens to show their “biometric work authorization card” or their “biometric green card” with a photograph to be stored in the E-Verify system.
In addition, S. 744 would provide additional security by allowing employees to “lock” their Social Security number (SSN) in the E-Verify system so they cannot be used by another individual, investigate whether SSNs are being improperly used multiple times, and allow employees to check their E-Verify history.
However, some critics suggest that it won’t work as planned. The Daily Caller claims that the bill would instantly gut the popular E-Verify system that is widely used to exclude illegal immigrants from jobs, and then create an enforcement gap for several years before the arrival of a replacement system.
“There’s no doubt that the bill eliminates E-Verify immediately upon signing,” said Kris Kobach, secretary of state of Kansas, told The Daily Caller. “If there’s no statutory authority for E-Verify, there’s no E-Verify,” said Kobach, a lawyer trained at Harvard, Oxford and Yale universities, and a prominent advocate for reduced immigration.
S. 744 was introduced by the by the Senate’s so called “gang of eight” made up of Senators Charles Schumer (D-N.Y.), John McCain (R-Ariz.), Richard Durbin (D-Ill.), Lindsey Graham (R-S.C.), Robert Menendez (D-N.J.), Marco Rubio (R-Fla.), Michael Bennet (D-Colo.), and Jeff Flake (R-Ariz.).
Employee verification can come in different forms, depending on the type of business, who’s requesting it and what it’s being used for. In the circumstance of pre-employment screening, employee verification primarily refers to verifying the experience a job candidate claims to have – both their education and their prior employment.
So what exactly are these?
Considering that many employers rate experience and the interview performance over and above actual education history, the primary reason for verifying education in a background check is to be sure of an applicants’ honesty. With a very high number of individuals making false claims in regards to their education, employers ought to check to confirm which applicants are being truthful.
In this process, a pre-employment screening service will contact educational institutions and relevant agencies to ensure all applicant claims are true.
Candidates will make plenty of claims during the hiring process, and it’s the responsibility of an employer to make sure that these claims are true. While most may slightly embellish their previous employment successes, and that may even be expected, no one wants to hire an individual that’s dishonest.
In the same way as education verification, the process here will be a service contacting previous employers to check on dates of employment, and then potentially job role and responsibilities (depending on company policy).
How to get started
As part of a wider employment screening process, you’ll likely also want to run other checks, such as criminal record checks and – depending on the role and a state’s laws – potentially credit checks.
So first, decide which types of background checks you would like to perform. A pre-employment screening service can talk you through the full set of options and work out what would suit you. Following that all that’s left to do is get started, having a screening service perform the checks and integrating this employee verification into your wider hiring strategy.
For more information on employee verification, questions on your next steps and how we might be able to help, get in touch today.
The March 2013 ADP National Employment Report announced that private sector employment in the U.S. increased by 158,000 jobs from February 2013 to March 2013.
“The U.S. private sector added 158,000 jobs in the month of March 2013, with the majority of the new jobs created by service providers. Over the first quarter of 2013, the ADP National Employment Report has reported an average gain of 191,000 new private sector jobs per month,” ADP President and Chief Executive Officer Carlos A. Rodriguez stated.
The ADP report included a breakdown of job growth by company size from February 2013 to March 2013, with the most significant data showing the following:
- Large businesses representing payrolls with 500 or more employees added 47,000 jobs. Large businesses with more than 1,000 employees gained 20,000 jobs while those with 500-999 employees gained 20,000 jobs.
- Medium businesses representing payrolls with 50 to 499 employees added 37,000 jobs.
- Small businesses representing payrolls with 1 to 49 employees added 74,000 jobs. Small businesses with 20 to 49 employees gained 30,000 jobs while those with 1 to 19 employees gained 44,000 jobs.
The ADP report also included a breakdown by sector and specific industries from February 2013 to March 2013:
- Service providing sector added 151,000 jobs
- Goods producing sector added 7,000 jobs
- Professional/business services added 39,000 jobs
- Trade/transportation/utilities added 22,000 jobs
- Financial activities added 9,000 jobs
- Manufacturing added 6,000 jobs
- Construction added 0 jobs
Overall, another strong month and a continued upward trend for the US employment market. As employment increases, so does the need to ensure all businesses are making the right hiring decisions, which is where a pre-employment screening company can come into play. Contact us to learn more about how employment screening can aid your hiring process.
While the economy in North Carolina has been pretty sluggish in its recovery compared to other states across the country, one economist claims that things are looking very good indeed for the state’s future.
“Despite everything that’s going on Washington (and) everything that’s yet to go on…the underlying fundamentals of the economy are dramatically improved,” says Michael Walden, professor of economics at NC State. Walden delivered the keynote address Wednesday at the Chapel Hill-Carrboro Chamber of Commerce’s annual Economic Outlook Briefing.
The U.S. economy lost nine million jobs and six percent of its GDP during the “great recession” of 2008-09, but Walden says things have turned around on both fronts. The national gross domestic product is now above pre-recession levels—and the country has regained about six million new jobs, a trend Walden says is likely to continue.
“We (North Carolina) have a bumpier economic ride,” Walden says, but “we’re going to see a big boost to North Carolina’s economy, starting this year,” he says. “In the next five years, (we’ll see) at least 400,000 net new jobs coming to North Carolina…(with the) unemployment rate at the end of five years down near six percent.”
Walden projects North Carolina to add 90,000 new jobs in 2013 alone, up from 65,000 last year. That would drop the state’s unemployment rate to 8.2 percent by year’s end.
If that prediction holds, it can’t come too soon for businesses. And as the economy rejuvenates and the job market improves, business owners will be turning to North Carolina background screening companies to assist with their hiring needs.
This is where MYB can help. To ensure you’re making the right hires and avoiding risk, find out how an employment screening program can work for you.
Officials in New York this week applauded the pending passage of Intro 814-A, legislation that will prohibit employers from using a person’s employment status in a hiring decision and from posting job advertisements that require applicants to be currently employed.
Specifically, the bill will make it illegal under the human rights law for an employer to base a hiring decision on an applicant’s unemployment without a substantially job-related reason for doing so.
Unlike race, which an employer can never consider, there are circumstances where an employer could reasonably consider an applicant’s unemployment. This bill acknowledges that fact by explicitly permitting employers to consider unemployment in certain cases.
Once the bill is enacted, an individual who believes he or she has been unlawfully discriminated against will be able to take action in court or make a complaint to the Human Rights Commission. The Commission will have the authority to order the employer to stop discriminatory practices, require discriminated applicants be hired and subject the employer to penalties if they fail to comply with the Commission’s orders.
Speaker Quinn stated, “Imagine spending every day and night for months upon months upon months looking for a job – only to be told ‘don’t even bother… unemployed need not apply.’ We cannot – and will not – allow New Yorkers who are qualified and ready to work have the door of opportunity slammed in their faces.”
At 9.4% in 2012, New York City’s unemployment rate far exceeds both the national average (7.8% in December) and the New York State average (8.8% in 2012). More than half (51%) of unemployed New Yorkers were actively seeking work for more than six months and nearly a third (29%) were still actively looking for work after searching for more than a year.
A 2013 survey report, “Employment Screening Practices and Trends: The Era of Heightened Care and Diligence”, had its findings released last week.
The new report looks at how companies use background checks to make hiring decisions in a climate of rapidly evolving federal and state employment laws and the ongoing specters of workplace theft, violence and negligent hiring litigation.
A total of 992 individuals representing a wide range of U.S. organizations that use employment screening firms completed the survey in late 2012/early 2013. The results are available for complimentary download here.
Top findings include:
- Qualifications, references and interviewing skills are ultimately more important than an applicant’s criminal past, as employers have long asserted.
- Nonetheless, employers are continuing to ask about job candidates’ criminal pasts. Some 79 percent of employers say they are asking for self-disclosure on applications despite the EEOC guidance recommending they should not ask about past criminal convictions.
- Resume lies aren’t deal breakers. A vast majority of respondents estimate that up to 60 percent of candidates distort or exaggerate information to some degree on their resumes.
- There is no love lost for social networking sites. 64 percent of employers say they never review the sites as part of the background screening process, despite the overall enthusiastic embrace of sites like LinkedIn, Facebook and Twitter by the business community.
- 71 percent of respondents said it’s important that their screening providers be accredited by the National Association of Professional Background Screeners. However, less than 2 percent of screening providers are actually accredited by the NAPBS.
“The overarching takeaway from this survey is that employers seem to be screening and hiring candidates in a responsible, acceptable and legally compliant fashion,” says Nick Fishman. “While this heightened level of care and diligence is partially due to the amplified risk of lawsuits, there are other factors at work including the negative impact on morale and performance, the loss of reputation and the damage done to the employment brand when ineffective screening practices let poor candidates through the door.”
If you’re interested in learning more about how a pre-employment screening company can help protect your business, get in touch with us and we can discuss a strategy to suit you.
It’s important before we delve too deep to define what we mean by ‘staff testing’. While it could refer to many different HR practices, staff testing in this article relates to employment checks. These are important as they will ensure your business is making the right hiring decisions for your future success.
As an employer, one of the most important aspects of hiring is this form of staff testing, which consists of two main parts: pre-employment background checks and drug screening.
So why is staff testing so important for pre-employment checks?
1) Resume Fraud
Resume fraud is on the rise, and can damage your company’s future if not protected against. Resume fraud usually involves applicants lying on their resume in areas such as dates of employment, past accomplishments and skills, and enhancing job titles and responsibilities. Staff testing can prepare and protect you.
2) Drug & Alcohol Use
Workplace drug and alcohol use costs U.S. businesses an estimated $100 billion each year, and 12.9 million drug abusers in the states are employed either full or part time. Protect your company from users by including drug and alcohol testing in your staff testing procedures.
3) High Unemployment
As unemployment remains high, it’s important to thoroughly test and screen all potential employees to ensure that you hire only the best.
4) Criminal Records
There is no doubt that any boss would want to know if any of their employees have a criminal record that could affect the company. For example, if a job applicant has a conviction for theft and the job role involves handling cash, you’re unlikely to want to hire them.
While staff testing may involve upfront costs, these will be minor compared to what you risk shelling out should things go awry. If an applicant has a history of violence and you didn’t run a check to find out about this, but then they become aggressive towards coworkers, you could be liable for a significant amount of money.
How to get started
Firstly, decide which types of background checks you would like to perform in staff testing. To do this, it would be a good idea to talk to a pre-employment screening service.
A background screening service will provide you with reliable results, ensuring that you know any information regarding applicants or employees that could put you at risk. For more information on staff testing, your next steps and how MYB might be able to help, get in touch today!
When it comes to business and networking across Indian Country in the United States, the National Reservation Economic Summit (National RES) has been the place to go for 27 years. And we made sure we didn’t miss out this year, with CEO Karen Caruso flying out to Las Vegas to attend.
The National Center for American Indian Enterprise Development (NCAIED), which produces and hosts National RES each year, believes that Native businesses have ample capability – and every reason – to trade globally. The NCAIED invested in this belief wholeheartedly within the past year, by founding the Native American Global Trade Center.
And the NCAIED has invited several renowned and powerful thinkers to Las Vegas this week to reveal the economic possibilities that await Tribal Nations on the international stage.
The summit website states: ” The National Reservation Economic Summit is an ideal setting in which to hone the near-term progress of the Native American Global Trade Center, and exchange ideas at this exciting time of Native Business expansion onto the global stage. Input and collaboration is encouraged!”
The summit is running March 11th – March 14th, and you can take a closer look at the full agenda here.
We’re certainly excited to be participating, and are having a great time at the sessions, making the most of the networking and enjoying the Vegas entertainment (photo on the right provides a sneak peek).
Be sure to check out more regular photo and status updates on our Facebook page and Twitter profile.
Private employers added 198,000 jobs in February, the biggest increase in a year and another sign of improvement in the labor market, a report by a payrolls processor showed last week.
Economists surveyed by Reuters had forecast the ADP National Employment Report would show a gain of 170,000 jobs. January’s private payrolls were revised up to an increase of 215,000 from the previously reported 192,000.
“In February 2013, the U.S. private sector added a total of 198,000 new jobs, with most of this job growth occurring in the services sector. This growth can be attributed to comparable contributions across all three company size segments,” ADP President and Chief Executive Officer Carlos A. Rodriguez stated.
The February 2013 ADP National Employment Report also includes a breakdown by sector and specific industries:
- Service providing sector added 164,000 jobs from January to February 2013
- Goods producing sector added 34,000 jobs from January to February 2013
- Trade/transportation/utilities gained 45,000 jobs from January to February 2013
- Professional/business services gained 35,000 jobs from January to February 2013
- Construction gained 21,000 jobs from January to February 2013
- Manufacturing lost 9,000 jobs from January to February 2013
- Financial activities gained 7,000 jobs from January to February 2013
Employment levels and employment checks
As companies continue to hire and new vacancies are being created, the importance of a formatted hiring process should not be forgotten. When you hire new employees, you want to be sure that they are trustworthy, reliable and professional – which can be achieved through background screening checks such as drug screening, education verification and criminal record checks.
For more information on implementing a background screening process, let us guide you in the right direction.
Job candidates subject to pre-employment drug screening tested positive for illicit drugs at a greater rate in the first six months of 2012 than in all of 2011, according to Drug Testing Index(TM) (DTI) data released via a press release earlier this week by Quest Diagnostics.
The positivity rate from pre-employment urine drug screening in the U.S. general workforce increased by 5.7% in the first half of 2012 compared to 2011, while the positivity rate from random urine drug testing in the U.S. general workforce was down 5.8%. The positivity rate in pre-employment urine drug screening for the federally mandated, safety-sensitive workforce remained unchanged from 2011 through the first half of 2012, but the positivity rate from random testing among these workers was down 6.7% in the first six months of 2012 compared to 2011.
“The uptick in U.S. general workforce pre-employment data suggests that employers should be mindful of illicit drug use among prospective employees,” said Dr. Barry Sample, Director of Science and Technology for Quest Diagnostics Employer Solutions. “These findings align with recent news reports citing some employers facing increasing drug positives when recruiting new workers.”
You can read the full press release here.
What does this mean for employers?
It means that, with workforce drug use on the rise, employers need to be ever more focused on drug testing in the workplace. Ensure that if drug use continues to rise, it won’t be happening on your watch and in your domain.
Get in touch with a professional drug testing company to ensure that your employees are adhering to law and company policy. Don’t wait any longer – it will end up costing you and your business money and efficiency.
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