Employment Screening Services knows our clients need to understand how to appropriately use public records like criminal background checks in the business world, how to protect yourself from applicant fraud, and how to ensure that your company has procedures compliant with applicable law relating to hiring, firing or promoting of employees primarily as defined in the FCRA.
The FCRA is not the only compliance-related issue our clients have to deal with on a daily basis. Employment Screening Services has made access to many of these compliance-related issues available by just selecting the appropriate link below.
The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental history records).
The Gramm-Leach-Bliley Act is a law to protect the financial information of consumers. This applies not only to financial institutions such as banks but to companies that offer other types of financial services. There are three parts to this Act: The Financial Privacy Rule, The Safeguards Rule, and The Pretexting provisions. The Financial Privacy Rule regulates the collection and sharing of individual financial information by financial institutions. The Safeguards Rule mandates that financial institutions must have programs in place to protect such financial information. Pretexting provisions state that this private information may not be accessed by using false reasons.
The Fair Labor Standards Act (FLSA) establishes a minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
The Drivers Privacy Protection Act (DPPA), Public Law No. 103-322 codified as amended by Public Law 106-69, was originally enacted in 1994 to protect the privacy of personal information assembled by State Department of Motor Vehicles (DMVs).
The Office of Civil Rights (OCR) administers and ensures Agency compliance with the laws, regulations, policies, and guidance that prohibit discrimination in the Federal workplace based on race, color, national origin, religion, gender, age, disability, genetic information, or reprisal.
The ADA is a wide-ranging civil rights law that prohibits, under certain circumstances, discrimination based on disability. It affords similar protections against discrimination to Americans with disabilities as the Civil Rights Act of 1964  which made discrimination based on race, religion, sex, national origin, and other characteristics illegal.
Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form.
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Employment Screening Services, LLC
PO Box 1108
Williamsville, NY 14231
The law uses the phrase “specific articulable symptoms” but does not actually define this term in the legislation written. Because of this lack of a legal definition, employers bare the burden of weighing the risks of misinterpreting this phrase and disciplining an employee or erring on leniency to not impede on the rights of an employee.
As the other 14 states that have made pot accessible for adults 21 years or older, there is still a transition period needed to nail down all of the legislation and detail the fine print for legal scenarios that will come about after marijuana is made fully legal and accessible.