Follow EBI

Subscribe by Email

Your email:

Posts by category

The Source - EBI's Knowledge Center

Current Articles | RSS Feed RSS Feed

EEOC: Suing Less—But Still Pushing Too Far

 

EEOC: Suing Less—But Still Pushing too FarOver the last couple of years, the EEOC has made it harder for employers to discriminate against job applicants with criminal pasts.  With the promise of protection, more workers have come forward with complaints of discrimination… everything from age discrimination to issues regarding past criminal records. On the surface, that’s how the new regulations presented by the EEOC in 2012 were meant to work.

But then the Commission started filing lawsuit after lawsuit, forcing companies of all sizes to defend themselves.  Obviously, having the federal government knocking on your door is intimidating, but two years into these regulations, it seems the Commission’s lawsuits are often not only over-zealous, but down right sloppy.

Over the last year and a half, the EEOC has suffered several high-profile losses, and is being accused by attorneys in the private sector of conducting overreaching and open-ended investigations, instead of focusing on the individual charges of discrimination.  The numbers show the Commission is filing fewer suits, but there is still plenty of money flowing into and out of the EEOC.

Several judges across the country have found for the defendants in these cases. An Iowa judge ordered the EEOC to pay $4.7 million in attorneys’ fees and court costs to a CRST Van Expedited Inc. after a lawsuit accused the company of failing to protect hundreds of female employees from sexual harassment.

In the summer of 2013, a judge ripped an EEOC case to shreds, calling the work shoddy, and saying much of the statistical analysis seemed “fudged.” 

Read more about the case EEOC vs Freeman

In another case, an Atlanta magistrate judge refused to enforce a subpoena against a Georgia nursing company.  The company was accused of discriminating against home health aides who were black, disabled or had pre-existing genetic conditions.  The judge accused the EEOC of conducting an FBI-like raid on the company… even though the complaint they received was filed by a worker who, “is not disabled, is under the age of 40, has no pre-existing genetic conditions and is Caucasian.”

The general counsel for the EEOC points out that there have been some very big wins on the Commission’s side. For example, Hill Country Farms paid $1.6 million after a jury decided the company subjected 32 “intellectually disabled” workers to lower pay and abuse. And last year the EEOC won $675,000 for a RadioShack manager who was fired after filing an age discrimination complaint.

The bottom line seems to be that both sides have reason to complain.  The EEOC does find and fix discrimination problems, but employers do have a valid argument about over-zealous prosecution.

The one big take-away for employers is that the EEOC is not infallible. Too often, fear leads companies to automatically settle.  Remember to always talk to your attorney before making any snap decisions.

Employment Background Investigations is a technology driven leader in domestic and global pre-employment background checks, drug testing, occupational healthcare and I-9 compliance. We specialize in development, implementation and management of customized employment screening programs for large and multi-national clients. We are dedicated to information security. EBI is the only background screening company firm to hold an ISO27001-2005 certification for information security. We are also a founding member and active participant of the National Association of Professional Background Screeners (NAPBS).

Discover how EBI can help you build the perfect screening program to fit your needs.

All content provided by EBI is published for the convenience of its readers and should never be deemed as legal guidance or advice.  Always consult your legal counsel for specific advice on state laws and industry regulations.

 

Legislative Alert! San Francisco Bans the Box

 

ban the boxAs of this week, San Francisco contractors, employers and affordable housing providers have strict limits as to how they can use information about an applicant’s criminal history.  This Ban the Box legislation is different than most we have seen because it includes people applying not just for jobs… but for public housing.

On February 17, Mayor Edwin Lee (D) signed the Fair Chance Ordinance. The ordinance allows city employers and affordable housing landlords to neither ask questions about criminal records, nor do a background check, before applicants prove they meet the initial qualifications to do the job or rent the housing unit.

After the first live interview, the ordinance allows a background check to be completed.  But, even then, a criminal record cannot automatically kick someone out of the running.  The ordinance says decision makers can only use conviction information if it bears direct relationship to the housing or job. The employer or housing provider must decide if the position or rental unit gives the candidate the opportunity to commit a similar offense.

The ordinance only applies to employers with 20 or more employees doing work within the city of San Francisco.  It excludes contracts where less than $5,000 is earned in a fiscal year.  Property rentals for less than 30 days are also exempt. Arrests that do not result in a conviction cannot be considered at all.

According to the ordinance, almost one in four adults in California has an arrest or a conviction record.  The authors of the ordinance point to the proliferation of companies offering criminal background checks as one of the reasons why it is so difficult for some to get a fresh start after committing a crime.

San Francisco is just the latest municipality to institute a ban the box law. More than 50 cities have similar laws on the books.  Ten states have adopted legislation, some of which apply the rules to private employers as well as government agencies and their contractors.  Check out this link to see if your city or state has a Ban the Box law on the books.

According to EBI Chief Knowledge Officer Robert Capwell, Ban the Box laws are becoming the norm, but since they differ from place to place, they can cause some complicated issues for employers that have a multi-state footprint.  Capwell says such companies will have to process individual applications based on the location.  They will have to remove any language referring to past criminal history from those applications being used in cities or states with Ban the Box legislation that specifically applies to them.

Regardless of whether your region has banned the box or not, the EEOC recommends employers always keep the three-factor test from Green v. Missouri Pacific Railroad Company in their minds as they evaluate criminal history.  The Green factors are:

  1. The nature or gravity of the offense
  2. The length of time since the conviction or completion of the sentence
  3. The nature of the job in question

Be sure to check back regularly for additional Ban the Box news.

Employment Background Investigations is a technology driven leader in domestic and global pre-employment background checks, drug testing, occupational healthcare and I-9 compliance. We specialize in development, implementation and management of customized employment screening programs for large and multi-national clients. We are dedicated to information security.  EBI is the only background screening company firm to hold an ISO27001-2005 certification for information security. We are also a founding member and active participant of the National Association of Professional Background Screeners (NAPBS).

Click here to find out how EBI can help you build the perfect screening program to fit your needs.

All content provided by EBI is published for the convenience of its readers and should never be deemed as legal guidance or advice.  Always consult your legal counsel for specific advice on state laws and industry regulations.

what employers need to know about the FBI criminal databaseOther Great Employer Resources

Download our free whitepaper "What Employers Need To Know about the FBI Criminal Records Database"

Don’t Let Simple Form I-9 Compliance Mistakes Shut You Down

 
Electronic Form I-9

The owners of the Black and Blue Restaurant of Rochester, New York started this New Year by handing $88,700 over to the feds.  Their crime?  Immigrations and Customs Enforcement (ICE) accused the restaurant of failing to prepare I-9 forms for 19 employees, and having hundreds more that were incomplete.  ICE originally wanted $264,605 in penalties… but after an appeal, the Department of Justice settled for less.
This is not the first time I-9 violations have nearly cost a restaurant owner their livelihood.

Fans of Sushi Zushi, a string of sushi restaurants in San Antonio, Texas, were surprised to find all eight locations shut down in the summer of 2012.  Sushi service stopped when about a hundred “vital employees” were scared away by an I-9 audit.

The owner of the restaurant chain handed over the necessary documents, but admits there were several things missing.  He says some didn’t have signatures, or the addresses were not accurate. On some, the Social Security or residency card numbers didn’t match the government’s data base.

These are prime examples of how going through the motions is not enough when you are dealing with immigration issues.  Just having the forms does you no good if don’t have the correct information and if you can’t produce the original forms within three business days.

Typically, an employer will be given 10 days to fix simple typographical errors, but bigger violations, like improperly verifying someone’s identity or work authorization, could cost you some hefty fines.

EBI’s J-One electronic form I-9 system is one of the easiest ways to protect yourself and your company.  With one click the employee is able to fill out the necessary forms electronically.  The system will flag any errors or omissions throughout the process to make sure everything is complete.

This completely paperless system will generate reports to help you maintain your compliance and have the documents at your fingertips as soon as you need them.  This effort also shows that your company is operating in good faith.

If you find ICE agents at your door, there are things you should know before letting them inspect your I-9 documents.

  • Take a deep breath. You have three days to respond. Agents are not allowed to show up without warning.
  • Provide copies. Never hand over your original documents.
  • Contact your attorney before allowing immigration officers to talk with any employees or company officers.

An audit does not have to cost you customers and money… but you have to be prepared.

American Idol Contestants… Employees or Competitors?

 

Why the EEOC Cares

EEOC american idol caseAmerican Idol debuted its 13th season a couple weeks ago. How time flies. It seems like just yesterday, an unknown Kelly Clarkson was battling to win this fledging reality competition. Who knew this little talent show would become such a pop-culture icon?

But as a new crop of singers stumble around with stars in their eyes, the company that produces the monster hit is being sued by the EEOC. The whole case hinges on whether these superstars-in-training are employees or competitors.

The legal issue is the EEOC’s new policy that makes it harder for employers to disqualify applicants because of past criminal history. Ten former contestants are suing the show, claiming producers kicked them off because they had arrest records.

The ten African-American men faced a variety of charges ranging from assault to drunk driving and even identity theft. None were ever convicted of the crimes, but they were summarily dismissed from the show, and several say they faced ridicule in the media.

It might be easy to jump in and say it was discrimination. After all, no white contestant has ever been kicked off because of an arrest. But this kind of thing only violates the EEOC directives IF these men were applying to be EMPLOYEES of the show.

So… employee or competitor??

American Idol has said over and over that these competitors are doing just that… competing. They say none of them were ever employees under Title VII.

The lawyer representing the men says everything hinges on Corey Clark. Clark was disqualified from season two of the show, with only nine contestants left. When Clark and dozens of others got that Golden Ticket to Hollywood, they signed an agreement that clearly stated they were “volunteers.”

But, once Clark made it into the top ten he was asked to sign an I-9 employee eligibility verification form and an employment deal memo that referred to him as “the employee” several times.

The attorney also says once a singer makes it into the top 12 they must join the television performer’s union, AFTRA, and they sign a contract that says they will be paid up to $1,251 for each appearance.

So, if Clark was an “employee,” or even just an applicant, American Idol would have been breaking California law by asking about previous arrests.

A judge will decide the employment question, but can Clark and the others win the battle of public opinion?

The singers’ attorney points out that 31-percent of all black, male semi-finalists on the show were disqualified for something other than their singing… but thirty-one other African Americans were allowed to compete, even though they too had criminal records. Add that to the fact that one- third of all American Idol winners have been black or bi-racial… and you have a very interesting court battle brewing.

EEOC directives don’t just affect big fish like American Idol. Being in violation can land your company in the middle of a lawsuit. How can you avoid this kind of situation? The key is having a solid screening and compliance program, and working with a company that will keep you on the right track.

If you are an employer, we urge you to consult your legal counsel to review policies and procedures regularly to avoid discrimination cases. EBI does not provide legal advice or counsel and nothing provided in this publication should be deemed as such.

Employment Background Investigations is a technology driven leader in domestic and global pre-employment background checks, drug testing, occupational healthcare and I-9 compliance. We specialize in development, implementation and management of customized employment screening programs for large and multi-national clients. We are dedicated to information security. EBI is the only background screening company firm to hold an ISO27001-2005 certification for information security. We are also a founding member and active participant of the National Association of Professional Background Screeners (NAPBS).

learn about the overwhelming benefits of working with an accredited screening provider

what employers need to know about the FBI criminal databaseOther Great Employer Resources

Download our free whitepaper "What Employers Need To Know about the FBI Criminal Records Database"

 

DOT Compliance – FMCSA Announces One-Year Extension of Paper Medical Certificate Requirement for Commercial Bus and Truck Drivers

 

commercial drivers license Federal Motor Carrier Administration (FMCSA)All Commercial Driver’s License (CDL) holders, and the companies that employ them, need to be aware of a new announcement from the Federal Motor Carrier Administration (FMCSA).

In 2008 the FMCSA began a massive effort to modernize and streamline recordkeeping by merging all drivers’ medical certification records with their state issued CDLs. States received money from the FMCSA to make the IT upgrades necessary to merge all of the records into one.

Six years later, the new online database, called the Commercial Driver’s License Information System (CDLIS), is still not complete. As of January 16, 2013, only 34 states were in full compliance with the new system.

This means that for the next year, all CDLs need to keep hard copies of their medical examiner’s certificate and be able to produce them upon request.

This year-long extension is purely for the drivers’ protection. If they don’t present a hard copy of the medical certificate during a traffic stop, they can be cited for violations in states that are not in full compliance.

This extension expires on January 30, 2015. Employment Background Investigations works with companies to design and administer pre employment background screening, drug testing and alcohol testing as well as occupational healthcare services to meet DOT compliance standards. We understand that administering a DOT program can be complicated and time consuming to manage internally. We have all of the tools, compliance knowledge and reporting to keep your DOT regulated program compliant while running smoothly.

EBI’s solutions include DOT compliant employment verifications, motor vehicle record checks and drug testing solutions that adhere to the regulations outlined within Code 49, Part 40 of the Federal Code of Regulations.

EBI Makes HRO Today's Baker's Dozen for the Sixth Time

 

EBI recognized in HRO Today's Baker's Dozen for a sixth timeOnce again, Employment Background Investigations (EBI) has the honor of being recognized in HRO Today magazine’s Pre-employment Screening Baker’s Dozen Customer Satisfaction Survey.  This is our sixth time appearing on this exclusive list of the top thirteen pre-employment screening providers. By far the most prestigious survey of its kind, the annual Baker’s Dozen rankings are completely based on customer survey results and quantitative rankings. For 2013, 587 survey respondents answered 30 questions, evaluating firms on their diversity of services offered, geographic reach of the company, and overall quality of service.

"It is an honor to once again be recognized by our clients as a top screening provider in our industry. Our team is committed to providing best in class service and we look forward to exceeding the needs and expectations of our clients in the future,” stated Richard Kurland, President and CEO.

“Every year we’re working harder to analyze every aspect of our business. In 2013 we earned our ISO 27001:2005 Certification for information security, making us the only background screening firm in the world to be both ISO 27001 and accredited through the NAPBS Background Screening Agency Accreditation Program. For 2014, our goal is to further enhance our quality management system, expand the boundaries of innovation and continue to increase customer satisfaction,” stated Mr. Kurland.

About Employment Background Investigations

Employment Background Investigations is a technology-driven innovator and leader in providing domestic and global pre-employment background checks, drug testing, occupational healthcare, and I-9 compliance solutions for employers. Founded in 1994, EBI is one of the largest background-screening firms in the country.

learn about the overwhelming benefits of working with an accredited screening provider

what employers need to know about the FBI criminal databaseOther Great Employer Resources

Download our free whitepaper "What Employers Need To Know about the FBI Criminal Records Database"

 

Best Practices for I-9 Compliance to Ensure a Successful DHS Audit

 

department of homeland security i-9Your company's I-9 compliance should be treated as sacred as its mission statement, corporate vision, employee handbook, or any other policy or procedure used to ensure the continued success of your business.  Hiring ineligible or undocumented workers at your workplace could have grave affects on your business and its financial success.  The Federal Immigration and Control Act (IRCA) of 1986 prohibits U.S. businesses from hiring unauthorized immigrants or ineligible workers and that is the bottom line.  A Texas-based technology consulting and outsourcing company learned the hard way and recently settled for a record $34 million dollar civil lawsuit with the U.S. government for systemic visa fraud and abuse of the immigration processes.  Think about a scenario when an Immigration and Customs Enforcement (ICE) officer from the Department of Homeland Security (DHS) arrives at your business and detains several undocumented workers as part of a raid or even in a response to a routine Notice of Inspection (NOI).  Could a significant loss of workforce put you out of business?  In addition, DHS fines and penalties are significant and range anywhere from $375 to $16,000 per employee violation.  Anyone with a pattern or practice of hiring, recruiting or referring unauthorized aliens can even be put in jail for 6 months.

Best Practices For Proper I-9 Compliance

Achieving proper I-9 compliance can only be accomplished through proper training and awareness.  Employees charged with the task of I-9 compliance need to be well informed and receive ongoing training.  The DHS provides several resources for employers to follow. The most inclusive resource is the “Handbook for Employers Guidance for Completing Form I-9” also known as the M-274 Handbook.  The handbook includes information on completing forms and documentation, ID verification resources, document retention strategies, E-Verify compliance and an extensive Q & A section.  This document should be the foundation for any I-9 compliance program.

Here are a few common mistakes and best practice tips to help keep your Form I-9 program compliant:

  • Create a written I-9 policy that includes how forms are completed, when completed and how they are retained.
  • Conduct internal training to ensure that employees responsible for this function are well informed and understand anti-discrimination protocols.
  • Consider using a SSN verification service such as the Social Security Number Verification Service (SSNVS), a Consent-Based SSN Verification (CBSV).
  • Be sure that all Form I-9s are complete, accurate, signed and properly stored.
  • Don’t forget that an I-9 must be completed within three business days of the employee’s first day of work.  Be sure to remind new hires to provide or bring appropriate identification documents to work so you can complete the process and maintain proper identification documents accordingly.
  • Don’t forget that you will need to re-verify the work status eligibility of certain employees who have temporary worker status. 
  • Document maintenance is important and federal guidelines require that you maintain a Form I-9 for workers either one year after the date of termination, or three years after the date of hire, whichever is greater. 
  • Consider a yearly internal audit to verify that the entire process is working smoothly and stays compliant.
  • Always consult with HR legal counsel and immigration experts on a periodic basis to review procedures and any changes in federal, state or local laws.
  • Consider a vendor that offers both a Form I-9 process and an E-Verify verification combined into one paperless and compliant software platform.

Best Practice Solutions for Automated and Streamlined I-9 and E-Verify Compliance

Many of the best practices described above can be achieved through an automated, paperless and compliant process.  The use of a secure and integrated I-9 and E-Verify solution can save you time and can keep you compliant.

Here are a few of the integrated solutions that can help:

  • User-friendly Internet based systems that provide automated form completion workflows along with automated error detecting fields that flag errors or missing information throughout the process.
  • The ability to convert a paper-based process easily into a completely paperless solution.
  • A real-time integration of a paperless I-9 process into many background screening, HRIS or other automated payroll solutions.
  • Configurable and instantaneous E-Verify submissions with the flexibility to use E-Verify only when applicable or for certain hires as they relate to contractual obligations or federal contract compliance.
  • The use of an audit trail history to generate user reports or to conduct an internal I-9 compliance audit to ensure federal compliance.
  • The use of a secure platform which includes the use of data encryption and secured storage for confidential and sensitive documents that include PII.
  • Alerts and management reporting that inform you of up-and-coming documentation expiration dates.
  • Purging documents can be a compliance hassle. The use of a paperless integrated process can help maintain, and even purge, documents for you automatically.

An automated paperless I-9 and E-Verify solution can save you time and money and reduce the risks and exposure of federal non-compliance.

Employment Background Investigations, Inc. (EBI) is committed to providing employers with valuable education, news and resources around background screening, drug testing, occupational healthcare and employment eligibility.  All content provided by EBI is published for the convenience of its readers and should never be deemed as legal guidance or advice.  Always consult your legal counsel for specific advice on state laws and industry regulations.

EBI offers electronic Form I-9 and E-Verify solutions to employers.  Start off the I-9 process right with every new hire. EBI's Electronic Form I-9 Solution lets you complete, sign and store all the documents electronically, complete with error checking and guidance.  The system will also guide you through the requirements of collecting proper and compliant documentation to prove worker eligibility.  Contact EBI to learn more about our employment eligibility solutions.  EBI is a proud supporter and an approved designated Employer Agent through the Department of Homeland Security (DHS).

EBI is ISO 27001:2005 Certified – the definitive standard for information security and accredited through the National Association of Professional Background Screeners (NAPBS) Background Screening Agency Accreditation Program.  EBI is the only background screening firm in the world to hold both an ISO 27001:2005 Certification and to be accredited through NAPBS.

Federal Bill Could Mandate Employment Background Checks in Schools

 
Federal Bill Could Mandate Employment Background Checks in SchoolsIt may be a surprise to many Americans that drop their children off at school every day that the vast number of employees caring for millions of children at thousands of public and private schools across the U.S. do not undergo an employment background check.  Shockingly, there is no federal law mandating background checks even be conducted for school employees.  In fact, in 2010 the U.S. Government Accountability Office (GOA) conducted a study which highlighted “Selected Cases of Public and Private Schools That Hired or Retained Individuals with Histories of Sexual Misconduct”.  The study sites many instances of sex offenders and people with a history of sexual misconduct being hired or retained as teachers, support staff, volunteers, and contractors.  The study includes horrific stories where school officials did not conduct background checks, did nothing after knowing prior sexual misconduct, or even shuffled off prior offenders to other school districts and states with a positive recommendation. 

Here are just a few horrific examples of school negligence according to the study:

  • School officials allowed teachers who had engaged in sexual misconduct toward students to resign rather than face disciplinary action, often providing subsequent employers with positive references
  • Schools did not perform pre-employment criminal history checks due to policy or lack of time
  • Even if schools did perform background checks, they may have been inadequate in that they were not national, fingerprint-based, or recurring
  • Schools also failed to inquire into troubling information regarding criminal histories on employment applications

Currently there is no federal law regulating the employment of sex offenders in public or private schools.  For example, some states require a national, fingerprint-based criminal history check for school employment, while others do not. State laws also vary as to whether past convictions must result in termination from school employment, revocation of a teaching license, or refusal to hire.  Current laws are only a patchwork of state regulations, public and private school policies, or decisions at the school district level whether or not to conduct background checks.  There is currently no consistency in the background screening or evaluation process and no mechanism exists to share such information among other schools.  This is a huge gap in our public and private school policy and horrific for the continued safety of our children across the United States.

In May of 2013, HR2083 - The Protecting Students from Sexual and Violent Predators Act of 2013 was introduced with bipartisan support.  The Bill would amend the “Elementary and Secondary Education Act of 1965” to require criminal background checks for school employees among other safety requirements.

Here are a few provisions of the act, in its current form, which will affect schools receiving funds under the “Elementary and Secondary Education Act of 1965”:

  • The requirement of a comprehensive background check for each school employee to include a statewide criminal history search; child abuse registry search; FBI fingerprint check; and national sex offender search
  • Prohibits employment by a school if an applicant refuses to consent to a criminal background check; provides false statements in regards to a criminal background check; or has been convicted of certain types of felonies including sexual crimes against a minor
  • Requires periodic checks according to state law; state education agency guidelines; or local policy
  • Requires a copy of the background check result be provided to the candidate along with a process for timely appeal and re-investigation
  • Ensures that background check policies and procedures are posted to state educational agencies’ websites
  • The ability for education agency to share results of background checks with other education agencies
  • Schools may not knowingly transfer or facilitate the transfer of known employees that have engaged in sexual misconduct

Does the Bill go far enough to ensure comprehensive criminal background checks?

Although several points within the Bill are positive and will further protect our children, but relying on FBI fingerprint data and/or statewide criminal database information alone will not provide enough accurate and up-to-date criminal history information to conduct a comprehensive criminal background check. There are huge information gaps in statewide and FBI criminal data. In November of 2011, The United States Department of Justice, Bureau of Justice Statistics (BJS) released its latest report titled "Survey of State Criminal History Information Systems, 2010".  Nationwide, over 72 million criminal history records are accessible through the FBI’s III system and 70% of all III records are maintained by the states. In total, only 30% of records are actually maintained by the FBI. Relying solely on this information alone does not provide a sufficient level of due diligence when screening.

Best Practices for A Thorough Criminal Background Check

Although a few states do a better job than others in maintaining their state’s criminal database and reporting information to the FBI criminal records system, employers should not rely on this information as their sole source of criminal data. A comprehensive pre employment criminal background check can only be conducted by using several sources of information such as county/parish, state, federal and even proprietary national criminal database information. Remember that the original reporting jurisdiction/court provides the most current and reliable case information available. Concentrating research efforts into areas where an applicant has lived, worked or even attended school, provides a more concentrated and accurate criminal records search. Criminal information used for background screening purposes should also be carefully vetted to ensure that case information includes current and accurate case disposition information along with sufficient identifiers to properly confirm the identity of the subject’s information in question.

This Bill, in its current state, will only require limited FBI data and only include statewide information within the current applicant’s state of residence.  Remember, sex offenders are transient and once detected by the public or school community, many move onto other towns or even states to commit additional sexual acts.  This Bill should include additional language to include comprehensive screening to be conducted by background screening professionals to be successful.  We will keep you updated as to the movement on this Bill as it happens.

Employment Background Investigations Inc. works with public and private schools to develop and administer comprehensive pre employment criminal background check programs. We are committed to providing employers and our readers with valuable education and resources on changing legislation and developing cutting-edge and compliant solutions to meet federal, state, local, and international mandatory legal guidelines. EBI does not providing legal advice or counsel and nothing provided in this publication should be deemed as legal guidance or advice. Readers should consult with their own legal counsel to determine their responsibilities or if they have questions on any information provided by EBI.

Employment Background Investigations is a technology-driven innovator and leader in providing domestic and global pre-employment background checks, drug testing, occupational healthcare, and I-9 compliance solutions for employers. Founded in 1994, EBI is one of the largest background-screening firms in the country.

EBI is ISO 27001:2005 Certified – the definitive standard for information security.  EBI is also accredited through the National Association of Professional Background Screeners (NAPBS) Background Screening Agency Accreditation Program.  EBI is the only background screening firm in the world to hold both an ISO 27001:2005 Certification and to be accredited through NAPBS.

learn about the overwhelming benefits of working with an accredited screening provider

what employers need to know about the FBI criminal databaseOther Great Employer Resources

Download our free whitepaper "What Employers Need To Know about the FBI Criminal Records Database"

 

Team EBI Steps Out To Support the American Diabetes Association

 

EBI American Diabetes Association Step Out Team 2013On October 5, 2013 the staff at Employment Background Investigations (EBI) laced up their running shoes and headed to Baltimore’s Inner Harbor to participate in the American Diabetes Association’s 2013 Step Out: Walk to Stop Diabetes 5k (3 miles) walk.  Participation in this event has become an annual tradition at EBI.  One of 120 such walks held annually across the country, this event is more than good exercise; it’s a great way to raise awareness, promote healthy living, and raise money to fund educational outreach, advocacy efforts and critical research that will ultimately stop diabetes once and for all.

This is the eighth year in a row EBI has participated in this event and, once again, has run laps around its previous year’s fundraising efforts. Nearly 40% of the staff participated to raise $5,859 -- a 30% increase from 2012! “We are very proud of our employees. It’s great to know we work with passionate, caring and giving people who are ready to get involved and help others however they can. We are especially impressed with the company-wide participation in this event. It wasn’t just one department coming together. Everyone from customer service reps to executive team members got involved and showed their support.”  

Team EBI’s outstanding efforts placed it in the top six of ALL Baltimore teams. Individual kudos go to our two team Captains, Joyce Good and Julie Mulhern. Joyce ranked in the top 11 of all individual Baltimore participants raising over $2,000 and Julie in the top 41 raising over $1,000. Both have been ADA Champions (meaning they’ve raised $1,000 or more) for 3 years in a row!

Step Out: Walk to Stop Diabetes is the signature fundraising walk of the American Diabetes Association. The event has been taking place for more than 20 years and has raised more than $175,000,000 to Stop Diabetes! Founded in 1940, the American Diabetes Association is the only non-profit organization supporting all 25.8 million Americans living with diabetes. The Association funds research to prevent, cure and manage diabetes; delivers services to hundreds of communities; provides objective and credible information; and gives voice to those denied their rights because of diabetes. Their mission is to prevent and cure diabetes and to improve the lives of all people affected by diabetes

Participation in the Step Out: Walk to Stop Diabetes is one of several ways that EBI focuses on giving back to the community.  Through EBI's Just One World philanthropic initiatives, we also raise money throughout the year for numerous other charitable causes that are close to our heart.  The American Diabetes Association is a client of EBI’s and through our Just One World initiative we are able to find ways to support causes important to our clients, employees, and business partners so we can give back to the community and the world.

EBI is ISO 27001:2005 Certified – the definitive standard for information security.  EBI is also accredited through the National Association of Professional Background Screeners (NAPBS) Background Screening Agency Accreditation Program.  EBI is the only background screening firm in the world to hold both an ISO 27001:2005 Certification and to be accredited through NAPBS.

learn about the overwhelming benefits of working with an accredited screening provider

what employers need to know about the FBI criminal databaseOther Great Employer Resources

Download our free whitepaper "What Employers Need To Know about the FBI Criminal Records Database"

 

EBI Again Recognized on Workforce Management Magazine’s ‘Hot List’

 

Workforce Management Hot List 2013EBI Recognized on Workforce Management Magazine’s ‘Hot List’ for the seventh consecutive year as a top provider of employment screening services.

EBI has recently been named by Workforce Management magazine as one of the top firms that provides employment screening services.  Each year, Workforce Management magazine publishes its “Hot List” ranking the top employee background screening firms in the industry.  This year marks the seventh consecutive year that EBI has achieved this elite status.

 “Appearing on the Hot List seven years in a row is not only a reflection of our team’s dedication, but a testament to the passion we have for delivering industry-leading products and services to our clients,” stated Richard Kurland, President and CEO of EBI.  “Every year, our team continues to raise the bar and exceeds industry standards when it comes to technology, security and service.”

As evidence of this dedication, Mr. Kurland points to EBI obtaining ISO 27001:2005 Certification for information security and web-based background screening technology, J-One.  The aptly named J-One provides EBI clients with ‘Just One’ portal for all their screening needs, including drug testing and electronic form i-9. EBI's global screening platform includes a suite of tools designed to optimize the background screening process such as; secure candidate portals, vendor modules, forms delivery and management, record storage, paperless processing, and mouse signature technology.

Employment Background Investigations is a technology-driven innovator and leader in providing domestic and global pre-employment background checks, drug testing, occupational healthcare, and I-9 compliance solutions for employers. Founded in 1994, EBI is one of the largest background-screening firms in the country. EBI specializes in the development, implementation and management of comprehensive and customized employment screening programs for over 5,000 clients in over 200 countries and territories worldwide. 

EBI is ISO 27001:2005 Certified – the definitive standard for information security.  EBI is also accredited through the National Association of Professional Background Screeners (NAPBS) Background Screening Agency Accreditation Program.  EBI is the only background screening firm in the world to hold both an ISO 27001:2005 Certification and to be accredited through NAPBS.

learn about the overwhelming benefits of working with an accredited screening provider

 

what employers need to know about the FBI criminal databaseOther Great Employer Resources

Download our free whitepaper "What Employers Need To Know about the FBI Criminal Records Database"

 

All Posts