How important are job references? If you are new to the job market and are not sure how to get a reference our subsidiary, CAREERANDTALENTHUB, will work with you to easily interact with your references and obtain recommendations that will highlight your unique skills and value to a potential employer. How are you going to…

Post Written by the Forbes Human Resources Council The Forbes Human Resources Council suggest a few guidelines interviewers can use to ensure they choose the right candidate. As an interviewer, your role is like that of a gatekeeper. Your task is to ensure that any job candidate that makes it into the company deserves to…

A Greenhouse hiring survey of over 1,500 employees and job seekers discovered that 84 percent of respondents are looking for, or are open to, a new job in the next six months, while over 60 percent of job seekers are unimpressed by time-consuming recruitment processes and are demanding companies create a more modern recruiting experience,…

When was the last time you conducted an FCRA audit of your onboarding practices to confirm FCRA compliance? As a matter of fairness to your candidates, and to avoid litigation, employers must ensure FCRA guidelines have been implemented and practiced.   The Fair Credit Reporting Act (FCRA) prohibits employers from taking an adverse action against job applicants…

Did you know that the vast majority of research conducted during the background investigation process is outsourced overseas. Verification mills present the threat of identity theft. As result, your candidate’s Personally Identifiable Information (PII) is shipped thousands of miles away. And beyond the protection of United State privacy laws. Do you know where your candidate’s…

When was the last time you audited your onboarding processes to confirm FCRA compliance during background screening. Broken down to the basics, FCRA compliance can be easily implemented. Avoid FCRA errors with just a few simple steps. The most common issues that land employers in hot water includes:  Failing to obtain the applicant’s written authorization…

New Jersey passed “The New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act” (CREAMMA) into law to legalize and regulate marijuana use and possession for adults 21 years and older in February 2021. So how does that effect New Jersey employers? They are now prohibited from taking an adverse action against an individual due to recreational marijuana use.  Employers can…

New York City Council has amended the Fair Chance Act (FCA) that prohibits inquiring into the criminal records of job applicants until after a conditional job offer. Effective in July of 2021, an employer can only revoke an offer based on one of three factors: The results of a criminal background check after the FCA process has been followed,…

In January 2021, the Kroger grocery store chain recently announced their partnership with the city of Memphis to offer job opportunities to ex-offenders who graduated from the city’s second chance programs. TABB INC. supports initiatives that offer opportunities that will break the cycle of recidivism and poverty. Our subsidiary is actively working with second chance…

The Illinois legislature amended the Illinois Human Rights Act (IHRA). Using conviction records in employment-related decisions is considered to be a civil rights violation unless there is a “substantial relationship” between the criminal offense and the position or involve an “unreasonable risk”. This amendment mirrors the EEOC guidelines that have been in place for decades. Employers in…

Montgomery County Maryland expanded the scope of the “Ban the Box” law enacted in 2014 with amendments passed late in 2020 entitled the Human Rights and Civil Liberties Fair Criminal Record Screening Standards. The Montgomery County legislation: Alters definitions regarding fair criminal record screening standards; Prohibits certain inquiries regarding criminal records; Prohibits consideration of certain arrests and…

North Carolina passed it’s Second Chance Act at the end of 2020 in an effort to prevent certain records of offenses to be developed during a background investigation for employment purposes. The law expands the list of individuals who will qualify for an expungement of certain criminal offenses. Described as a “clean slate” bill, the…

Hawaii first passed their “Ban the Box” legislation in 1998 to protect ex-offenders. As an example for employers to be on guard for revised versions, recent legislation redefined the “look back” period to reduce the potential employment discrimination against individuals with older cases and less severe offenses. The “legislature finds that the ten-year ‘look back’ period…

Special care must be taken if employment will be denied when a candidate states that they do not have a record and one is developed. The problem is that the vast majority of the records we find are minor and do not rise to the level of the “criminal record”. Shoplifting of low value items,…

TABB INC. encourages initiatives that support individuals returning to the workforce. Numerous studies have shown that “Ban the Box” and Second Chance initiatives accomplish the goal of increasing the hiring of individuals who have committed past offenses, reduces recidivism and provides the opportunity for individuals to return as productive members of society. Criminal record research…

Thirty-seven states and more than 150 counties and cities across the country have implementing Ban the Box legislation to reduce employment barriers for ex-offenders and have them judged on their knowledge, skills, and abilities. The Ban is intended to reduce barriers for ex-offenders, however in most cases the box really isn’t banned. It is moved…

The legalization of marijuana use is growing rapidly on the state and even local level but where does that leave an employer in a jurisdiction where it is. How will an employer evaluate a past conviction for possession for something that is now legal? What is your drug screening policy if a positive hit is…

The accuracy of criminal records developed by a background investigation company and used by employers for hiring decisions will be a source of litigation alleging violations of the Fair Credit Reporting Act (FCRA) that regulates background screening. Under FCRA Section 607(b), vendors must “follow reasonable procedures to assure maximum possible accuracy of the information concerning the individual about whom the report…