Below you'll find a list of all posts that have been categorized as “Background Investigation”
Protus3 presented three training classes that have been approved for 6.00 hours of Continuing Legal Education (CLE) by the North Carolina State Bar. Courses and their descriptions are listed below. Managing Aggressive Behavior and Workplace Violence for Law Offices presented by Christine L. Peterson, CPP, ISP This continuing legal education course provides format, structure, and information to students such that …
Time is the number one challenge for employers in the background investigation process. That was one finding in the study entitled “How Human Resource Professionals View the Use and Effectiveness of Background Screening Methods” published by NAPBS and HR.com in June 2018. You can read the entire report here. What wasn’t reported was the expectation about how long a background …
At the moment, this only applies to background investigations involving military and civilian employees and contractors for Defense Department. These security clearance checks represent the largest portion of OPM’s current workload and backlog. As a security company that provides background screening services, we are watching this in the hopes that it will support better automation, accuracy, and resources for all …
No Second Chances: It’s time for Google to stop condemning former inmates to life sentences. This article by Brian Hamilton of Sageworks published in US News was sent to us by one of our clients. The main question is “Is it fair for someone to be labeled so long after a crime has been committed?…The issue is when people – …
I used to be a cop. Served proudly, retired and kicked back, all set to enjoy my pension. Any cop who tells you they have seen it all and done it all would be prone to exaggeration, to put it politely. During my career, I shared a multitude of experiences —- from outright hilarious to downright heartbreaking. While I was …
Protus3 is upgrading our current background screening experience for our clients. As a long time provider of background investigations, we have built an online application that streamlines the request process while maintaining the same level of support and customization currently offered. Clients can submit requests and see results of background investigations plus other pertinent information like the number of investigations …
Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq. published by the Equal Employment Opportunity Commission is an excellent resource. Much of the information in this section comes from that source. The report provided by your background screening …
You’ve read the application, reviewed the resume, and interviewed the candidate. She seems like a good fit, and you’ve made a conditional offer of employment that will be based on the results of background screening. As part of the background check process, you ask the candidate for additional information, including her past criminal history. (Read more about when to ask …
Here in North Carolina, legislators recently proposed new legislation prohibiting state government from asking about a candidate’s criminal history until after a conditional offer of employment has been made (HB 233, HB238, and SB174). “Ban the Box” is already law in other cities, counties, and states, and it is an idea that is gaining in popularity and support. The idea …
Protus3 was approved as an Associate Member of the National Association of Professional Background Screeners (NAPBS). Founded as a non-profit trade association in 2003, the National Association of Professional Background Screeners (NAPBS) was established to represent the interest of companies offering employment and tenant background screening services. Just as importantly, however, the initial members wanted to establish and promote a …