The Story of the Gift that Wasn’t
Who of us has not seen or heard the ads for Publisher’s Clearing House (PCH)? Where the firm’s “prize patrol” appears at the front door with balloons, champagne and an oversized check for thousands of dollars?
Haven’t you wondered why (if you have entered this contest multiple times over the years) you have never won anything—even a free magazine subscription? Beware, while PCH has to follow the appropriate legal requirements, those who “pretend” to be PCH – or any other company, couldn’t care less about legalities.
So, beware of unusual calls, especially during the holiday season.
Here’s what happened to us.
Out of the blue, we got a call from a “law firm” said to reside in New York City who represented PCH. Since we had casually entered the PCH drawing, we decided to accept the call and continue the conversation.
The caller’s commentary could be believable; so, we stayed on the line with him. He said we had won the second prize of $200,000 in the PCH giveaway, and it was his job to disburse the winnings.
He verified our address and said a cashier’s check would arrive by a specified carrier at a specific agreed upon time the next day. We just needed to be present to sign the check. He also promised no one else would arrive at our door as that only happened for the grand prize.
We still listened, but we also began to check on the name of the firm to verify the call.
Next, the representative told us the amount of the award would be about half once taxes were paid. (Well, of course, the IRS would have to get a share.)
The gentleman told us that his firm was also tasked to save us taxes and by their calculations, the savings were over $56,000. He informed us of the exact dollar amount we were supposed to receive.
Then he passed us to his supervisor to complete the transaction.
Now we were more skeptical but remained on the phone. The supervisor again verified what the previous representative had told us.
While we continued listening, we looked up the name of the firm online and found nothing. Neither did we locate the area code for New York. The number seemed to come from another state altogether.
Suddenly, the call dropped. We never heard from the caller again, and no one showed at our door at the “appointed time.”
‘Tis the Season
While the call we received did not come during the height of the Holiday Season, there are still many scam callers who use this time to play on unsuspecting individuals. In fact, like those “legal representatives” who called us, scammers are so skilled that they sound convincing.
The moral here is clear. Pay attention to – even search for – red flags.
- No matter how enticing the conversation, make sure to vet everyone, before committing to anything.
- Never share your bank, credit card, or payment information with them unless they can prove legitimacy.
- If you do receive a false call, follow the steps in this video presented by the Federal Trade Commission.
- Above all, keep your awareness high especially during the Holiday Season.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA (American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners).
Ways to Show Gratitude to Colleagues and Clients
Thanksgiving, with its cravings for turkey and a table full of family and friends, has quickly passed and our thoughts turn from thankfulness to what we want for Christmas – wait . . . thankfulness is a year-long essential. That’s the Data Screening challenge – to make expressing your gratitude to colleagues and clients a lifestyle, rather than a season.
The book, The 5 Languages of Appreciation in the Workplace, by Dr. Gary Chapman and Dr. Paul White, tells us that nearly 90 percent of employees leave their firm due to the lack of feeling trusted and valued. Additionally, human resource professionals realize those who work in customer service and hear the most complaints just quietly exit from their jobs.
Chapman’s and White’s book covers five languages (categories) with detailed examples of how supervisors/managers and business owners can express gratitude to their workforce and clients: words of affirmation, quality time, acts of service, tangible gifts and appropriate human physical touch.
The book also explains how the languages rank differently with different individuals. In other words, it tells why some categories work better than others, and why it is important to “read” the person’s preference.
Overall, it is safe to say that everyone places an essential importance on being heard. It is why actively and attentively listening to the person who is speaking is the key to moving ahead in a positive way.
It’s true we all make assumptions about those we work with, know and serve, but this time of year, take a few extra moments to listen and “speak” to your employees and clients in their language of appreciation.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA (American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners).
Discrimination in Employee Screening?
Would you be shocked to learn discrimination is sometimes allowed in employee screening? Anyone who regularly hires others would be familiar with Title VII or the Civil Rights Act of 1964 which has led to the statement on many applications that “prohibits discrimination based on race, color, religion, sex, or national origin.”
Similarly, the Age Discrimination in Employment Act of 1967 also forbids age discrimination of those 40 and older.
Additionally, the EEOC renders there should be no discrimination based on gender identity or sexual orientation.
So, how can discrimination be permitted with employee screening?
It’s all about Job Classification
Differences in employee screening processes can be based on job classifications. That is, as long as a company treats all individuals within the same job classification equally, the law permits said employer to vary screening procedures by job classification.
What is a job classification?
A job classification may be defined as hourly, exempt or non-exempt. For example, an employer may choose to perform a more in-depth screening on exempt employees, such as vetting information on education and criminal backgrounds.
Another example would be the addition of a motor vehicle report to the screening for those positions requiring driving a company-owned motor vehicle.
Perhaps rather than discrimination, we should term the procedure as differentiation. Employers still must comply with the federal, state and local laws.
A firm such as Data Screening.com can provide accurate and current information on any applicant’s employability.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?
Could Changes to Credit Reporting Boost Your Credit Scores?
Beginning in July 2017, millions of Americans could see an increase in their credit scores as the TransUnion, Experian, and Equifax, the three major credit agencies, drop tax liens and civil judgments from their reports.
FICO says about 12 million of the 200 million credit consumers will see an increase of about 20 points. This is good news for consumers because credit scores are used almost ubiquitously by everyone to indicate credit worthiness.
Why are the companies no longer including this information?
These changes are occurring as a result of a settlement with lawmakers in more than 30 states. The officials found the alleged liens and civil judgments were frequently attached to the wrong people, thus hurting their credit access for a home or car. Since liens and judgments represented major derogatory events, the fall off of this category could make a huge difference for some.
So, as of this month, if the lien or judgment fails to match three out of four criteria, it will no longer appear on the credit report.
As a result of these changes, look for new oversight of credit reporting agencies by the Consumer Financial Protection Bureau as the new rules are enforced. Possible, too, credit lenders may become more stringent in their practices since they will now have less assurance that consumers can pay back the borrowed monies.
An agency such as Data Screening.com can provide accurate credit reporting. A professional agency bases its reputation on the accuracy of reporting structures according to federal and state mandates.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?
Expunging Outdated Data from Background Checks
Have you ever been rejected based on your background check but you know your records should have appeared with no questionable information?
What should you do if you find erroneous information on your personal, credit or social media history? How do you begin to correct information that is no longer accurate?
Gather your patience for the process.
While many states have passed laws to help people clear their criminal records, the laws fail to address issues found in private database companies that might be slower to reflect updated information. These include thousands of private sellers of criminal history records across the Internet. Often, these companies could be of questionable integrity or quality.
Removing information can be done, but it will take time and diligence—sometimes up to a year— no matter on whose fault the error is. Worse, no one place holds all your records.
First, it is necessary to perform a search through a reputable background check company such as Data Screening. This way you will have the most accurate and the most up to date records on yourself. With this information, you will be able to see any mistakes that are on your record or any convictions that should have been expunged. You will also be able to see the locations of the courthouses from where this incorrect information about yourself originated from and therefore get it corrected quickly.
Unfortunately, no federal laws exist that require periodic updates.
States have jurisdiction to invoke remedies for people harmed by outdated personal information. The process may be more difficult if you have married, divorced, or recently relocated.
Further, as one might expect, the process can be costly in time and fees. If you cannot endure the process, a reputable record removal firm can help, but unfortunately, it may not be totally effective as some background check sites do not honor requests from third parties.
Nevertheless, it is vitally important to keep personal data accurate, especially if you have taken the time to adjust prior records.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
3 Trends in Data Screening
Any employer expects employment laws and practices to change over time. It’s just part of doing business to keep up with the trends.
The Society for Human Resource Management keeps an eye on current topics, issues, and trends in the HR industry, including conducting pre-employment background checks. According to the SHRM, it is important to note some recent changes.
Ban the Box
These laws, which pertain to checking a candidate’s background for a criminal history, are becoming the norm. A firm must delay asking about potential criminal background until either an interview has taken place or a provisional job offer has been made. To date, nearly half of the states in the USA have enacted such laws.
Ban the box was proposed to prevent a potential employer from automatically rejecting an ex-offender based on the bias of that status rather than what the employee may contribute. The point is to help reintegrate people with a criminal history back into the fabric of society, providing a means to support themselves. It does not mean a background screening for criminal activity can never be done.
The difficulty with the laws are their various nuances of letters, language, and wait times.
The gig economy and screening
Employers must discern how to adapt to the growing on-demand workforce. It is expected to become a matter of course to screen temporary employees.
Continuous screening
While most companies screen at the pre-employment stage; more firms are opting for re-screenings or continuous screenings to maintaining a safe and fully-vetted workforce. According to SHRM, post-hire screenings are expected to “reduce the prevalence of insider threats occurring throughout an employee’s tenure. Highly regulated industries and the government may adopt periodic or continuous screenings.
Hiring the right background screening company like Data Screening.com is critical. Make sure the one you hire knows the laws and regulations and operates with professional standards of accuracy in a timely manner.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
New Healthcare Job? Expect a Background Check with Fingerprinting
Here’s Why:
New job opportunities arise when an industry burgeons, like home health care, skilled nursing facility patient care, and behavioral healthcare.
More and more, trained and caring individuals are needed to assist the aging Boomer population, and people are answering that need. However, as one might expect, new opportunities bring new challenges. Two of those challenges are patient safety and quality of care, particularly in home and behavioral health care, and skilled nursing care.
Various state boards that govern health professions are mandated by law to ensure the people entering those fields are not only competent but also of high moral character, which means that those individuals would be honor-bound to self-disclose any concerns before licensure.
Because the term “moral character” has become archaic, other means are now required to check for issues. Several states are considering more stringent laws, including extensive employment background screenings, to oversee the requirements for workers in these fields.
These more stringent data screening requirements focus on preventing and controlling neglect and abuse of patients by healthcare workers, which, unfortunately, occurs much too frequently.
Therefore, home health care, skilled nursing facility, and mental health care professionals are often fingerprinted as part of their pre-employment background checks.
The fingerprint-based background check
Since 1999, the FBI has been using the Integrated Automated Fingerprint Identification System. It is the world’s largest fingerprint identification database though it does not contain the fingerprints of all criminals. If located in the system, convictions that took place anywhere in the United States will show regardless of the use of aliases.
Each state has different statutes regulating the need for fingerprinting healthcare professionals. More states than not require them.
So, if you have been involved in a criminal complaint, gather records from your local courthouse, check them for any misinformation or errors against the FBI fingerprint results, and reveal them to your potential employer.
Full disclosure regarding any concerns in your past will speak on your behalf toward any future healthcare opportunity.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?