TABB INC. Pre-Employment Screening

Are you tired of dealing with a painful background screening process? Our strategic screening solutions, managed by U.S.‑based account managers and experienced researchers, are designed to alleviate your recruiting pain points and enhance your hiring processes and the candidate experience.   Can you speak directly with the person conducting a background check on your candidate? The background industry generally divides each background check and assigns employment and education verifications, professional references, and criminal research to multiple people so that a single background check can have three, four, or more individuals working on your candidate's report. Our solution is direct accountability. Only one researcher handles all aspects of each pre-employment background check. The researcher's name, phone number, and email address are included in every background investigation report we create, giving you the confidence and control to reach out directly with any questions or concerns. This solution ensures clear communication, quick response times, and a personalized experience tailored to your specific needs. This direct interaction provides you with a deeper understanding of our process and allows for real-time feedback and collaboration on the best approach for your hiring needs, enhancing the quality and efficiency of our service. TABB INC. is one of only 125 vendors, out of the thousands of screening companies in the country that has successfully completed the rigorous Professional Background Screening Association (PBSA) accreditation process. Find out why TABB INC. is a better alternative. To contact us, please click: https://lnkd.in/ePH3WMSe To submit your request for proposal, please click: https://lnkd.in/erPFT4Xn Our team will review your proposal and provide a tailored solution for your organization's unique needs. #SHRM #Compliance #BackgroundScreening #CandidateExperience #RiskManagement   #LegalIssues #Recruitment #talentsolutions  #HRCompliance

How long will your background vendor archive your screening reports? A prospective healthcare client contacted our office regarding a Joint Commission audit after their current vendor could not provide copies of background screenings requested by this agency. The average screening vendor will purge screening reports after only one or two years. After that, the report cannot be retrieved even if you utilize an integrated ATS. If you are in the healthcare field, the Joint Commission will likely request copies of background investigation reports beyond two years to confirm that your screening complies with your policies and procedures. The reports will not be available in most cases. Other industries may face the same auditing processes. The most critical factor in the background screening process is to confirm your due diligence during the hiring process. If an incident occurs in your workplace, a copy of the screening report will confirm your due diligence, but it can only be confirmed if the report is available. When screening prospective background vendors, Human Resources must consider adding the vendor’s policy to purge data and reports to your list of questions. This will ensure that you choose a vendor who values the long-term accessibility of your screening reports. Unlike other vendors, TABB INC. stands out by ensuring that screening reports are available to our clients for at least 15 years. This extended retention period gives you peace of mind that your crucial employee background information is always secure and accessible. Please click to follow Barb J. Wyskowski, J.D. #SHRM #Compliance #BackgroundScreening #RiskManagement  #LegalIssues #Recruitment #talentsolutions   #HRCompliance   

Don't miss our exhibit at the SHRM SWFL Tri-County annual conference at the Pelican Preserve in Ft. Myers on Friday July 19th. See you there!

Are you tired of dealing with a painful background screening process? -         Lack of information, or worse, inaccurate information?   -         Little if any customer service or support?   -         Onboarding delays?   -         Criminal records reported that do not belong to your candidate? Our strategic screening solutions includes U.S.‑based account managers and experienced researchers who will reduce recruiting pain points and have a positive impact on your hiring processes, and the candidate experience. Can you speak directly with the person conducting a background check on your candidate? The background industry generally divides each background check into pieces and assigns professional references, employment and education verifications, and criminal research to multiple people so that a single background check on a candidate can have three, four, or more individuals working on your candidate’s report. Our solution is direct accountability. Only one researcher handles all aspects of each pre-employment background check. Our researcher's name, phone number and email address are included in every background investigation report we create. Recruiters and hiring managers are encouraged to contact our researchers and discuss any aspect of the background investigation, request special handling, and request additional research. This interaction results in an important professional rapport and a better understanding of how we can provide information you require to make an informed hiring decision on an expedited basis. Our researchers and client recruiters are on a first-name basis. TABB INC. is one of only 125 vendors out of the thousands of screening companies in the country that has successfully completed the rigorous PBSA accreditation process. Find out why TABB INC. is a better alternative.   To contact us, please click: https://lnkd.in/ePH3WMSe To submit your request for proposal, please click: https://lnkd.in/erPFT4Xn To follow me, please click: Barb J. Wyskowski, J.D. #HRCompliance #CandidateExperience #RiskManagement  #Recruitment #HR  #talentsolutions   #BackgroundScreening

Are you utilizing an AI platform that claims it can detect candidate’s lack of truthfulness and credibility? Next up in our never-ending series on AI - Recruiting and Litigation: CVS is facing a class action lawsuit relating to AI lie detection resulting from video-interview technology. AI is everywhere, however buyer beware. Some AI software providers claim their product has the ability to analyze video conferences and determine a candidate’s credibility. Sounds great, doesn’t it? The only problem is that a class action lawsuit claims that at least in this case, AI lie detection violates federal and state law when used in the employment process. Use of lie detector tests during the hiring process is prohibited in Massachusetts and many other states. Lie detector results are inadmissible in criminal court cases due to accuracy issues. The complaint states that the AI software platform utilized by CVS advertises that it has the "potential to provide the ability to scale your lie detection, screen out embellishers, and home in on those who are actually a fit for the role." Whoops. Maybe they should leave “lie detection” out of marketing materials. Where was the legal review by the AI company providing this service? Was this service approved by upper levels of HR management at CVS? If yes, who will be fired. If not, this is another example for large corporations failure to audit processes and procedures. Could there be unintentional bias in AI lie detection platforms as well? Massachusetts law states: “[A]ny test utilizing a polygraph or any other device, mechanism, instrument or written examination, which is operated, or the results of which are used or interpreted by an examiner for the purpose of purporting to assist in or enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.” Pretty straightforward. It may be illegal in your state as well. Regardless, federal Employee Polygraph Protection Act prohibits the utilization of lie detecting tests either for pre-employment and current employee screening. There are hundreds, if not thousands, of AI hiring platforms. Like anything else, some are probably ethical and others are not. Please review a potential AI platform with an employment law specialist before implementing a process. Doing so probably would have saved CVS a substantial amount of money. To follow me, please click: Barb J. Wyskowski, J.D. #AI #compliance #backgroundscreening #recruiting #HackingHR #DisruptHR #LinkedInforRecuiters #recruiter

Is it time for an FCRA audit of your hiring processes? While there are numerous aspects to the FCRA, this article will focus on five primary guidelines for employers that have resulted in civil penalties and thousands of lawsuits due to the failure to follow what is basically a very straightforward process. The five guidelines are: 1)        Implement an FCRA compliant disclosure and authorization defined as a standalone document. It cannot be buried in an employment application. - It must include language required by the FCRA - In broad terms, the disclosure must clearly indicate that a background check will be used to make an informed hiring decision and obtain the candidate’s written authorization prior to the background investigation - Additionally, the authorization must include the name address and contact information of the background to facilitate candidate’s ability to obtain a copy of the report or disputing contents of the report. - It cannot contain ancillary information in application process such as the “Box” to indicate the candidate does not have a criminal record, that false statements can result in rescinding the offer, to name a few examples. 2)        The employer must provide a copy of A Summary of Your Rights Under the FCRA to your candidates. This document outlines the protections afforded to the candidate during the background investigation. 3)        An employer must notify the candidate in the form of a pre-adverse action notification if an offer of employment may be rescinded due, in whole or in part, to information contained within a background investigation report. The notification must include a copy of the report that was prepared by the vendor and another copy of A Summary of Your Rights Under the FCRA. Additionally, the candidate has the right to dispute information contained in the report and a reinvestigation by the background vendor. 4)        An adverse action notification must be provided if the candidate fails to respond to the pre-adverse notice and initiate a dispute within the number of days specified in the pre-adverse action notification. This notification will state that an offer of employment has been rescinded. 5)     The right to dispute inaccurate information contained in the background report is required by the FCRA but, it is also a matter of fairness to the candidate. The FCRA stipulates that the reinvestigation must be completed by the vendor within 30 days. A report must be prepared by the vendor upon completion of the reinvestigation and submitted to the employer, the candidate and to the source of information that was disputed. Seek the advice of employment law specialists. Audits will ensure that HR staff follow guidelines. Failure to do so can result in expensive and easily avoided lawsuits.  Please click to follow Barb J. Wyskowski, J.D. #Compliance #BackgroundScreening #CandidateExperience #RiskManagement   #LegalIssues #Recruitment #HRCompliance      

Legislative Alert for Florida Healthcare Facilities - Revision to your background screening policy will be required to ensure compliance if Florida House Bill 975. Bill 975- “Requires that effective July 1, 2025, background checks conducted for 24 types of health care practitioners must include fingerprint screening by the Florida Department of Law Enforcement, for both prospective licensure applicants and practitioners licensed before July 1, 2025, when they renew their licenses after that date. Under prior law, these practitioner types were not required to undergo fingerprint screening prior to licensure.” The following is a list of the 24 health care practitioners that will now require the background check: Naturopaths, Optometrists, Pharmacists, Dentists and dental hygienists, Midwives, Occupational therapists, Opticians, Physical therapists, Speech-language pathologists, Nursing home administrators,  Respiratory therapists, Dieticians, Electrologists, Clinical laboratory personnel, Medical physicists, Genetic counselors, Hearing aid specialists, Psychologists Clinical social workers, Marriage and family therapists, Mental health counselors, and Psychotherapists. Bill 975 also includes the following: - Effective July 1, 2024, adds eight offenses to the statutory list of 52 offenses that can disqualify a person from employment in certain regulated professions if he or she has been the subject of certain legal actions regarding such offenses; - Effective July 1, 2024, revises the provisions under which an agency head may provide an exemption from a disqualification of employment in certain regulated professions; - Effective July 1, 2024, adds eight offenses to the statutory list of 52 offenses that can disqualify a person from employment in certain regulated professions if he or she has been the subject of certain legal actions regarding such offenses; - Effective July 1, 2024, revises the provisions under which an agency head may provide an exemption from a disqualification of employment in certain regulated professions.  Please click to follow @Barb J. Wyskowski, J.D For additional information regarding TABB INC, please click: https://lnkd.in/eghsQUKS #HumanResources #Compliance #BackgroundScreening #HRTech #HackingHR #RiskManagement #LegalIssues #Recruitment #HR   #talentsolutions  #NursingCollege      

Resume exhaustion getting you down? Add a step that can open doors and get the recruiter’s attention. Search, apply and wait for a call that never comes. Applying for a job can be tedious and exhausting. Entering information over and over again for multiple opportunities every day and even worse. Try a new approach. Our subsidiary, careerandtalenthub.com,  offers a free service that works with candidates to engage references, and enhance resumes with relevant recommendations. Responses from references populate into an easy to read report, and a unique URL that can be entered into a resume that will confirm the experiences on the resume, and your value to a potential employer when the recruiter clicks the URL. Think of this report as your personal background investigation that you can control. What will you do to get to the front of the line of people who want the same job, the job that will advance your career? Empower your resume. Imagine submitting a resume that confirms all of your experiences, and value to an employer at the earliest stage of the hiring process with just one click. Get the recruiter's attention!  Enter CODEFREE at checkout No enrollment, monthly, or annual fees ever! Jumpstart your career. Go to https://lnkd.in/gKDUttd6 Please click to follow @Barb J. Wyskowski, J.D For additional information about careerandtalenthub, please click careerandtalenthub.com #GetHired #Careers #Hiring #JobInterviews #resume  #professionaldevelopment #Job #Personalbranding  #BestAdvice  #PersonalDevelopment   #ResumeWriters #Job #JobSeekers #JobSearch 

Take Steps Now to Avoid Employee Wage Theft Prosecution California Allocated $8.6 Million to Public Prosecutors for Wage Theft Enforcement The California is one of many states that are taking on the fight against wage theft and the protection of workers' rights in the criminal justice system.   This funding is a crucial step in strengthening the identification, investigation, and prosecution of wage theft cases, ensuring that workers receive the wages they are rightfully owed.   Wage theft encompasses a range of unlawful practices. These include unpaid overtime, tampering with timecard, denial of meal breaks, misclassification of employees as independent contractors, and failure to pay minimum wage.   Enhanced enforcement efforts will act as a deterrent to wage theft and provide a more accessible and effective pathway for employee remedies.   California’s proactive initiative in combating wage theft could potentially pave the way for other states to follow suit in their efforts. This could lead to a significant shift in the fight against wage theft nationwide.   To avoid prosecution, Human Resources must implement oversight of workplace activities and audit wage and hour issues, particularly when there are remote locations, in some cases, hundreds of locations.  Please click to follow Barb J. Wyskowski, J.D. For additional information regarding TABB INC, please click: https://lnkd.in/eghsQUKS  #Compliance #BackgroundScreening #HRTech #HackingHR #HRDive  #RiskManagement   #LegalIssues #Recruitment #HR  #Wagehour #HRCompliance #LaborLaw  

Are you working with a staffing agency? A staffing agency has agreed to pay $2.2 million in resolution of a lawsuit brought forth by the U.S. Equal Employment Opportunity Commission (EEOC), which alleged discriminatory practices in collaboration with a laundry facility. The EEOC contended that a California-based laundry facility, in partnership with a staffing agency, engaged in hiring practices that systematically denied employment based on gender, disability, and ethnicity. Pending approval by the California federal court, the proposed settlement seeks to resolve allegations against Radiant Services Corp., a commercial laundry business, and BaronHR LLC, a staffing agency utilized by Radiant. The accusations centered on the unlawful exclusion of individuals of Black ethnicity and those with disabilities from employment opportunities, as well as the restriction of gender-specific roles to men and women exclusively. Black women, represented by the agency, claimed to have been overlooked for employment opportunities at Radiant Services. In summary, the settlement reflects the need for employers to implement non-discriminatory practices in the workforce and audit practices of vendor staffing agencies. Please click to follow Barb J. Wyskowski, J.D. #Compliance #HRDive #RiskManagement #LegalIssues  #HRCompliance #LaborLaw