Background Screening Blog Pre-Employ.com

Tragic Shootings in Texas and Florida Reveal Threat of Workplace Violence

Tom Ahearn — Wed, 11 Nov 2009 12:28:00 -0800

An article in Workforce Management (www.workforce.com) reveals how two high-profile shootings that occurred on back to back days in Texas and Florida are the latest incidents of workplace violence, and that those tragedies underscore the threat of violence occurring on the job.

According to Workforce Management and several news reports, the suspected gunman in the workplace violence incident in Texas, Major Nidal Malik Hasan – an Army psychiatrist who had reportedly opposed his upcoming deployment – allegedly went on a shooting rampage that left 13 dead and 42 wounded at the Fort Hood, Texas army post where he worked. Meanwhile, the workplace violence case in Florida centered on Jason Rodriguez, 40, an engineer dismissed for poor performance two years ago who allegedly returned to his former workplace in Orlando, Florida and shot and killed one person while wounding five others, according to Workforce Management and several news reports.

Both incidents, though unrelated on the surface, can be seen as instances of workplace violence according to Workforce Management, and experts on workplace violence suggest that each workplace should have an intervention system and a system to report conflicts, especially since signs of distress that can lead to workplace violence are usually missed unless workers are trained to identify them.

Due in part to the recognition of workplace violence and addressing the problem with background checks and other security measures, workplace violence is following a downward trend. The overall number of murders committed in the workplace has fallen 52 percent from a high of 1,080 workplace homicides in 1994. However, workplace homicides accounted for 517 of the 5,071 workplace fatalities in the U.S. last year, according to the Bureau of Labor Statistics (BLS), and some believe the number of workplace violence incidents are underreported.

Pre-Employ.com is a leading provider of pre-employment background checks and other security options that can help prevent workplace violence and ensure the safety of employers, employees, and the public. For more information on background checks, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. To follow Pre-Employ.com on Twitter, visit www.twitter.com/PreEmploy.

tahearn@pre-employ.com

TX Teacher Sues State, Claims Fingerprinting for Background Check Violates Religious Freedom

Tom Ahearn — Mon, 09 Nov 2009 16:38:00 -0800

A looming legal battle in Texas questions whether fingerprinting as part of background checks may be a violation of religious freedom.

According to a report from KTRE-TV Channel 9 in Lufkin, TX and comments by her own attorney, Pam McLaurin, a kindergarten teacher in Polk County, TX with over 20 years of experience, is suing the state for requiring her to be fingerprinted during a background check on the claim that fingerprinting violates her right to practice her religion, which is protected under the First Amendment.

KTRE-TV reported and McLaurin’s attorney stated that McLaurin – who her attorney said is willing to undergo any other type of background check – believes in the Book of Revelation literally and that undergoing fingerprinting would give her “the mark of the beast” that would cause her to “be tormented in burning sulfur” as described in the final book of the Bible in Revelation 13:16-17 and Revelation 14:9-11.

While the Superintendent of the school district where McLaurin teaches said he will do whatever the state requires, he also hoped the state would allow McLaurin to continue teaching without fingerprinting as part of a background check process, KTRE-TV reported.

A proper background check process needs to take into account both security and privacy issues. Pre-Employ.com – a national recognized background screening and employment services provider – offers organizations background check and fingerprinting solutions that help keep employees, employers, and the public safe. For more information on background checks and fingerprinting, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on www.twitter.com/PreEmploy.

tahearn@pre-employ.com

Insider Identity Theft: Could Your Co-Worker Be an Identity Thief?

Tom Ahearn — Fri, 06 Nov 2009 11:39:00 -0800

A very interesting blog by Identity Theft Expert Robert Siciliano adds a new phrase to the growing lexicon surrounding identity theft – “Insider Identity Theft.”

According to Siciliano, who likens Insider Identity Theft to “a classic case of the fox watching the henhouse” in which “people with access to sensitive personal data are most likely to commit identity theft,” up to 70% of all identity theft is committed by “insiders” – those with inside access to organizations including corporations, banks, or government agencies – or people with existing relationships with the identity theft victims.

As an example of Insider Identity Theft, Siciliano uses a story about a 27-year-old computer technician working for Bank of New York Mellon who was charged with identity theft and other crimes after being accused of stealing the identities of more than 150 of his fellow employees and – over the course of eight years, from 2001 to 2009 – using those identities to commit over $1 million in identity theft against charities, non-profits, and other institutions.

To avoid suffering from Insider Identity Theft, Siciliano suggests that organizations – along with limiting access to a few trusted sources, increased supervision and auditing, and prosecuting the guilty – include background checks from information brokers as part of due diligence in the information age. “Not doing a background check increases your liability,” warns Siciliano. “A person previously convicted of a crime just might do it again.”

To help organizations avoid Insider Identity Theft that could lead to identity theft, Pre-Employ.com – a leading provider of background checks and employment services – offers a suite of customizable background check solutions to help ensure the safety and security of employees, employers, and the public. For more information on background checks, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

University in Ohio First U.S. Employer to Request Job Applicants Submit DNA?

Tom Ahearn — Wed, 04 Nov 2009 14:31:00 -0800

Update from CBSNews.com (11/06/09): “University Backs Away From New-Hire DNA Testing” – The University of Akron is backing away from a controversial new policy, which appears to be the first in the nation, saying that new hires can be DNA tested as part of a background check. (read more)

A blog on CBSNews.com by Declan McCullagh – “Want A Job In Akron? Hand Over Your DNA” – contends that while it is not unusual for employers to conduct criminal background checks during the hiring process, the University of Akron (Ohio) has gone a step further by becoming the first employer in the nation to reserve the right to require prospective employees to submit a DNA sample during a background check.

According to the policy on the University of Akron website outlining criminal background checks for employees, “any applicant may be asked to submit fingerprints or DNA sample for purpose of a federal criminal background check.” However, according to McCullagh’s blog, the policy could violate a federal law – the Genetic Information Nondiscrimination Act (GINA) – that takes effect on November 21 and prohibits employers from collecting genetic information such DNA samples from employees or prospective employees and using it to make decisions about hiring and firing and promotions. In addition, the university’s background check policy may also conflict with the Americans with Disabilities Act (ADA).

Employers would be wise to proceed with caution before taking, in McCullagh’s words, “such an extreme and potentially intrusive step” in collecting DNA samples or other genetic information from prospective or current employees during background checks. The blog also contains comments from the President of the College and University Professional Association for Human Resources (CUPA-HR) saying the group believes the University of Akron's background check policy is the first of its kind and would “strongly advise” any employer considering genetic testing during background checks to review the relevant laws – including GINA, ADA, Equal Employment Opportunity Commission (EEOC), and Title VII of the Civil Rights Act, among others – before adopting such a policy.

Whatever the outcome of this story, the controversy surrounding the University of Akron's background check policy requiring DNA samples should not cloud the fact that criminal background checks are a proven and effective way to help ensure workplace safety. Pre-Employ.com – a leading provider of background checks and employment-related services – offers a variety of background check solutions to ensure a safe and secure workplace for employees, employers, and the public. For more information about our background check services, take a tour at www.pre-employ.com/tour, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

FTC’s Red Flags Rule for Identity Theft Delayed (Again) Until June 1, 2010

Tom Ahearn — Mon, 02 Nov 2009 09:33:00 -0800

According to a news release, the Federal Trade Commission (FTC) is delaying enforcement of the “Red Flags” Rule for financial institutions and creditors with covered accounts to implement an identity theft program – scheduled to take effect November 1, 2009 – until June 1, 2010, at the request of Members of Congress.

Created under the Fair and Accurate Credit Transactions (FACT) Act, the Red Flags Rule set to take effect next June 1 will require “creditors” and “financial institutions” that have “covered accounts” to develop and implement written identity theft prevention programs to help identify, detect, and respond to patterns, practices, or specific activities – known as “red flags” – that could indicate identity theft.

The FTC – which works to prevent fraudulent, deceptive, and unfair business practices and to provide information to help spot, stop, and avoid them – had previously delayed the enforcement of the Red Flags Rule for identity theft until November 1, 2009 before extending the deadline to June 1, 2010.

To help businesses understand the “Red Flags” rule for identity theft, Pre-Employ.com – a leading provider of employment-related services – offers a free webinar on the Red Flags rule titled “Identity Theft: A User's Responsibilities under the FACT Act Red Flag Regulations” available for on demand viewing at http://www.pre-employ.com/RedFlagsRule. For more information about the Red Flags Rule and identity theft, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

FREE Webinar Warns Businesses about Red Flags Rule for Identity Theft Starting November 1

Tom Ahearn — Fri, 30 Oct 2009 16:25:00 -0800

What is the “Red Flags” Rule?

According to recent data from Javelin Research, nearly ten million Americans suffered from identity theft in 2008, a 22 percent increase over the previous year. Because of growing concern with the problems identity theft causes both individual victims and businesses, as part of the Fair and Accurate Credit Transactions (FACT) Act of 2003 the Federal Trade Commission (FTC) issued the “Red Flags” Rule that requires many organizations to implement a written Identity Theft Prevention Program designed to detect the warning signs – or “red flags” – of identity theft, take steps to prevent identity theft, and mitigate the damage identity theft inflicts.

Who Must Comply with the Red Flags Rule on November 1?

Effective November 1, 2009, the Red Flags Rule will apply to “financial institutions” and “creditors” with “covered accounts.” According to the FTC website, under the Red Flags Rule:

A financial institution is defined as a state or national bank, a state or federal savings and loan association, a mutual savings bank, a state or federal credit union, or any other entity that holds a “transaction account” belonging to a consumer. A transaction account is a deposit or other account from which the owner makes payments or transfers, and includes checking accounts, negotiable order of withdrawal accounts, and savings deposits subject to automatic transfers.
A creditor is any entity that regularly extends, renews, or continues credit; any entity that regularly arranges for the extension, renewal, or continuation of credit; or any assignee of an original creditor who is involved in the decision to extend, renew, or continue credit. Creditors include finance companies, automobile dealers, mortgage brokers, utility companies, and telecommunications companies.
A covered account is an account used mostly for personal, family, or household purposes, and that involves multiple payments or transactions, including credit card accounts, mortgage loans, automobile loans, margin accounts, cell phone accounts, utility accounts, checking accounts, savings accounts, and any account for which there is a foreseeable risk of identity theft.

How to Comply with the Red Flags Rule

According to the FTC, creditors or financial institutions with covered accounts must develop and implement a written Identity Theft Prevention Program designed to prevent, detect, and mitigate identity theft in their organizations, and the program must also include four basic elements:

Identify red flags – suspicious patterns, practices, or activities indicating the possibility of identity theft – in the daily operation of the organization.
Detect red flags the organization has already identified in day-to-day operations.
Prevent and mitigate identity theft by responding with appropriate actions to detected and identified red flags.
Update the Identity Theft Prevention Program by re-evaluating the ever-changing risks of identity theft to keep the program current.

To help businesses understand the complexities of the “Red Flags” rule and implement proper procedures, Pre-Employ.com – a leading provider of employment-related services – is offering a free webinar on the Red Flags rule titled “Identity Theft: A User's Responsibilities under the FACT Act Red Flag Regulations” that is available for on demand viewing at http://www.pre-employ.com/RedFlagsRule. The webinar is co-hosted by Pam Devata, a labor and employment attorney with Seyfarth Shaw LLP, and Pre-Employ.com founder and CEO Robert Mather.

For more information about the Red Flags Rule and identity theft, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

Security Guard Charged with Threatening President Obama Passed Background Checks

Tom Ahearn — Tue, 27 Oct 2009 11:37:00 -0800

According to an article in Newsday, an airport security guard charged with threatening to shoot President Barack Obama cleared extensive state and federal background checks, and the story has put the background check process for all security guards under a bright spotlight.

John Brek, 55, of Linden, New Jersey, an unarmed Newark Liberty International Airport guard, allegedly made threatening comments during a coffee break a day before Obama was scheduled to fly into the airport, Newsday reports, and he has been charged with three state felony counts, including one charge for knowingly receiving a stolen rifle. Brek has pleaded not guilty.

Newsday reports that Brek – a six-year employee of FJC Security Services – was licensed as a security guard after he met the required criminal background checks, and also received clearance to work at the airport after clearing required FBI and 10-year background checks.

The Brek case shows that while background checks examine the past behavior of prospective employees in order to uncover information that may predict their actions in the workplace, they can't always guarantee what the future will hold. Sometimes a crime is a person's first offense. That's why the background check processs is an ongoing one that lasts the entire length of an individual's employment.

Pre-Employ.com – a leading provider of background checks and employment-related services – offers a variety of background check solutions to ensure a safe and secure workplace for employees, employers, and the public. For more information about our background check services, take a tour at www.pre-employ.com/tour, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

Florida Governor Orders Review of Background Check System for Caregivers

Tom Ahearn — Fri, 23 Oct 2009 10:57:00 -0800

In an effort to close the loopholes that allowed felons to work with the state's most vulnerable population – children, the elderly, and the disabled – Florida Governor Charlie Crist has ordered a review of the background check system for caregivers, according to a story in the South Florida Sun Sentinel.

The background check review follows a Sun Sentinel investigation that uncovered thousands of felons with criminal records – including rape, child molestation, and even murder – working at jobs in day care centers and nursing homes, and involves eight state agencies responsible for background checks and licensing of caregivers.

“They will be able to come up with some effective recommendations to make sure that appropriate background checks are not only done, but done with the frequency that will be necessary to protect the people,” Crist told the Sun Sentinel in an interview.

The Sun Sentinel series – "Trust Betrayed" – discovered that under Florida law caregivers could begin working even before their background checks were completed or, in some cases, even started. The six month investigation also found that felons barred from working with children because of criminal records on their background checks could still qualify by obtaining an exemption for being rehabilitated.

The Sun Sentinel obtained a statewide database of background checks since 1985 showing at least 2,400 people were already employed in day care before background checks uncovered their criminal records, while another 2,900 people with criminal records found on background checks were cleared for day care work through exemptions though guilty of crimes such as child abuse, kidnapping, and murder.

This shocking story from South Florida serves as another reminder of the important role background checks play in protecting all people – particularly vulnerable populations like children, the elderly, and the disabled – in every type of workplace, whether a day care center, nursing home, or office building.

Pre-Employ.com – a leading provider of background checks and employment-related services – offers a variety of solutions to ensure a safe and secure workplace for employees and employers alike. For more information about our background check services, take a tour at www.pre-employ.com/tour, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

NBA Background Check of Billionaire Russian Potential Owner Truly International

Tom Ahearn — Tue, 20 Oct 2009 11:33:00 -0800

On the heels of the controversy surrounding Rush Limbaugh’s failed attempt to own a National Football League (NFL) franchise, a story from the New York Times – “For Potential Owner, a Background Check Worthy of the K.G.B.” – sheds light on the stringent background check policy of another sports league, the National Basketball Association (NBA), and the limitations of “International” background checks.

According to the Times, Russian billionaire Mikhail D. Prokhorov recently reached an agreement to pay $200 million for 80 percent of the NBA’s New Jersey Nets franchise and 45 percent of a proposed arena for the team in Brooklyn. To complete the deal, the Times reports, Prokhorov will not only have to be approved by at least 23 of the NBA’s 30 owners, but also – like any other prospective owner – pass a background check investigation by the league and a security firm that specializes in risk management.

While NBA Commissioner David Stern was quoted by the Times as saying the league’s background check policy is “very extensive, stringent, some would say, invasive,” experts in corporate risk-management say a background check of Prokhorov would not be easy because, in Russia, public records are scarce or incomplete, bank records are difficult to examine, and news media reports are not always reliable.

Though the league’s investigation may never create a detailed picture of Prokhorov as it would have for an American buyer, the international background check of Prokhorov by the NBA is expected to involve various sources from Russian police, military, diplomatic, and intelligence – even some from the former K.G.B., the national security “secret service” agency of the former U.S.S.R, this according to the Times.

Just like the NBA’s background check process is designed to weed out inappropriate buyers who lack the finances for ownership or could be a public relations disaster to the league, businesses both large and small need to ensure the character, personal history and integrity of each new hire. Pre-Employ.com – a leading background check and employment-related services provider – can assist any-sized business in any type of industry to implement a flexible, accurate, and cost-effective background check solution.

For more information about Pre-Employ.com’s background check and employment-related services – including International background checks – visit www.pre-employ.com, email info@mybackgroundcheck.com, or call 1-800-300-1821. Follow PreEmploy.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

NFL, Rush Limbaugh, and Background Screening Mix Together in Sports News

Tom Ahearn — Fri, 16 Oct 2009 09:12:00 -0800

Through an odd set of circumstances, the National Football League (NFL), conservative radio talk show host Rush Limbaugh, and background screening mixed together in recent sports news reports.

According to ESPN, Limbaugh was part of a group bidding to buy the NFL’s St. Louis Rams franchise until being ousted by his partners after NFL commissioner Roger Goodell, certain team owners, and several players expressed misgivings because of controversial comments made by the talk-radio king in the past. In 2003, Limbaugh resigned from ESPN after speculating that Philadelphia Eagles quarterback Donovan McNabb, an African-American, was overrated by the media because he was black.

However, a report at Examiner.com suggests the NFL – known for its thorough background screening program on players, coaches, and potential owners – may have eventually denied Limbaugh part-ownership for reasons other than his views. In 2006, Limbaugh was arrested for prescription drug fraud (also known as “doctor shopping”) and charged with using multiple doctors to obtain drugs illegally. After making a deal with prosecutors, Limbaugh's record was expunged (erased) after he completed a list of items that included entering a drug treatment program.

Would background screening have kept Limbaugh out of the NFL?

On his syndicated show, Limbaugh said he was assured that his involvement as a minority investor had been vetted by the league and cleared at the "highest levels of the NFL." But, in a way, background screening DID keep Limbaugh out of the NFL, since his past comments were the reason for his ouster in the present. While Limbaugh no longer has a criminal record, his well-publicized (and broadcasted) remarks were reviewed by the NFL, just like every college football player entering the NFL draft is subjected to a thorough pre-draft background screening by interested teams. The outcome of the Limbaugh ordeal is further proof that background screening has become an integral part of the NFL.

Whether a popular but controversial talk-radio host like Limbaugh, a top college football prospect, or an average jobseeker looking for employment, ALL new additions to ANY organization – be it the NFL or a small business – need to undergo a thorough background screening. Services like those offered by nationally recognized background screening provider Pre-Employ.com help employers find a flexible background screening solution that best fits their needs.

For more information on background screening, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

Saturday Night Live Spoof Pokes Fun at Serious Problem of “Diploma Mills”

Tom Ahearn — Wed, 14 Oct 2009 09:15:00 -0800

A spoof of online universities by NBC’s Saturday Night Live pokes fun at a very serious problem facing employers and recruiters using educational verification during background checks in today’s tough job market – so-called “diploma mills” where, for the right price, jobseekers can purchase documents showing that they earned a diploma or degree from a college or university.

In a fake commercial for the fictitious “University of Westfield Online,” SNL performers Fred Armisen, Nasim Pedrad, Jenny Slate, and Kenan Thompson tell how the “Internet college” taught them skills such as not mentioning in a job interview that they attended an Internet college, along with valuable techniques on how to avoid responding to the question of where they went to school that include changing the subject, mumbling, and faking a heart attack. After just four months of school, the diploma mill emails graduating students a .pdf file of a diploma with an intentionally unreadable name of a school so students can supply their own preferred choice (like Yale).

All kidding aside, a “diploma mill” – or “degree mill” – is an organization that awards academic degrees and diplomas with little or no academic study and without recognition by official educational accrediting bodies. In a recent case reported by GetEducated.com – a consumer advocacy group that works to protect consumers from diploma mill fraud – a pug dog named Chester Ludlow was awarded a Masters in Business Administration (MBA) by a diploma mill posing as an online college that offered “distance learning degrees based on life and career experience.” For $499, the dog received an MBA diploma and two sets of college transcripts in a week from a P.O. box in Dubai. According to GetEducated, diploma mills represent a billion dollar industry worldwide.

To help uncover education credential fraud, employers need to perform thorough education verifications during pre-employment background checks to discover if applicants actually graduated from the educational institutions listed on their resumes. Pre-Employ.com, a nationally recognized pre-employment background check provider, offers education verification services for employers to help weed out diploma mill graduates. For more information about diploma mills and background checks, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

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tahearn@pre-employ.com

Britney Spears Orders Drug Testing for Workers on “Circus” Concert Tour in Australia

Tom Ahearn — Mon, 12 Oct 2009 12:23:00 -0800

A story from “the land down under” shows that the use of drug testing during employment background screening has become so widespread that even Pop Princess Britney Spears and her “Circus” tour are getting in on the act.

According to an article in the Herald Sun, Australia's largest-selling daily newspaper, Spears has demanded that the 225 members of the support crew working on her sold-out “Circus” concert tour – including 150 local staff – must obey the terms of a confidential contract that orders them to undergo random alcohol and drug testing while in Australia, and workers refusing or breaching those “zero tolerance” terms will have their contracts terminated.

The alcohol and drug testing will involve giving a urine sample to Spears' tour management team, and those who sign the contract are bound by a confidentiality agreement, the Herald Sun reported after being shown the confidential contract for alcohol and drug testing by a concert industry insider. Spears – who will perform in Sydney, Melbourne, Brisbane, Adelaide, and Perth while in Australia in November – carried out similar alcohol and drug testing before and during her U.S. tour and before her European dates, according to the Herald Sun.

Whether a rich and famous pop star known worldwide like Britney Spears or an unknown owner of a small business trying to gain recognition, employers of all types and sizes need to use drug testing in order to ensure a drug-free workplace that lowers the risk of liability and lessens the chance for lost productivity. Many employees have already implemented a drug testing program for both pre-employment background screening purposes and random drug testing re-screening after employees are hired.

Nationally recognized pre-employment background screening provider Pre-Employ.com offers a variety of drug testing solutions that seamlessly integrate with the company’s premier background screening services. For more information on creating a drug testing program as part of a successful background screening solution, visit http://www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at http://www.twitter.com/PreEmploy.

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Data Shows Workplace Suicide a Growing Problem in Shrinking Economy

Tom Ahearn — Thu, 08 Oct 2009 09:16:00 -0800

Workplace suicides in the United States are rising fast in the faltering economy, this according to figures from a report by the U.S. Bureau of Labor Statistics (BLS). Preliminary data from the BLS 2008 Census of Fatal Occupational Injuries (CFOI) reported 251 workplace suicides, their highest level since the inception of the CFOI program in 1992, and 28 percent higher than the 196 workplace suicides recorded in 2007.

The 2008 CFOI provided a general overview of the demographic characteristics of workers who commit workplace suicide that revealed a similar profile over time. Of the 251 workplace suicides in 2008, the 2008 CFOI found:

94 percent (236 fatalities) were male;
78 percent (197 fatalities) were white;
48 percent (130 fatalities) died of gunshot wounds;
36 percent (90 fatalities) were from the 45-54 age group, and;
14 percent (34 fatalities) were workers in management positions.

In addition, the CFOI found that almost 80 percent of workplace suicides (199 fatalities) occurred in private industry, with the majority of those workplace suicides (137 fatalities) coming from the service-providing industry sector.

Like economic uncertainty, the rise in workplace suicides is not just an issue in the U.S. but a problem worldwide, as evidenced by an article on CNN.com titled “Worked to death: When going to work kills” which reported:

In France, 24 suicides and 13 attempted suicides among France Telecom employees since 2008 has put the spotlight on workplace stress and the devastating impact it can have on employees; and
In Japan, there were 377 cases of "death from overwork" last year, a phenomenon known as "karoshi" caused by stress from working longer hours in response to overseas competition and the recession.

U.S. employers concerned with the double-digit percentage jump in workplace suicides over the past year need to be aware of the increased stress on employees caused by the uncertain economy and tenuous job security. To help avoid workplace suicide, a good employer needs to know about any serious problems that an employee has and provide necessary help if those problems could harm that employee, fellow employees, and the organization.

Pre-employ.com – a leading pre-employment background screening provider – believes a good background screening program shouldn’t end after the employee is hired but it is an ongoing process. Pre-employ.com appeared in Workforce Management Magazine's 2009 "Hot List of Employment-Related Background Screening Providers" and was recognized by HRO Today as an industry leader in background screening. For more information on background screening, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. Follow Pre-employ.com on Twitter at www.twitter.com/PreEmploy.

tahearn@pre-employ.com

Background Check by Police for Jobseeker Nabs Suspect in 33-Year-Old Murder Case

Tom Ahearn — Mon, 05 Oct 2009 10:44:00 -0800

In another example of the importance of background checks during the pre-employment screening process, an article in the Atlanta Journal Constitution tells the story of a man who asked an Atlanta, Georgia-area police department to perform a criminal background check on him for a job application and then ended up being arrested as a suspect in the killing of a Missouri woman back in 1976.

According to the AJC, Johnny Wright, 63, was arrested for the 33-year-old murder of former University of Missouri student Rebecca Doisy, then 23, after paying Lawrenceville, GA police $15 to have a background check done for a prospective employer that turned up an arrest warrant dating back to 1985. When Wright returned to the police station to retrieve the background check results, police arrested him, the AJC reported.

This is the second time in recent months that a background check has helped solve a cold case by revealing secrets kept hidden by an individual. As reported by CNN, a background check done by two female campus police officers at the University of California at Berkeley helped reveal a kidnapper and crack the “cold case” of a girl kidnapped in 1991. Jaycee Lee Dugard, now 29, was abducted when she was eleven years old, and during her eighteen years in captivity gave birth to two daughters, now aged 15 and 11, fathered by her kidnapper.

As both of these cases clearly show, background checks can shine a bright light on the dark criminal pasts of people, and the pre-employment background check process can be instrumental in helping to solve even the coldest of “cold cases.”

Pre-employ.com is a nationally recognized provider of background checks and pre-employment screening for the government, health care facilities, educational institutions, non-profit organizations, and Fortune 1000 companies. For more information about background checks, visit www.pre-employ.com, email info@pre-employ.com, or call 1-800-300-1821. To follow Pre-Employ on Twitter, visit www.twitter.com/PreEmploy.

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I-9Compliance.com Webinar “E-Verify & Federal Contractors: Know The Facts” Helps Employers Avoid Chills from ICE

Tom Ahearn — Wed, 30 Sep 2009 15:18:00 -0800

When most U.S. employers hear the word “ice” these days, they probably think about the penalties for non-compliance with new government E-Verify regulations instead of frozen water.

For those employers getting chills down their spines from recent worksite raids by the U.S. Immigration and Customs Enforcement (ICE) and the new rule requiring the use of E-Verify by federal contractors that went into effect on September 8, I-9Compliance.com – a designated E-Verify service agent and member of the Pre-Employ.com Family of Companies – offers complimentary webinar titled “E-Verify & Federal Contractors: Know The Facts” that is currently available for on-demand viewing at http://www.i-9compliance.com/On-Demand-Webinars.aspx.

The enlightening webinar – presented by Jorge R. Lopez, Esq. of Littler Mendelson, P.C. and Peter Weiglein of I-9Compliance.com – features key issues surrounding the new rule that began September 8 requiring federal contractors and subcontractors to use the E-Verify electronic verification system to verify their employees’ eligibility to work in the United States. In addition, the webinar discusses ICE’s new worksite enforcement initiative that targets companies that hire illegal workers – including Executives, Managers, and Human Resources Professionals – instead of the illegal workers themselves.

Viewers of “E-Verify & Federal Contractors: Know The Facts” will learn how to maintain full compliance, reduce liability, eliminate errors, and ensure a legal workforce to avoid government audits that can lead to fines, penalties, and even jail. They will also learn answers to the following questions:

What Is ICE (U.S. Immigration & Customs Enforcement)?
What Is E-Verify & How Does E-Verify Work?
What Is The Federal Contractor Rule?
What Employees Must Be Verified & When?

Now more than ever, employers must maintain full compliance or risk government audits. A designated E-Verify service agent, I-9Compliance.com – a member of the Pre-Employ.com Family of Companies – is pre-integrated with the Department of Homeland Security's (DHS) E-Verify system and provides employers with an electronic employment verification solution to help them manage complex compliance issues in a web-based, paperless environment.

And it is a good cure for a case of the chills.

To learn more about I-9Compliance.com, view the webinar “E-Verify & Federal Contractors: Know The Facts” on demand at http://www.i-9compliance.com/On-Demand-Webinars.aspx, visit www.i-9compliance.com, email sales@i-9compliance.com, or call 1-800-300-1821. Follow Pre-Employ.com on Twitter at www.twitter.com/PreEmploy.

Press Release: "I-9Compliance.com Webinar Gives Federal Contractors the Facts About New E-Verify Rule"

tahearn@i-9compliance.com