Ban the Box is the name of an international campaign by civil rights groups and advocates for ex-offenders, aimed at persuading employers to remove the ‘check box’ if you’ve been convicted of a crime from their application. Its purpose is to enable ex-offenders to display their qualifications in the hiring process before being asked about their criminal records. The premise of the campaign is that anything that makes it harder for ex-offenders to find a job makes it likelier that they will re-offend, which is bad for society.

• • Federal FCRA regulations state that inquiring about past convictions or imprisonment is prohibited and will not be justified by business necessity, UNLESS:
    • Conviction or imprisonment occurred within the last seven years; OR
    • Conviction or imprisonment reasonably related to job duties

• • Federal FCRA regulations state that inquiring about arrests must include inquiry as to whether charges are still pending, have been dismissed, or led to conviction of a crime involving behavior that would adversely affect job performance, and the arrest occurred within the last seven years.

• • State requirements for background checks vary in terms of what industry, what sources of information must be checked, which job positions require background checks, and what types of convictions prohibit employment.

• State level FCRA rules restrict reporting periods for convictions, limit arrest reporting, and can even remove restrictions based on annual wage data for the applicant.

• Multiple facilities/jobs nationwide

  • Following Federal/State regulations
    • FCRA (15 states have own FCRA rules)
    • Ban the Box (30 states with some ban type)
    • State-level healthcare regulations
  • Consistency in policies & hiring practices
  • HR partner oversight of applicant status
  • Recruiter involvement and access to results
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  Multiple and different job positions

  • Up to date job descriptions
  • Well-defined qualifications (e.g., physical requirements)
  • Job postings and application are consistent with job descriptions and qualifications
  • Correct checks conducted for each position
• 
  

  Screening requirements

  • Pre-hire background checks vs. annual checks
  • Drug testing, Immunizations & Physicals/Shots for some positions
  • Disqualifying offenses in healthcare
  • Understanding hiring laws as they relate to criminal procedure law and penal law (convictions vs. arrests)
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  Dealing with employee turnover

  • Worker’s Comp claims
  • Coverage for lost employee (e.g. licensed professionals)
  • Other legal issues (negligent hiring, unemployment)
  • Must kick-start recruitment process & find applicants, conduct interviews and make the job offer
  • Need consent form and FAST screening (BGC, DT, Physical/Shots)
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  Screening process challenges

  • Missing data on job application results in excessive calls/emails and huge delays
    • Name at time of graduation
    • Name and address of GED school
    • Employer addresses & dates of employment
    • Direct or agency employment

  • Obtaining a signed release form under FCRA
    • Some educational and financial institutions need a wet signature to release data
    • Delays BGC process by 2 days
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  Coordination of Drug Testing & Physicals

  • No single vendor with all 3 offerings
  • Need large, nationwide clinic networks
  • DT clinics do not offer physicals; need separate networks
  • Timing of ordering (after BGC is completed)
  • Scheduling of applicants
  • Timeliness of results
  • Easy access to results and reporting

First, we will send you an agreement to review and sign. Once the agreement is signed, we will create your portal account and send you your login credentials to the portal. A web demonstration is also required so you know how to use the portal correctly. 

You are billed monthly based on the number of background checks and services you submit to us. There is no minimum or maximum requirement to submit to us. A monthly invoice will be emailed to you. You have the choice to securely pay with a credit card or mail us a check.

There is a yearly data protection fee of $250.00 that is due at the time of contract signing and annually.

Investigators will ask what browser the applicant is trying to sign the release form on. Applicants are informed to either use Google Chrome or Firefox to complete the process.

Drug Testing is available in the Binghamton and Ithaca offices as a walk-in service only, no appointments are taken or required. Drug testing hours are from 8 am to 3:50 pm. They must have a valid photo ID, and results are sent directly to the employer. If the test is for personal reasons, you will be emailed the results directly.

The Investigator will take down the applicant's name, applicant ID number, refund amount requested, email address for refund, and services that need a refund. The Investigator will then let them know the information has been recorded and management will review the request and provide a response. They inform the caller the process can take up to 48 hours.

If a caller is having trouble locating the requested W-2s, Investigators will direct them to create a free account at IRS.gov. The Investigator will take down their email address to send them instructions on how to obtain Wage and Income Transcripts from IRS.gov. 

Steps include:

1. Visit IRS.gov.
2. Get your tax record. 
3. Get Transcript Online.
4. Sign if they have an existing account or create a free account.  
5. Select Reason for Transcript
6. Select Wage and Income Transcript years requested