Japanese Man Faces Criminal Charges for Cooking, Serving His Own Genitals …
Putting aside the dubiousness of Suginami's actions as a human, should he really liable to face criminal charges for voluntarily cooking up his genitals in front of an audience there of their own volition and feeding them to paying customers? It's a …
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MF Global Criminal Charges Unlikely As CFTC Looks To Civil Cases
WASHINGTON, Sept 12 (Reuters) – Prosecutors investigating the collapse of failed commodities brokerage MF Global are close to wrapping up their criminal probe and are unlikely to file criminal charges, a move that could pave the way for regulators to …
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Online background checks have grown increasingly popular since the Freedom of Information Act has eased restrictions of accessible public data. One research firm is now making its one billion once private records available to the public for free or a detailed report for a small premium charge as low as $ 1.00. Intelligator LLC, is allowing anyone that wants to conduct a background check, email search, reverse phone lookup or employment records search to do so from its secure website. In just a matter of seconds, a person or company can find the unlimited details about any person anywhere in the world.

Employee theft and embezzlement are two of the factors that cause employers to lose over one billion dollars annually in the U.S. according to FBI crime data. The use of digital technologies like scanners and smartphones are making it much easier for once trusted employees to steal sensitive company data. Someone with a past record of employer theft could easily hide this information by creating a new identity. One way that companies like Intelligator are helping small business owners is to provide unlimited free and premium searches of once private information. A secure website portal is used to find the name, address, email address, telephone number and past occupations of any person in the nation.

Delivery companies that depend on drivers with a flawless driving record usually obtain background information from a state motor vehicle license bureau. This information can reveal if an employee or potential employee has a current or expired driving license. This information is typically limited and might not include criminal charges that were incurred out of state. The Intelligator online background checks service pulls criminal record history, drunk driving history and domestic violence history with a simple search of a persons name. Companies that offer public sector services could find this data useful to increase the level of security internally and to a network of customers.

The data that is included in national database networks had been shielded from public accessibility by corporations that resell this data to market research firms. The growth of data management has broadend the services that are now attainable by the general public. The one billion once privatized records that are available in the free online background search service from Intelligator can be used by any adult that is over the age of 18 years.

Indiana Law Takes a Bite Out of Criminal Background Checks
A new Indiana law limits certain types of criminal history information available to employers…
Read more on JD Supra (press release)

Crime and Punishment: Using criminal law to support growth and economic …
European Commission Viviane Reding Vice-President of the European Commission, EU Justice Commissioner Crime and Punishment: Using criminal law to support growth and economic recovery Inaugural meeting of the Expert Group on EU Criminal Policy …
Read more on EU News

Kosovo's deputy prime minister quits over media law row
PRISTINA (Reuters) – Kosovo's justice minister and deputy prime minister Hajredin Kuci resigned on Friday after parliament passed a new penal code comprising two articles the European Union says will undermine.
Read more on Reuters

Talking to home health care providers at the Visiting Angels Annual Conference this year being held in Minneapolis Minnesota, Don Dymer, president and Chief Operating Officer of Single Source Services background screening corporation commented on the interesting nature of the location of this years conference.

Dymer traveled to the conference also to introduce ArrestAlarm, a monitoring system that tracks criminal arrests and provides employees with instant access to arrest information. Background screening shouldnt stop once someone is hired. warns Dymer. Things change, people change. We now can offer our clients the ability to access over 3,000 interfaces with law enforcement across the country to access real time arrest information along with tens of millions of historical incarceration and booking records representing nearly three quarters of the jail population.

Minnesota has been a state to watch recently for how they treat crimes against the elderly. noted Dymer. Minnesota is one of only five states that treats abusive caregivers crimes as misdemeanors with small fines and little to no jail time regardless of the severity of the crime. Then, in April all of that changed with the introduction of a bill that would punish offenders with significant fines and substantial prison terms for crimes against the elderly and at risk adults.

Why does this interest this man from Jacksonville Beach, Florida? Its quite simple really, Dymer explains, I have been following this story because my company provides background screening to the home health care industry. Ensuring that we find suitable employees who will be entrusted with the care of the elderly is serious business. However in this case, it appears that home health care agencies have not fully supported this bill which would increase the punishment against elder abuse because of the fear of increased exposure and unfair charges that might be brought against their own employees.

Home health care agencies can eliminate that threat by instituting a painstaking approach to background screening. A professional background screening program immediately validates and provides the home health care agency with a paper trail. Proving beyond question, that the agency has fully vetted a prospective employee before allowing them access to their elderly, housebound, clients, explains Dymer. Whether this legislation passes in Minnesota, it just makes good business sense to protect your own interests and that of your clients by carefully screening not just employees but volunteers as well.

Dymer emphasizes his point, Large or small home health care providers need to ask themselves some basic questions, 1. Have I validated the past residences of all of my staff? 2. Have I carefully cross referenced social security numbers with work history, 3. Have I accepted the rationale for huge gaps in employment history simply from what the applicant told me during the interview? 4. Have I taken any shortcuts with any of my staff merely because they just worked for an agency I am familiar with and I assumed that agency thoroughly checked them out? 5. Have I checked my staffs driving records, or checked to see if they have been arrested?

Why does Dymer recommend outsourcing your background screening? Thats also easy. If home health care agencies are concerned that stricter penalties for elder abuse by caregivers puts them in jeopardy, then it seems obvious that if they assign the task or investigating all candidates suitability to a reputable background screening company, that background screening company becomes in effect, a valuable witness to the screening.

At SingleSource we document every step and we provide our clients with an employees full history. If a vulnerability exists in a potential candidates history, we dig deeper. In many cases, our staff picks up on trails like detectives checking with county records if they suspect that a crime may have been committed and hasnt been reported to a national data base yet.

Why do home health care providers need this? An employee who got arrested for a DUI last night in many cases isnt going to report to work the next day and march in and let you know of the arrest. The same is true of loss of license, battery, etc. In many situations, the need for a paycheck and job overshadows the value of telling the truth. Not knowing puts the business owner/employer in jeopardy as well as their clients.And all too often, increased arrests indicate escalating violence or the propensity to do harm.

My advice to Minnesota Governor Mark Dayton and elder abuse bill supporters Steve Gottwatt and others is to educate health care providers on the importance of careful, diligent background screening as an effective means to cover and protect home health care providers from negligent lawsuits., notes Dymer.

SingleSource Services is located in Jacksonville Beach, Florida.The company provides background screening to over 2,500 business across a wide variety of industries and nonprofit organizations, including over 200 Visiting Angel franchisees. SingleSource (http://www.singlesourceservices.com) was founded in 1995 believes that backgrounds are like fingerprints and provides human resource management tools and prides itself on its customer relationships and strong commitment to fulfill its corporate civic duties.

Source (*) U.S. Government Accountability Office, 2011

Find More Dui Press Releases

im curious if the civil fine will show up on a background check. (i just applied for a job at costco)

Best answer:

Answer by BR
It may, but ought to have little impact on whether you are hired.

Add your own answer in the comments!

Alright, I met this girl at my college last week in my walking class…it had been raining, so we were strangers at this point but I offered her a ride in my car back to the main campus…and she got in, and we flirted for about 5 minutes until I dropped her off. On the 2nd day of class, we walked together, flirted, and it wasn’t raining but I offered her a ride back to the main campus…when I dropped her off I asked if she was single…she said yes, and then gave me her number.
Today it was raining, and she text me this “Is my dorm on your way to class? You could be a REALLY good person and help out a desperate friend in need!! wanna? ”
So I text her back “You do sound pretty desperate to see me. Sure, what do I get in return?” (btw, she knows I’m sarcastic). She immediately texts me back this…
Her: “What do you want in return?”
I never answered her because I drove up to her dorm at this time. She got in my car, and off to walking class we went, where we flirted and talked the entire time. After this, we got back in my car and she very randomly asks me “Hey, so you never told me what you wanted in return…”
So I laugh and say “Hmm, what are you doing this weekend?” She replies “I have to go home this weekend to see my family” …I try not to appear bummed, and she quickly starts rambling off her schedule and says “But I’m free Tuesday. Wanna do something?” I say yes, and then she gets out of the car and before she shuts my door she says “Okay, I’ll text you! Go to class!” in a flirty tone of voice.
Ten minutes later she texts me “Thanks again for the ride and for talking to me the whole class. I know I can’t be THAT interesting.” I text her back “You’re very welcome, and I *guess* I find you pretty interesting ”
Her: “Lol well im glad to hear it ”
I don’t text her back for about 2 hours, but then I do and say “Hey I just woke up from a nap. This weather seriously puts me into a coma…the good kind lol. I was meaning to ask you, do you like coffee?”
Her: “I used to work at starbucks actually, i love love love coffee drinks, but actual black coffee is nasty. Lol but yes, i do why?”
Me: “Hah, right on! My dad raised me to drink my coffee black though…he promised it’d make a man out of me lmao…anyway, I’d like to take you out for coffee Tuesday. Would you like that?”
Her: “fah sho! hahaha yeah, that would be fun.”
Me: “Awesome, we’re going to have a lot of fun i’ve got some studying to do now, so I will chat with you later!”
Her: “Lol sounds good, have fun! Haha”

Alright, first of all…thank you for reading all of that. I just have two questions:
1. Is she using me for rides to class, or does she really like me?”
2. Did she ask me “Hey, so you never told me what you wanted in return…” because she wanted me to ask her out on a date? Or…is she only doing all of this because she feels like she OWES me a date?

Best answer:

Answer by Nobody in particular
I’ll answer your essay with a question : Does she bring you sandwiches and have sex with you?

The answer to that question, and your question, are the same.

Give your answer to this question below!

I was NOT arrested, NO fingerprinted just got a court date notice, went to the initial hearing, pleaded NOT Guilty. After that, my lawyer talked to the prosecutor, and the prosecutor talked to the owner of the vehicle. Right After the prosecutor made sure that my insurance company had paid for that vehicle, he dismissed my case “in the interests of justice”.

I am waiting to submit my I-485 form, and I would like to know if I will have any criminal record in FBI database? Will I pass FBI background check since there is no arrest or fingerprint?

Should I answer Yes or No to the question on I-485 form “Have you ever been arrested, cited, charged, indicted, convicted, fined, or imprisoned for breaking or violating any law or ordinance, excluding traffic violations?”

Thank you so much for help!

Best answer:

Answer by WilliamG
You were not convicted of any crime. Tell them the truth.

Give your answer to this question below!

The 2012 EmployeeScreenIQ trends report is now available to download

Cleveland, OH (PRWEB) March 07, 2012

A new survey from EmployeeScreenIQ looks at the ways companies interpret and use background screening results to make hiring decisions in a time of rapidly evolving federal and state employment laws, increased enforcement by the EEOC and escalating litigation, including an explosion of “failure to hire” lawsuits.

The 2012 edition,”Threading the Needle: Employment Background Screening in an Age of Increased Litigation and Legislation” indicates that HR professionals are responding thoughtfully and responsibly to adverse background check results despite growing challenges regarding their use – and in some cases, misuse. The 20-page report examines a variety of topics ripped from the headlines, including the impact of criminal records on hiring, the use of social networking in the screening process and the legitimacy of online universities.

The survey also included two hypothetical hiring scenarios inspired by public figures, although their true identities were hidden from respondents. Based on what each individual’s background check might reveal, over 90 percent of survey respondents said they wouldn’t hire controversial actor Charlie Sheen and 84 percent of respondents would not hire U.S. Vice President Joe Biden, who famously exaggerated his educational qualifications.

More than 650 individuals from a wide range of U.S. organizations that use employment screening firms completed the survey in late 2011. It’s available for complimentary download by visiting: http://www.employeescreen.com/whitepaper_threading-the-needle.asp

Among the top findings:

72 percent of respondents confirmed that qualifications trump criminal records when making hiring decisions. In fact, candidates are turned down because of criminal records less than 10 percent of the time, according to 70 percent of respondents.

The majority of respondents estimate that up to 40 percent of candidates distort or exaggerate information on their resumes. 83 percent say fabricating educational qualifications is the most egregious resume lie.

In a typical finding, 99% of those polled are concerned about felony convictions. However, 63% say they would be concerned by misdemeanor convictions and 30% expressed concern about infractions.

Employers are divided regarding their use of social networking sites such as Facebook, LinkedIn, and others as part of the background screening process.

71 percent of respondents said it’s important that their screening providers be accredited by the National Association of Professional Background Screeners. However, less than 2 percent of screening providers are actually accredited by the NAPBS.

Respondents are more concerned with quality of results than cost or turnaround time when selecting a background screening provider.

“The need for employers to protect their interests has never been greater, as employment laws continue to evolve in profound ways and as the impacts of litigation to a company’s reputation and bottom line can be catastrophic,” says Nick Fishman, chief marketing officer of EmployeeScreenIQ. “They must continue to strike a balance in this atmosphere of amplified legal risk—walking a fine line between insulating themselves against lawsuits while somehow managing to conduct background checks in an acceptable and legally compliant manner.”

About EmployeeScreenIQ

Founded in 1999, EmployeeScreenIQ is a Cleveland, Ohio-based employment screening company offering a variety of employment screening services to mid- and large-cap organizations throughout the world, including those in North and South America, Europe and East Asia. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by less than two percent of all employment screening companies. For more information, visit http://www.EmployeeScreen.com.

Media Contacts:

Nick Fishman, EmployeeScreenIQ

(847) 564-5410

nfishman(a)employeescreen.com

Jackie Jusko

HRmarketer for EmployeeScreenIQ

(415) 460-9984

jjusko(a)hrmarketer.com

This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

©Copyright 1997-

, Vocus PRW Holdings, LLC.
Vocus, PRWeb, and Publicity Wire are trademarks or registered trademarks of Vocus, Inc. or Vocus PRW Holdings, LLC.

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Question by CowboysFan4life: Question about Background check?
Graduated college and started looking for a job. Ive been arrested twice.

1st one I was arrested for trespassing but never charged, never appeared in court because I hired a lawyer and he handled it. The prosecutor threw out the case. I had that expunged/Sealed

2nd instance I got an open container and got a notice to appear. I went to court on the date on the ticket along with 100 other kids and was put in a diversion program. Since it was 100 miles away they said I could send in the 170 dollar fine and do my 15 hours of community service at a nonprofit organization as long as the completion of hours were mailed on letterhead. I never got anything about the program till I went up to the court. I never got anything mailed to me about the completion of the program. the probation officer clearly told me to write “ATTENTION ADDRESS CHANGE” and to put my address i recently lived at since I lived up at school. She told me to do this because the cop had my drivers license and put my address for my parents house. Parents didnt get anything either. I told them all about it.

Point being is I paid for a background just to see what would come up so I could disclose info if companies/jobs ask and the check said this information:

it had 1 arrest and under charge it just stated… “criminal” and under dispositions it was BLANK? The charge didnt say “open container” “misdemeanor” or “open container misdemeanor”etc… it confuses me really bad and it scares me that the disposition is blank? WTF do I report to jobs, and how the hell do THEY take this? the word criminal could mean I killed someone? lol…

Anyways Lawyers, Police Officers, or Judges know whats up?

Thanks

Best answer:

Answer by Jared
You should contact the clerk of the court the case was in. You could get it removed since you were in the derversion program. If that does not work contact a lawyer who can get it removed for you. I have heard of websites that have networks of lawyers that can clean your record for a small fee. If you Google expunge criminal record you can find a lawyer that can help you. If you explain the situation to an employer they will probably not hire you maybe a small company would but not a larger better paying company. I have a record too.

Give your answer to this question below!

Greenbelt, MD (PRWEB) January 26, 2012

On January 25, 2012, United States District Court Judge Deborah K. Chasanow denied Defendant Domino’s Pizza’s Motion to Dismiss in Singleton, et al., v. Domino’s Pizza, LLC, 8:11-cv-01823-DKC (D. Md.). In a lengthy opinion, the Court ruled that the plaintiffs properly alleged that Domino’s violated the Fair Credit Reporting Act by (1) running background checks on employees without proper authorization; and (2) “systematically” failing to provide employees with copies of their background checks prior to taking adverse employment action against them.

In addition to allowing Plaintiffs go forward with their claims, the Court ruled that the plaintiffs properly alleged that Domino’s violations were “willful.” Although Domino’s argued that its interpretation of the statute’s disclosure and authorization requirements was not unreasonable, the Court disagreed. According to the Court, “Domino’s fail to show that its interpretation of was ‘not objectively unreasonable.’”

“We are pleased with the Court’s ruling and eager to move forward with our claims,” said Plaintiff’s attorney Kai Richter. “The disclosure and consent requirements of the Fair Credit Reporting Act provide basic protections to workers when their jobs are at stake. There is no excuse for a company to ignore these requirements when conducting background checks on employees and job applicants,” said Richter.

Plaintiff Adrian Singleton formerly worked for Domino’s in Waldorf, Maryland. Plaintiff Justin D’Heilly formerly worked for Domino’s in St. Paul, Minnesota. Both Singleton and D’Heilly allege that they were terminated from Domino’s based on undisclosed information in their background checks that was never shared with them by Domino’s. Moreover, when D’Heilly later contacted the St. Paul Police Department to determine what information Domino’s might have obtained, he was told that his record was clean with the exception of two speeding tickets.    

Plaintiffs are represented by Kai Richter, Michelle Drake, and Rebekah Bailey from the law firm of Nichols Kaster, PLLP, as well as by Alane Tempchin of Sullivan, Talbott and Batt. Nichols Kaster also represents employees in a similar case, Smith, et al. v. Capital One, N.A., 1:11-cv-03504-RDB (D. Md.). Nichols, Kaster has offices in Minneapolis, Minnesota and San Francisco, California. Individuals may find more information about this action at http://www.nka.com or by calling (877) 448-0492.

###

©Copyright 1997-

, Vocus PRW Holdings, LLC.
Vocus, PRWeb, and Publicity Wire are trademarks or registered trademarks of Vocus, Inc. or Vocus PRW Holdings, LLC.

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