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Sunday, May 31, 2020

News


At OPENonline, we notify you of the most recent background screening and investigative news with our timely news alerts, press releases, blog articles and legislative & compliance updates. If you are interested in submitting an article to appear on our website, please contact our marketing department.

We want to assure you - we are still here to help you! We are open and ready to fulfill your screenings!!

Also included: Information on court closures and I-9 process not changed

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We are keeping abreast of the rapidly changing coronavirus COVID-19 situation. We continue to keep the safety and wellbeing of our employees, their families and our customers our highest priority. We know these are uncertain times and we are here for you.

Since last week's message, we have been alerted to many court closures, which could affect the processing of your reports and cause delays. We are posting regular updates to our customer website of the closures we are aware of from our sources. Things are changing very rapidly, so the list may not be all inclusive, but we are doing our best to keep it updated for you. 

We have also been alerted by USCIS that the I-9 process has not been relaxed or changed. This is what we received from them this week:

The current policy For I9 remains in effect and indicates, in part: “When completing Form I-9, the employer or authorized representative must physically examine, with the employee being physically present, each document presented to determine if it reasonably appears to be genuine and relates to the employee presenting it.  Reviewing or examining documents via webcam is not permissible.” Further, the current requirement found at Section 4.0 of M-274 says: “Within three business days of the date employment begins, the employee must present to you an original document or documents that show their identity and employment.”

To stay abreast of any current or future USCIS closings, please visit  https://www.uscis.gov/about-us/uscis-office-closings

Please rest assured that we are monitoring the quickly evolving situation very closely and taking additional steps to enhance our preparedness to ensure that everyone at OPENonline feels safe and is able to continue with business as usual. 

Thank you for your continued trust in OPENonline!

OPENonline's Update to Our Customers Regarding the Coronavirus COVID-19 Pandemic

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As cases of coronavirus COVID-19 have multiplied and spread across the country, we at OPENonline understand times are uncertain and the outbreak can present major obstacles to your daily routine. We extend our best wishes to anyone impacted by the outbreak. We also want to ease your concerns regarding our ability to provide service while we navigate the true impact of the pandemic.

We want to assure you OPENonline will continue to operate for you as we have in the past!! Our staff will continue providing the exceptional service you have come to expect from OPENonline.

The Professional Background Screening Association (PBSA) is conducting an industry survey. Will you help?

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We are proud to be an active member of the Professional Background Screening Association, PBSA, whose mission is to Advance Excellence in the Screening Profession. For the fourth year in a row, PBSA is conducting an industry survey of human resources professionals regarding their use of employment background screening services.

We are asking our readers and clients to take a couple of minutes to complete this short survey. Your survey responses will be confidential and will be used to help the industry continue to grow and serve the needs of you, our customers. The survey should be completed no later than March 15, 2020. Click here to complete the survey.

Maryland Joins the Ban-The-Box Movement! General Assembly Overrides Governor Veto!

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The Maryland General Assembly passed Senate Bill 839/House Bill 994, The Criminal Record Screening Practices Act, in March of 2019. In May 2019, the Governor vetoed the Bill. And on January 30, 2020, the General Assembly voted to override the Governor’s veto. So, Maryland joins multiple other states, cities, and municipalities which ban-the box on employment applications.

Society for Human Resource Management (SHRM) Advises of Three Screening Trends for 2020!

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SHRM recently posted about three pre-employment screening trends they anticipate this year. Compliance will be the main focus of all three categories and will be critically important to get right. According the SHRM, FCRA claims will continue. Laws focusing on ban-the-box, salary history bans, and marijuana in the workplace will continue to pass. And technology advancements and review will be a focus in 2020. You can read the full article and gather more information here.

Pennsylvania Amends Background Check Requirements for Employees with Contact with Children

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Pennsylvania amended section 6344(m) of the Child Protective Services Law effective December 31, 2019. The law calls for specific requirements concerning background checks for employees who have contact with children, as well as a shorter exemption period to comply with the requirements, as long as specific conditions are met.

The City and County of San Francisco Amends the Fair Chance Ordinance Poster

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The Fair Chance Ordinance (FCO) poster was updated recently by the San Francisco Board of Supervisors. Employers with 5 or more employees, City contractors, subcontractors, and leaseholders are covered by the FCO and should ensure they have posted the most current version of the FCO poster at every workplace and jobsite.  More information can be found on The City and County of San Francisco, Office of Labor Standards Enforcement website.

The Newly Adopted Human Rights Ordinance is in Effect in Grand Rapids, Michigan! Are You Compliant?

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The City of Grand Rapids, MI passed the Human Rights Ordinance in August 2019. The law took effect December 1, 2019.  The Human Rights Ordinance covers several areas including: expanding protected classes, and discriminatory practices in hiring and tenant screening, as well as in places of public accommodation. Employers and landlords within the city should ensure they are in compliance as there are provisions within the ordinance for damages and attorney fees for those found to be in violation.

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