New York Woman Steals from Archdiocese

A New York woman has been charged with stealing approximately $1 million dollars from the Catholic Archdiocese of New York. Anita Collins was hired by the church in 2003 working as an accounts payable clerk in the department of education. Her duties included issuing checks, making payments to vendors, and processing invoices (which made it possible for her to steal nearly a million dollars from her employer).

The Archdiocese explains that “the theft that was uncovered was committed by the employee using a sophisticated fraud to manipulate the accounts payable system in the department of education finance office.” Ms. Collins would issue hundreds of checks made payable to “KB Collins.” She would generate the unauthorized checks by inputting a legitimate vendor’s name in the accounting program, change the payee and vendor name on the check, then change the vendor’s name back to the legitimate one in the system, resulting in the unauthorized checks to Collins going undetected—until recently, that is.

However, the archdiocese must assume partial responsibility based on the simple fact that a pre-employment background check wasn’t conducted on Ms. Collins back in 2003. If the church conducted a simple criminal background check, they would find that in 1999, Ms. Collins was convicted of grand larceny and sentenced to community service and five years probation. The Church responded by stating “Pre-employment background checks for all employees began shortly after Collins was hired in 2003.”

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Verifying Current Employment?…Be Very Careful Conducting Background Checks

Be careful when seeking new employment while trying not to notify a current employer.

When clients order a background screening report requesting that we verify current employment for a potential new hire, we, as a courtesy, reconfirm with the client that we have the applicant’s permission to do so. There is potential liability for contacting an employer who has no idea that one of their current employees is being screened for another job.
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Class Action Lawsuit Filed Against Banking Institution for Violating the FCRA

A class action lawsuit has been filed against Capital One for violating the Fair Credit Reporting Act. On December 6, 2011, Nichols Kaster, PLLP, filed the lawsuit on behalf of Kevin Smith, accusing Capital One of violating two sections of the FCRA. The first alleges that Capital One’s disclosure and authorization form is flawed, purposely burying the disclosure form in the employment application. The FCRA requires that a separate “stand alone” disclosure form must be completed by the subject of the consumer report (cannot be part of the employment application).
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Newark NJ Wants to “Ban the Box”

Ronald C. Rice of Newark, NJ is trying to pass legislation that will prohibit employers from asking job applicants about their previous criminal activity. Affectionately called “Ban the Box” (referring to the box that applicants check when asked if they’ve been convicted of a crime), cities like Philadelphia and Detroit have already adopted this legislation. Supporters feel that employers automatically disqualify applicants with a criminal record, and don’t allow them the opportunity to explain the nature of the crime and/or other mitigating circumstances.
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Proposed Background Checks for DC Employees

Rep. Darrell Issa (Republican – California) introduced a bill on Monday that would institute background checks for Washington DC employees. Due to the increase in “outrageous abuses” in local DC government, Rep. Issa, who also chairs the House Oversight and Government Reform Committee, would like to follow the model used at the federal level.

The D.C. Employee Suitability Act (H.R. 3285) will consider applicants “unsuitable” for employment if they have the following in their background check: Continue reading

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You Have a Criminal Record…Now What?

Due to the current economic instability, employers are seeing increased numbers of applicants per vacant position. Therefore, hiring mangers have the luxury of picking the best applicant possible. That said, how does an applicant with a criminal record have a chance at competing with more desirable candidates?
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Social Media Searches Now Factored into College Admissions Decisions

Universities and colleges are now jumping on the social media bandwagon in hopes of using sites such as Facebook and Twitter to screen their prospective students. According to a recent Kaplan survey, 41% of law school admissions employees have searched social media sites to learn more about the applicants. Continue reading

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Company Settles for $2.6 Million for Violating the FCRA

A trucking company has settled in a class action law suit claiming they violated the Fair Credit Reporting Act. Vitran Express Inc. agreed on Tuesday to pay $2.6 million to settle the lawsuit, which claimed Vitran didn’t disclose to job applicants that criminal background checks were going to be conducted on them.
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School Bus Safety Laws To Tighten in New Jersey

New School Bus Safety Laws in New Jersey

New Jersey Assemblywomen Valerie Vainieri Huttle (D-Bergen District 37) and Connie Wagner (D-Bergan District 38) are working to strengthen existing state bus safety laws by requiring background checks on all school bus aides (employees who monitor and maintain safety on school buses). The existing law only requires that background checks are performed on school bus drivers.

The proposed legislation, measure A-4030 (School Bus Safety and Child Protection Act) would also require bus aides to pass a criminal background check as well as add new requirements for tampering with school bus monitoring devices.
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Lengthy Turnaround Time for Background Checks

I read an interesting article today that dealt with the issue of background checks and the length, or anticipated length of time it should take to complete a screening.  As a company we strive to return reports in a timely manner (usually within 72 hours), while ensuring maximum possible accuracy of the information concerning the subject of the report.  That said, a school district in Oklahoma employed a bus driver named Steven Steffens (aka Terry Cobon) from November 10, 2010 to April 11, 2011.  The district has a background screening policy in place that requires employees to be fingerprinted and screened against the FBI’s criminal database.  It took approximately five months for the Oklahoma State Department of Education to return completed results for Mr. Steffens, which determined that he was a convicted sex offender.
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