3 Methods for Recruiters to Differentiate Themselves from Scammers
May 14, 2024
This blog was proudly sponsored by iCIMS. iCIMS Talent Cloud is the all-in-one hiring and talent mobility platform that delivers enterprise hiring solutions across every stage of the talent journey. Learn more at https://www.icims.com/
The complex issue of workplace violence remains prevalent in our society, along with alarming statistics surrounding harassment within professional settings. Discover the significant financial and reputational costs that businesses incur due to workplace violence incidents. Invaluable insights and best practices can help employers develop a comprehensive workplace violence policy. Employers must understand the essential elements of a multifaceted approach, including the implementation of physical security measures, employee training initiatives, and the establishment of organizational protocols to mitigate violence effectively.
California Creates the First Workplace Violence Prevention Safety Requirements for Employers | California has set a groundbreaking precedent in the United States by enacting the first comprehensive workplace violence prevention safety standards applicable to various industries. This landmark legislation, effective from July 1, 2024, mandates almost all employers within the state to adopt rigorous measures to curb workplace violence. This initiative marks a significant expansion beyond the healthcare-specific standards introduced in 2016, demonstrating California's commitment to ensuring a safer working environment across all sectors.
Caregiver background checks play a pivotal role in ensuring the safety and well-being of the most vulnerable individuals in society. These checks are crucial for differentiating between standard background screenings and understanding the complex legal frameworks that must be navigated to comply with regulations. By ensuring a deep dive into the caregiver background check process, employers in the caregiving sector can significantly enhance the confidence of their clients in the safety and capability of their caregiving personnel.
Exploring Ban the Box laws, which regulate how employers can request, use, and consider criminal records in employment decisions. These laws help prevent unintentional discrimination and aid in identifying qualified individuals for roles, regardless of their past criminal records.
Los Angeles County has announced a pivotal change that is set to change how background checks are conducted for companies hiring applicants from LA County. Effective from the close of business on Friday, February 23, 2024, partial dates of birth (DOB) are no longer accessible through kiosks or online platforms. This change, marking a departure from long-standing practices, is poised to impact various stakeholders, including consumers, employers, property managers, and background screening agencies. The official notice can be found here.
In this insightful session of "Day with DISA 2024", Morgan Reynolds, Vice President of Risk and Legal Counsel at DISA Global Solutions, delved into the intricacies of the FCRA (Fair Credit Reporting Act) and adverse action laws. Morgan, with his extensive experience at DISA and legal expertise, provided a comprehensive overview of how these laws affect HR practices, particularly in the context of employee screening and background checks.
On November 16, 2023, New York Governor Kathy Hochul enacted a transformative piece of legislation—the Clean Slate Act. This landmark law aims to reshape the professional landscape for individuals with certain past criminal convictions by mandating the sealing of these records. The Clean Slate Act marks a significant stride towards fostering equal opportunities for individuals with past convictions in New York. Employers must stay informed, adapt practices, and leverage the right resources to navigate these changes seamlessly. Here's an in-depth look at the critical components of the Clean Slate Act and its potential implications for employers.
