Fingerprints – A Touchy Subject

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Is it true that just as each snowflake is different, every leaf is singular, and no one looks exactly like Steve Buscemi, every fingerprint is unique? If they’re used to solve crimes, aren’t they a completely dependable way to base a background check on a job candidate?

And today, not only crimes but smartphones, laptops and many other of our latest and most advanced devices can be secured with a fingerprint, right? Biometric technology, as it’s called, seems unbeatable since fingerprints can’t be duplicated. While you may be able to alter your visage with Photoshop and modify your voice with Audacity, fingerprints can’t be altered. We all know that. And as such, fingerprints can be relied upon as an accurate source for criminal history, correct?

In fact, the facts prove otherwise.

Ban the Box Starts January 1, 2017 in Los Angeles

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The popular initiative to “Ban the Box” was approved by the Los Angeles City Council in November and will take effect January 1, 2017.

The new ordinance applies to Los Angeles businesses that employ 10 or more employees as well as contractors doing business with the city.

The law may affect as many as hundreds of thousands of employees, according to Councilman Curren Price.

Employers in Los Angeles subject to the Ban the Box Ordinance are subject to restrictions and requirements. Read on to learn more.

Could a Job Candidate with a Criminal Record Turn out to Be Your Best Employee?

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What if you found that hiring a former felon could be a good thing for your company?

Or that it could even turn out to a great thing, with such a person actually outperforming other employees with “clean” records?

In light of a recent study from Harvard and Amherst universities indicating that doing so may actually be a wise decision for a number of reasons, it’s a notion worth deliberation.

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New Regulations Impacting Employment Screening in New York

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  New York City (NYC) has passed two new regulations in recent months that place additional responsibilities on employers conducting employment background checks. These laws are now coming into effect and employers should be prepared to comply with both: Limits to the use of credit checks We had previously discussed Bill 261-A, which limits the […]