Hidden in Plain Sight – Protecting Your Organization from Leadership Risk

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Executives who maintain leadership positions must have the passion and creativity to be inspirational and the experience to make exceptional decisions. They must also have a reputation beyond reproach. Even the slightest error or omission in their work history, if uncovered after their hire, may be seized upon by citizen journalists who can use social […]

Check and Double-Check: Re-Screening Employees

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Much may have changed since you brought a new employee onboard and ran a background check. Has he or she run into problems that could jeopardize your business? Re-screening employees may prove to be a very valuable practice for your organization, either on a regularly-scheduled basis, when an employee is promoted, or conducted randomly. Hopefully you won’t be unpleasantly surprised when an employee is rescreened, which will validate your peace of mind and faith in that employee.

But problems may have arisen since his or her initial background check. Re-screening is a prudent and reliable best-practice procedure to ensure your employees are still the best people for the job. HireRight offers industry-leading re-screening to meet your organization’s needs. Take a look at this brief article and contact HireRight today to initiate your re-screening program.

Progress on ATA’s Legislative and Regulatory Advocacy for 2016 [Podcast]

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As the end of the current Administration and the 114th Congress nears, Bill Sullivan, Executive Vice President of Advocacy for the American Trucking Associations reviews the progress made this year on key trucking legislative and regulatory issues.

Discussion topics include: status of current issues, regulatory and legislative priorities, update on hours-of-service ruling and looking ahead to 2017.

Legal Marijuana: The Surprising New Challenge for Employers

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Marijuana laws are changing across the country, and having a surprisingly profound impact on employers – not just in Colorado.

In addition to the existing 24 states and District of Columbia that have legalized marijuana for medical use and the four states that allow recreational use, 13 states are currently considering legalization measures – eight of which will vote on this matter in November.

Businesses must now determine how to operate in an era when marijuana, still federally illegal as a Controlled Substances Act Schedule 1 drug, is increasingly being legalized at the local and state levels.

Many employers and job seekers aren’t sure where state laws end and federal laws begin. This has created confusion for employers and many lack a coherent policy that covers a multi-state workforce.