All you need to place a QuickApp™ order is the applicant’s name and email address. The top line of Reference, Position/Title, and Proposed Salary are all optional, for your use. We don’t need to know what the proposed salary of the applicant is except for those anticipated to make $75,000 a year or more. In […]
California courts continue to block access to full date of birth data in court records. As a result of the California Court of Appeals decision in the All of Us or None – Riverside Chapter vs W. Samuel Hamrick, Clerk, California Superior courts have been removing the date-of-birth search field from their online portals and
Person/SSAN Search. Person Search provides up-to-date information on an applicant’s past addresses and movement patterns based on name and social security account number (SSAN). Person Search provides a report with full name and/or alternate names used by applicant dates at listed addresses, age/date of birth, and available phone information. Person Search is an investigative starting
Product Spotlight – Person/SSAN Search Read More »
The Safe-Screen™ screening process is almost entirely paperless. Roughly 99% of any information gathering, notices, disclosures, and authorizations are completed electronically. A specific information provider (Court, DMV, College, etc.) may require a “wet ink” signature on a specific form very infrequently. No paperwork shuffle, mailing, or faxing documents or you have to do data entry
Features – Paperless Read More »
[Las Vegas, Nevada, July 1, 2019] Safe-Screen™ is recognized by HRTECH Outlook magazine as a Top 10 Pre-Employment Screening Consulting/Services Companies – 2019. The Top 10 list is an annual listing of 10 companies that are at the forefront of tackling customer challenges. About Safe-Screen™ Safe-Screen™, based in Las Vegas, NV is a simple, secure, legally compliant,
When we conduct County Level Criminal Records Searches, in New York, our only option (as dictated by the court system) is to search through the New York Office of Court Administration (NY-OCA). While this is in effect a statewide search, it is the highest court fee ($65.00) in the country. Now they are limiting the
Changes to New York criminal records searches Read More »
Nevada legislation, effective October 1, 2013 establishes an unlawful employment practice for employers to use or request credit information for employment-related decisions. With certain exceptions, the Act makes it unlawful for an employer to: • Require, request, suggest or cause a prospective new employee to submit a consumer credit report or other credit information as a
New Laws for Nevada Read More »
The U.S. Equal Employment Opportunity Commission (EEOC) issued a press release on 06/11/2013 outlining their suit filed in U.S. District Court of South Carolina against BMW Manufacturing Co., LLC and a separate suit filed in Chicago against Dolgencorp, doing business as Dollar General. The EEOC alleges both employers violated Title VII of the Civil Rights Act
Nevada Senate Bill 127 (SB127) has been passed by the Nevada Legislature, signed by the Governor and will go into effect October 1, 2013. The history of the bill and complete text can be found on the Nevada Legislature site at Nevada joins California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington in limiting
Nevada joins nine other states that Prohibit Use of Credit Reports by Employers. Read More »
Every so often I get asked about the need for the documents and certifications completed when signing up a new customer. After all, can’t you simply search Google for background checks and find an online firm where you enter the applicant’s information, your credit card data, and behold! You have a background screening report? These
Warning Letters Issued by Federal Trade Commission Read More »
Copyright © 2021 All Rights Reserved, Cage & Associates, Ltd. Safe-Screen is a registered service mark of Cage & Associates, Ltd. Nevada PILB License 901. Nothing on this site is intended to be legal advice. Information contained in this communication may not take in to consideration your specific needs or location. Consultation with qualified legal counsel is recommended for all matters of employment law.
