Over the course of the year, I attended a number of conferences. This year has been no exception. One event, in particular, had a number of senior executives in finance and healthcare in attendance. I was fascinated by the conversations, candid discussions, and learning that happened among peers. One of the most interesting (and frequent) topics of conversation was on background checks for workers.

The New Form I-9 is Here: Is Your Organization Ready@f7

A key piece of the hiring process, the Form I-9 employment eligibility verification, has an upcoming deadline with which all U.S. employers must comply. The U.S. Citizenship and Immigration Services (USCIS) recently released a revised form with a revision date of November 14, 2016. While employers will be allowed to use either the current form or the new form through January 21, 2017, the new form will be mandatory effective January 22, 2017.

Colorado's Employment Verification Law Repealed: Now What?

On August 10, 2016, Colorado employers will no longer have to complete the state's affirmation form to verify that new hires can work in the United States. Public and private employers will also no longer need to collect and retain supporting documents relating to an employee's work authorization. The state eliminated these requirements with the passage and Gov. John Hickenlooper's signature of House Bill 16-1114.

Employment Verification Best Practices: Verifying the Employment History of a Temporary Worker

Have you ever wondered how you can improve the turnaround time for your background reports?  Onboarding can be a difficult and expensive process. You cannot afford a delay in the completion of the background check. Unfortunately, your candidates may be overlooking a minor but important detail that could be negatively impacting your organization’s turnaround time for your background reports. This detail could be making you less competitive and creating a frustrating, inefficient onboarding process for you and your candidates.

Considerations for Creating an Ongoing Healthcare Background Check Policy

While hospitals and other healthcare organizations generally aren’t required to run time-of-hire or ongoing background checks, they often do as part of their voluntary due diligence procedures and to mitigate their liability risk. Some states do require background checks for candidates for certain healthcare positions, but organizations typically run them on all staff members.

4 Physician Employment Trends for 2014

Last year, our Vice President of Compliance discussed the rise of physician employment after attending a session at the 2013 American Health Lawyers Association’s Annual Meeting. For hospitals, adopting a physician employment model can provide certain benefits such as assurance of physician coverage and, given the healthcare industry’s heightened focus on patient satisfaction, this can also provide your organization with greater control over quality of care.

7 Key Healthcare Background Screening and Employment Qualification Trends in 2014

While PreCheck may not have a magic crystal ball that we can go to for making this type of predictions, the following trends represent what we’ve seen in the industry as well as what we’ve learned from working with our clients each day. Here’s what healthcare employers can expect in 2014 and beyond.

Social Media Employment Screening: 6 Red Flags It Can Help Uncover

I am certain everyone has read or heard somewhere about how significantly the Internet and social media have altered the way we interact with one another. Social media gained prevalence in 2004 when Mark Zuckerberg prescribed us the drug we today call Facebook. Its progressive nature has integrated not only into our daily lives, but it has also extended into our professional lives and transformed the way employers screen and evaluate prospective employees.

Affordable Care Act Patient Navigators: Why Background Checks are Critical

When it comes to background checks, the State of Texas has been active.

Does Your Company Have Employment and Salary Verifications Under Control?

Companies have differing policies regarding the amount of information they will disclose when responding to requests for verification/information about their present and former employees. Some only give out objective information such as the employee's position and the dates of employment; while others allow the release of more subjective information, including comments about the employee's behavior, professionalism or their eligibility for rehire.