Changes in Indiana Law Related to Access and Use of Criminal History in Employment

Effective July 1, 2012, House Bill 1033 (HB 1033) restricts employers and criminal history providers from inquiring about and obtaining certain criminal history information. As a result, employers should be aware that background reports may not provide a complete picture about an applicant or employee given the law's restrictions.

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.

How Your Authorization and Release Form Can Make a Big Difference

As a reputable employer yourself, it probably comes as no surprise that the majority of employers and educational institutions that we contact for verifying applicant history or credentials require that we provide them with an authorization (release) form signed by the applicant before they will provide any information. As people continue to become even more concerned with sensitivity of personal information and maintaining secure data, we are seeing an increasing trend in such requirements.

Do Fair Hiring Practices Mean Something Different to Healthcare Employers?

A nurse with a drug addiction was charged with stealing Propofol from the hospital where she worked. Personally identifiable information was stolen and sold by a hospital employee with access to patient files. At the hospital where he was employed, a patient escort sexually assaulted a patient in his care.

These crimes didn't happen at the same hospital, but these are actual cases where those healthcare employers were then asked 1) what they knew about each employee's criminal history 2) when they knew it and 3) what they chose to do with that information.

Pages