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Upcoming Events
Corporate Screening will be attending the following events in the next several months. If you are attending one of these events, we invite you to stop by our booth to learn more about our comprehensive suite of pre-employment and student background screening products and services.
OHA Annual Meeting
June 12-14, Columbus, Ohio
HR Star
July 25, Independence, Ohio

Employers in all fields deal with the issue of resume fraud. Candidates may include fraudulent information about education, employment and references. A SHRM report states that education and experience are the two most commonly falsified types of information on a resume. And it isn’t uncommon to hear about people in prominent positions who lose their jobs because of lies on their resumes.
A recent article Washington Post chronicled how a group of high school reporters and editors in Kansas did some research on their recently hired principal and discovered discrepancies in her resume as a result. The students researched the university from which she claimed to have received her postgraduate degrees, and discovered that it was a diploma mill. The principal resigned after an article was published in the school paper that questioned the legitimacy of her degrees.  

What exactly is a diploma mill? Diploma mills are schools that offer credentials, transcripts and diplomas for a fee based on little or no work. They may also offer diplomas based on “life experience.” Diploma mills have been around for a long time, but with the increasing popularity of online education, their numbers have increased.


In a competitive job market, candidates fake credentials to get work or advance their careers. And it appears that people are not shy about sharing their diploma mill degrees, which can be seen on resumes that are listed on sites like LinkedIn.  Potential reasons for employers to be concerned about educational fraud includes the potential harm to others if a candidate claims to have knowledge and training that he or she does not, as well as public embarrassment if others discover this information and the employer was unaware of it.


But it is possible to combat the issue of education fraud, though, by conducting a thorough background check. Corporate Screening’s analysts are trained to recognize the red flags that are associated with diploma mills, and we conduct continuous training exercises that keep our staff up-to-date on the latest trends.  


And there's more than just training. We have implemented policies and procedures for recognizing diploma mills, and alerting our clients when we come across schools whose legitimacy is questionable at best. Clients can be sure that if we are questioning the legitimacy of a school and are alerting them to this concern, we have good reason to believe the school is less than reputable.


Corporate Screening also encourages clients to review their policies when it comes to dealing with applicants whose education legitimacy has been brought into question. Throughout the process, we strive to provide you with information you need make an informed hiring decision.


A recent FTC blog post reminds employers that with background check disclosures, simple is better. As you know, the Fair Credit Reporting Act (FCRA) requires employers to provide prospective employees with disclosure forms and get their authorization prior to doing a background check.

The FCRA requires employers to provide a “clear and conspicuous written disclosure that you plan to get a background screening report about them” and you must also get written authorization from that person that gives you permission to do the background check.


Doing this is easier than you may think, according to the FTC. Keep it simple. “Use clear wording that the prospective employee will understand.”


The blog warns employers to avoid using complicated legal jargon. It also tells them to refrain from adding extra acknowledgements and waivers (instead, additional waivers, authorizations and disclosures should be in a separate document).


If you have questions about your background authorization and disclosure forms, Corporate Screening can help. Contact your account representative or Client Support for assistance.


In early May, the Indiana General Assembly passed Senate Bill 312 (SB 312), which bans local governments (i.e. counties, municipalities and townships) from adopting “ban the box” ordinances. Lawmakers say it was designed to create uniformity within the state.
Prior to the bill’s passage, the only municipality with “ban the box” restrictions for private employers was Indianapolis/Marion County. That local law has been pre-empted by SB 312.

In December, Corporate Screening shared information about the Fair Chance Initiative Ordinance that passed in Los Angeles. Although the Ordinance went into effect soon after passage, the city will begin enforcing penalties and fines beginning July 1, 2017.  Since the passage, the city has provided additional information and guidance for employers to assist in complying with the ordinance.
Under the ordinance, employers located in Los Angeles are prohibited from inquiring into or seeking a job applicant’s criminal history unless and until a conditional offer of employment has been made to the applicant. This includes prohibiting:
  • Questions on an initial employment application regarding criminal history;
  • Questions about criminal history during an in-person interview; and
  • Conducting any sort of criminal history background check before extending a conditional offer.
Additionally, employers have posting requirements to inform applicants of the provisions of the ordinance.

Adverse Action Requirements

Once employers review an applicant’s criminal history, the employer may not take any adverse action (such as a denial of employment) unless the employer completes and provides the applicant with a written assessment of the applicant’s criminal history “that effectively links the specific aspects of the applicant’s criminal history with risks inherent in the duties of the employment position sought by the applicant.”


Employers are required to:

  • Provide the applicant with written notice of the adverse action including a copy of the Individualized Assessment form;

    • Los Angeles has provided a sample letter which can be incorporated into your FCRA pre-adverse action letter.

    • Individualized Assessment form

    • Any documentation used to make the decision (this would include a copy of the background screening report)


  • Provide the applicant with five days after receipt of notice to submit information refuting the findings of the assessment by disputing the information or providing additional information such as evidence of rehabilitation and good conduct.

    • If the applicant provides additional information, the employer must review and assess the additional information.

    • Employer must complete the reassessment portion of the Individualized Assessment Form and provide to the applicant informing them of their ultimate decision.


  • Retain records of such adverse action assessments for a period of three years from the date of the initial application.


Exceptions to the ordinance include:

  • If the employer is required by law to inquire about criminal history;

  • If the position requires the applicant to carry a gun; or

  • If other laws prohibit persons with criminal histories to hold the position in question.

Enforcement and Penalties

Under the ordinance, employers are subject to administrative enforcement as well as civil action in court.

  • Applicants or employees that believe an employer may be in violation of the ordinance may report the alleged violation within one year of the violation to the Department of Public Works, Bureau of Contract Administration (“The Department”), which shall investigate the complaint.

  • The Department may also initiate an investigation of alleged violations.

  • If an employer is found to be in violation of the ordinance the Department will issue a written notice requiring the employer to cure the violation and may impose administrative fines of up to $2,000 per violation.

  • An applicant or employee may also bring a civil action in court for violation of the ordinance within one year of completion of the administrative enforcement process.

For more information from the City including sample public notices, please visit their website.


If you would like further assistance and guidance from Corporate Screening, please contact your Account Representative.

Philadelphia Wage History Ordinance
On May 23, 2017, a new Philadelphia ordinance went into effect that prohibits employers and employment agencies from asking about a job applicant’s wage history. The ordinance amends Title 9 of the Philadelphia Code, adding wage equity measure to Philadelphia’s Fair Practices Ordinance.


Specifically, the ordinance prohibits employers or employment agencies from:

  • Asking about a job applicant’s wage history (either in writing or in another way);
  • Requiring candidates to disclose their wage history;
  • Conditioning employment or an interview on an applicant’s disclosure of wage history;
  • Relying on the applicant’s wage history in determining the wages at any time in the employment process, including negotiating or drafting an employment contract (unless the candidate “knowingly and willingly” disclosed their wage history); or
  • Retaliating against a prospective employee if they do not comply with any wage history inquiry.

The definition of wages is broadly defined, and includes all earnings, including benefits and “wage supplements or other compensation whether payable by the employer from employer funds or from amounts withheld from the employee’s pay by the employer,” such as other lawful deductions.


Complaints have to be filed within 300 days of an alleged violation with the Philadelphia Commission on Human Relations (“Commission”). If the investigation is not concluded within a one year period, the individual can take the matter to court within two years of the Commission’s dismissal. Employers may be subject to “equitable relief, compensatory and punitive damages, attorneys’ fees, and costs.”


Employers should review their hiring applications and other materials, removing inquiries about wage history. In addition, they should review their policies and procedures, reminding recruiters and hiring managers not to ask applicants about their salary history.


Corporate Screening can accommodate employers in Philadelphia if they wish to no longer receive wage information as part of a background report in order to avoid any appearance of misuse of wage history when determining wages. If you wish to discuss your options, please contact your account representative.

Pharmacies in Ohio, be advised that in April the Ohio Senate approved Senate Bill 319, which changes the requirements for practice as a pharmacy technician, as well as the permitted scope of work.  It’s important to understand these changes, as they will affect hiring new technicians, as well as ensuring compliance for currently employed pharmacy techs.

Under the new statute, pharmacy technicians may be either registered or certified. The requirements for registered technicians are as follows. They must:

  • Be 18 years old minimally,
  • Have a high school diploma or equivalent,
  • Pass a criminal background check,
  • Be of good moral character, and
  • File a statement from the employing pharmacy’s Responsible Person (Pharmacist in-Charge) that the technician has completed an education and training regimen approved by the Board of Pharmacy.

Pharmacy techs that have been employed since before April 8, 2009 are able to be registered even if they do not have a high school equivalence.


To register as a Certified Pharmacy Technician, the technician must comply with all of the above requirements, as well as obtain and maintain a certification from a program recognized by the Board of Pharmacy. Additionally, they must have a high school equivalency, without exception.


Background Check Requirements

If a pharmacy technician has had a criminal background check performed within the last two years, then, until April 6, 2019, they may request the Bureau of Criminal Identification and Investigation make that background check available to the Board, rather than requesting a new background check. After April 6, 2019, a pharmacy technician will have to obtain a new background check as part of the registration process.


Is your organization optimizing your background screening integration within Oracle Taleo Onboarding? If not, Corporate Screening can help!

This year, Corporate Screening will be exhibiting and presenting at OHUG, which is being held in Orlando, Florida from June 6-9, 2017. We offer a first-of-its-kind validated background screening solution that integrates with Oracle Taleo Onboarding Cloud Service. It seamlessly integrates with Onboarding, providing you with customized workflow automation designed to reduce labor and expedite your onboarding process.


And we are excited to announce that this year we have partnered with ThinkTalent to present Leveraging the Benefits of Integrating Onboarding with Your Background Screening Program at OHUG. The session will be held in Salon 1 on Wednesday, June 7, 2017 from 3:15-4:15 p.m.


Stop by and visit us at Booth 414 or contact our Sales team to find out more about how our background integration seamlessly integrates with Onboarding, offering a customized experience that saves time and speeds up hiring.


2017 Webinar Series: Don’t Miss Our Upcoming Webinars
Corporate Screening’s monthly educational webinar series continues in June with Public Records: What Are They?, which will be held on Wednesday, June 14 15 2 p.m. EDT.

The webinars are free and educational in nature. We invite you to join us to find out more about issues that affect users of background screening reports. Webinars are held on the second Wednesday of each month at 2 p.m. Eastern.


Upcoming topics and dates include:


  • Public Records: What Are They? on Wednesday, June 14 15 2 p.m. EDT
  • Business Background Screening on Wednesday, July 12, 2017 2 p.m. EDT
  • Background Screening for Healthcare Organizations on Wednesday, August 9, 2017 2 p.m. EDT


To register for one of these upcoming webinars, please contact Client Support at 800-229-8606, option 4. Additional webinar topics will be publicized regularly throughout the year, so stay tuned for further announcements.

So mark your calendar for the second Wednesday of each month and join us!


VerifyStudents Corner
Integration Partners Provide VerifyStudents Clients with Customized Service Options
Corporate Screening has partnered with several student clinical rotation management/recordkeeping providers, including ACEMAPP, Trajecsys Corporation, and Typhon Group, integrating our VerifyStudents screening and compliance products to allow for a single source to view and access student backgrounds, drug screening and immunization tracking results.


These clinical rotation management/recordkeeping providers are experts in their fields, with decades of experience helping allied health programs coordinate and manage their students’ clinical rotation experiences. Their clinical compliance solutions and services have been carefully designed and are trusted by a great number of higher education providers throughout the country. Their goal is to meet schools’ clinical rotation needs, and they offer services that include scheduling, recordkeeping, reports, communication and more.


Integrating student backgrounds and compliance solutions with clinical rotation management/recordkeeping experts helps schools streamline their operations, saving both time and money. The integration lets schools and clinical sites access an easy-to-read dashboard that shows which students are compliant and which are not.


Why Work with Strategic Partners?

Although some background organizations seek to develop their own clinical management sites, it’s difficult for one business to do everything all by itself. As much as we all would like to know everything about everything, that isn’t possible. Isn’t it better to focus on what you do well?


That’s what Corporate Screening does. We concentrate on doing the student background work, and our knowledgeable student clinical management partners focus on their field of expertise. Doing so adds value for our VerifyStudents clients and offers them the best solutions, faster.


As each partner brings their years of experience to the table, and focuses on what they do well, the partnerships are beneficial for everyone. And ultimately, VerifyStudents clients can access more resources through these partnerships, which lets them select the experts who best meet their needs.


In the end, the integrations provide more options to meet your program’s unique needs. With their years of experience, our clinical rotation management/recordkepping experts offer best-in-class solutions. If you have questions or need assistance, you have access to help and information provided by the experts - from clinical rotation management professionals and student background screening pros. 


And in the end, offering solutions customized to your needs is the reason why VerifyStudents by Corporate Screening continues to be the background screening product of choice for colleges and universities.  

Corporate Screening Partners with Typhon Group

Offers Higher Education Institutions the Option to Integrate Student Screening & Compliance Services with Clinical Management & Tracking


Corporate Screening is pleased to announce its partnership with Typhon Group, the trusted leader in student tracking systems for nursing and health education. The partnership integrates CS’s VerifyStudents screening and compliance products directly into Typhon Group’s student tracking software to create a single source to view student background checks, drug screenings, and immunization tracking results.


Typhon Group offers web-based software for nursing and health education programs to manage their student tracking. The fully-customizable software provides comprehensive patient encounter logs and reports, a customizable evaluation component for assessments, automated preference-based student scheduling, curriculum mapping, student portfolios, biographic databases, a clinical site database, and secure document management.


For more information about this integration and how it can help your program, please contact your account representative, or contact Sales by phone at 800-229-8606, Option 3 or email them at