March 25, 2020

UPDATED: Court Closures

Download a list of court closures related to the COVID-19 response. (Last updated March 25, 2020)

March 23, 2020

ALERT: Business Continuity

In light of the “Stay at Home” order announced Sunday March 22, 2020 by Ohio Governor Mike DeWine, CIC would like you to understand our approach to business continuity and on-going customer services.

Beginning, Tuesday March 24, 2020, CIC staff will be working remotely. Our office location will be closed, however we will maintain business continuity and on-going customer services during normal business hours. Our convenient, fully-automated background screening system is available around the clock, and every order you place is monitored by our team of professional screening specialists for quality control, to ensure you get the most accurate information as quickly as possible.

Note: there will be delays in getting criminal records searches completed because of court closures (see below.) Education and Employment Verifications are similarly affected. If you have questions or concerns, please call 419.874.2201.

March 17, 2020

ALERT: COVID-19 Impact and Response

Corporate Intelligence Consultants is committed to maintaining a safe and healthy workplace for our employees and helping our customers to do the same. As such, we are closely monitoring the ongoing COVID-19 coronavirus outbreak according to the guidelines and recommendations of the CDC (Centers for Disease Control and Prevention). We want to share with you the actions we are taking to help protect our employees and customers.

We advised our employees to follow the public health authorities' guidance regarding hygiene and personal travel, and we reinforced employees who exhibit flu-like symptoms to stay home and consult with a medical professional. We limited business travel and encouraged employees to leverage technology to maintain business duties as we can.

We have measures in place so that we can complete business needs and will keep you updated on our Action Plan. If needed, we will have staff working from home to maintain our level of service.

We have been seeing some closures in various court systems which affect our ability to research criminal records. In addition, with schools closings in certain areas, we are seeing delays in education verifications. This is a fluid situation and we will continue to monitor these areas and update you as information becomes available.

We appreciate the trust that you place in Corporate Intelligence Consultants. We are prepared to take actions necessary to help keep our employees and customers safe while providing the products and services you need to run your business. For further information please contact our office. 419.874.2201

Our Expertise ... Your Peace of Mind. 419.874.2201

Blog & News

CIC offers news and updates to employers about the latest laws, trends and risks related to hiring, fraud, and drugs or violence in the workplace.

pre-employment screening fcra adverse action process

When using a consumer reporting agency to do your background checks, Federal law comes into play when you deny employment based “in whole or in part” on information reported in the background check. Much to their chagrin, many employers have found out the hard way just what non-compliance with the Adverse Action process costs. Law suits in this area are on the increase and so are the costs to employers who fail to follow a few simple steps ...

1. Review the completed background check and consider the report based upon:

■ The nature and gravity of the offense
■ The time that has passed since the offense, conduct and/or completion of the sentence
■ The nature of the job held or sought

2. If the initial review of the report is unfavorable and you intend to take adverse action, you must notify the candidate of that intent by sending the Pre-Adverse Action letter. This letter must contain specific information:

■ The intended Adverse Action (you aren’t going to hire or promote them or you are going to fire them)
■ The name and contact information for the background screening company (CRA) who provided the report
■ Explain that they have 5 business days to contact the CRA if they dispute the accuracy of the report
■ Include a copy of the report and the latest version of the FCRA Summary of Rights

3. If, after 5 days, the decision to deny employment has not changed, the employer must send out the final notice of Adverse Action stating, essentially, that employment or promotion has been denied. This letter must contain specific information, as well:

■ Must state the reason for the Adverse Action
■ Must include the CRA’s contact information
■ Must state that the CRA did not make the Employment decision
■ Must give notice of the candidate’s right to dispute the accuracy or completeness of the information in the report
■ Must give notice of the right to get an additional free report from the CRA, if requested, within 60 days
■ Additionally, CIC recommends providing a copy of the report with the Adverse letter as well as a copy of the FCRA Summary

These are easy steps to follow and they are made even easier by the capability that we offer our clients of generating the Adverse Action letters and accompanying documents directly from our screening system portal on our website.

Carolyn Klemett is the coordinator of our Pre-employment Screening Services at Corporate Intelligence Consultants. For more information about this article, the Adverse Action Process, or general Employment Screening Services, please contact Carolyn at 1.800.573.2201 / 419.874.2201.

Our Expertise ... Your Peace of Mind.

Do you have an urgent issue to discuss with an Investigator? Please contact us by phone at 1.800.573.2201.