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.

Ban the Box

There is a lot going on out there that directly affects Employers.

Fair Credit Reporting Act

Always on the top of the list is the FCRA (Fair Credit Reporting Act) and the latest compliance issues related to that. One that we haven’t really hit upon in our newsletters but is covered on page 1 of our CIC Service Agreement is the issue of “Permissible Purpose.”

Before you even begin the background check, you must have a permissible purpose for using the background check reports. This is another FCRA requirement and without it, you are not in compliance and could be fined under Title 18 of the U.S. Code or imprisoned for not more than 2 years or both. When you signed the CIC Service Agreement, you certified that your orders for background checks and the resulting reports would be used for a specific Permissible Purpose. In most cases, the permissible purpose was either for Employment or for Tenant-related purposes. Notice I said, “either or.” If you certify that your permissible purpose is Employment-related, you cannot place any orders that are not directly related to employment at your company. Essentially that means that you cannot place any tenant-related orders on your Employment account nor can you place any employment-related orders for any other company on your company’s account. If you own another company and want to do background checks on prospective employees for that company, you must have a separate account for that company. It doesn’t cost anything more to create another account. It takes just a few minutes to complete the CIC Service Agreement and in the long run, it could save you a lot of time and money.

PII (Personal Identity Information)

A second area of concern is the safety of your Candidate’s PII or Personal Identity Information. We hear so much about phishing, ransomware and other types of malware, that it is imperative that you maintain tight control of your Users. The people to whom you grant access to the Screening portal should be carefully vetted and understand the importance of confidentiality. There are various types of access that can be set up for your Users, so limit their access based on what their role will be.

  • Each person who you feel needs to access the Portal should have his/her own unique password.d
  • Passwords should not be shared.
  • Make sure you immediately disable User accounts for anyone who no longer needs access or has left the company.
  • The default Password protocol set up for our Portal is: Expiration Interval – 180 days; Minimum PW Length – 12; Auto logout – 60 Minutes. If you have specific protocol requirements, please let us know and we will make changes on your account.
  • If you are like many others working in multiple applications, you have a long list of passwords. Make sure to keep them protected and saved in a secure place.

Ban the Box

Another area that is changing rapidly is “Ban the Box.” The movement is still growing and has morphed into more than a checkbox on an application. While it started as a state initiative, more and more cities and municipalities have jumped on the bandwagon and added their own take on the criminal history question. Many have adopted fair chance legislation as part of their “Ban the Box” initiative and are requiring employers to justify their negative employment decisions on paper and allow the applicant to provide evidence of rehabilitation, etc. Keep an eye on the “Ban the Box” as many locations have included additional employment-related requirements. Just last year Toledo followed New York and California by banning Salary History questions.

It seems as though these issues are generated on the West and East coasts of the country and then start migrating towards the central US Keeping an eye on what California and New York are doing vis a vis employment law will give you a good idea of what we can expect in our part of the U.S. in the next few years.

As always, CIC is happy to answer questions and give direction, so don’t hesitate to contact us.

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

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