The clearinghouse is necessary to avoid putting dangerous drivers on the roads. (Don’t understand what the Drug & Alcohol Clearinghouse is? Visit their Learning Center here.)

Prior to the clearinghouse, drivers were able to job-hop after testing positive on a drug or alcohol test. Knowing new employers wouldn’t be able to see the previous positive test, they wouldn’t report that employer on their work history to future employers. The clearinghouse has made it so that it cannot happen and has made it less time-consuming to check past employment history.

Positive drug tests rose 13% this year, compared to 2020.  56% of clearinghouse violations are related to marijuana use, amphetamines account for 18%, and cocaine accounts for about 15%. One employer stated that he rejects 15% of truck driver job applicants because of drug violations.

Not only are truckers failing their drug tests, but there has also been an increasing number of drivers who don’t try to rehabilitate their records. More drivers than ever are not completing the return to duty program. Of the 72,000 drivers taken off roads, 54,495 have not started the program. The return to duty program is much easier to complete than many people realize. As long as a driver is working on completing the program, one negative drug test allows them to get back on the road. Blueline is here to help you make the return to duty process even more accessible.

The post Supply Chain Disruptions: Is It Marijuana or Is It Amazon? appeared first on Blueline.

Here are the big questions around synthetics we encounter when doing drug screenings:

Is Synthetic Urine Detectable?

The short answer is Yes. By using a process called specimen validity testing, we can determine the origins of the urine – i.e., whether it is human or synthetic. However, as of now, there isn’t an industry standard for determining if a specimen is synthetic or has been substituted with another person’s urine. While several states have made synthetic urine illegal, there hasn’t been anything stopping cheaters from crossing state lines to get the products.

Without actual direct observation of the collection, there is not any 100% guarantee that real urine isn’t being substituted. That’s why it’s so critical that you use a reputable company. Blueline Services can administer your testing and screening processes.

As you’ve learned from working with our highly experienced team, the drug testing procedures can go very smoothly. That isn’t always the case, with several background and drug testing companies failing to provide fully accurate information. Some reporting doesn’t stay within legal guidelines. We take the worry and confusion out of the entire process. Our platform design will keep stress and confusion at bay. Check us out and see how we can work even better together.

The post Synthetic Urine Getting Flushed by States appeared first on Blueline.

(taken from an earlier post first published in 2016)

The FCRA §603(e) defines an Investigative Consumer Report (an ICR) as “a report or portion thereof in which information on a consumer’s character, general reputation, personal characteristics, or mode of living is obtained through personal interviews with neighbors, friends, or associates of the consumer reported on or with others with whom he is acquainted or who may have knowledge concerning any such items of information…”

Personal or professional reference verification and employment verification that stray beyond the realm of facts and into personal character assessments and opinions are considered Investigative Consumer Reports. They can be independent background checks, or they could be a part of a regular consumer report.

In California, all consumer reports are considered ICRs, and California law (the California Investigative Consumer Reporting Agencies Act ICRAA) must be followed in addition to federal law.

What are the compliance requirements for running an investigative consumer report?

An Investigative Consumer Report requires a separate disclosure as to the nature and scope of the report and separate authorization. When an ICR is part of a regular consumer report, the disclosure with an explanation of the spirit and scope of the investigative portion must be obtained separately from the disclosure for the consumer report. There must also be a notice with the disclosure that complete and detailed disclosure of the nature and scope of the investigation can be obtained upon request.

Authorizations can be combined, but with the separate disclosure requirement, it is easier to utilize a disclosure and authorization form for the consumer report and a separate one for the ICR. That way, if the ICR is obtained alone, you already have the required disclosure and authorization ready to go.

If obtaining potentially adverse information from interviews with neighbors, friends, or associates, the CRA performing the ICR must verify that the information provided has been verified or that the person providing the information is the “best possible source of the information.” FCRA §606(d)(4)(B)

Additionally, §614 stipulates that any adverse information obtained through ICR personal interviews must be obtained within a three-month period of the report being provided to the party requesting such background check, typically an employer.

Why would companies want to run these checks on potential employees?

Investigative Consumer Reports are common opinions of those with a personal relationship or a person who has immediate knowledge of the applicant. This information goes beyond a typical consumer report for a picture of your applicant in a more personal light than information obtained from a consumer report does not. For example, information obtained in a typical consumer report may include credit information, criminal history, factual past employment information, or driving records.

An ICR would ask about a person’s job performance if it is a professional reference and the best source of information, or how a person gets along with others in a work setting. This information cannot be gleaned from a consumer report, and if done correctly, can give a potential employer more insight into an applicant’s character, work habits, and personal characteristics.

Are there risks associated with running an investigative consumer report?

There are risks involved in running any consumer report. As Investigative Consumer Reports require additional authorization and disclosure, compliance can be tricky when the employer doesn’t understand or want the hassle of following the additional requirements, and simple mistakes can occur. Both negligent and willful violations of FCRA compliance can result in a substantial fine for each instance if a lawsuit is brought against the employer or against the CRA providing the information to the employer.

How are the people chosen for the personal interviews?

Employment verification relies on information from records obtained, as often as possible, directly from the human resources department, payroll, or the owner/operator of the company. From there, if non-factual information is being requested (such as the opinion of the employer about the applicant), it is obtained from the owner/operator or a supervisor who would have direct knowledge of the applicant’s work experience.

Professional or personal references conducted by Blueline Services are conducted with the people provided by the applicant as references. Upon request, some references are found by asking the provided reference if they know anybody who would be able to answer the same questions about the applicant (references from references).

The post What is an Investigative Consumer Report? appeared first on Blueline.

Profit and loss are the main focus for most SBOs out there. However, have you looked into what it could potentially cost you in time and money if you hire an employee without running background and drug tests? A single employee from hell can cripple a company by destroying its reputation, its supply chain, and even the equipment onsite.

We know drug policies are important in the workplace, but how do we create one? Here are 3 steps to create an employee screening policy.

Step 1 – Familiarize Yourself With Legal Compliance

There are several laws at the federal and state levels that must be followed when establishing and conducting drug tests. It’s more important than ever before to familiarize yourself with these laws. Working with a drug test and background check specialist is a great option to relieve some of the stress of hiring.

Working with a background check and drug testing provider can make this process as simple and pain-free as possible. For example, with Blueline Services platform, you can order everything you need for your potential employees to ensure they are able to pass the drug screening.

Step 2 – Create a Written Policy

This is where all that research into state and federal laws comes in handy. Make sure you follow all guidelines. Determine if you will want random screenings going forward. It’s a good idea to include any testing requirements when accidents happen as well. Work with your test provider to make sure they are able to handle every aspect of your policy needs. A provider like Blueline Services has all the tools and experience needed to make the entire process flow very smoothly. We can provide all the compliance information you need for the state and federal disclosures to candidates.

Step 3 – Determine the Level of Testing Needed

Whether you’ve just opened an accounting business or a flower shop, you’ll want to test for drugs. However, if the position doesn’t require driving or dealing with warehousing or physical labor, there may be no need for in-depth testing. It’s possible to do a pre-employment screening and be done, only testing in the event of an accident.

If the role is more hands-on, with driving or delivering goods, etc., there are more scrutinous testing options available. Testing a hair sample will provide you with a 90-day window of the candidate, which is a great pre-employment option for a more hands-on role.

Random testing is also great for drivers and those positions that come with a higher risk of injury.

Follow these steps to create an employee screening policy and your time can be yours again.

Reach out to Blueline Services and get started creating your drug policy today. We are here to help you succeed, so give us a call.

The post 3 Steps to Create an Employee Screening Policy  appeared first on Blueline.

California isn’t the only one limiting salary history requests. New Jersey, Oregon, Colorado, and several more have passed legislation limiting the ability to request previous salary history. Blueline stays on top of the latest regulations and law changes to keep you in compliance, regardless of the state.

Even the federal government is getting in on the salary history train. The Paycheck Fairness Act creates a federal-level ban on salary history. It limits requesting wage history until after the employee has been offered the position and you’ve offered compensation. At this point, the prospect can voluntarily offer you their prior wage history to request higher pay.

It’s EASY to run afoul of the FCRA when running background checks as well, so remember to use the Blueline platform to automatically keep you in compliance through the entire process.

Blueline Services has been staying up to date on these and other changing regulations for years now. Our experience has been keeping you from having to worry about compliance issues, and we will continue to do so. Salary history requests may be going the way of the dinosaurs. That said, we are still going to provide thorough background checks within federal, state, and local guidelines to keep your business running smoothly without any compliance concerns. Check out our complimentary wiki to find more information on Compliance.

The post Salary History Requests are a Thing of the Past appeared first on Blueline.

There are several ways to approach the Super Bowl at work and increase employee engagement. The Monday after the game has more people calling out sick than any other day of the year. According to a survey conducted by Office Team, 72% of HR professionals want the day turned into a holiday. Until that happens, let’s look at some tips to help you keep your employees engaged and at work.

1. Plan an employer-sponsored breakfast. You will get more people into the office if you give them a positive experience as soon as they arrive. The breakfast will also give them the chance to talk about the game with their co-workers without taking up productivity time.
2. Entice employees into the office by running a super bowl raffle. Have everyone fill out a ticket and put their guess at the games’ score, who will win the MVP, etc. Announce the winner Monday morning with the caveat that the employee must be present to win.
3. If your company can afford it, give your employees a late start on Monday. Everyone needs to come to work, but the start time could be delayed by a few hours. This not only builds morale; it also gets far more people into the office.

Things to be aware of while planning for the Super Bowl:

1. Reasonable Suspicion: In years past Blueline has seen a significant spike in positive alcohol and drug tests the week after the super bowl. Keep your workplace safe and be mindful of safety-sensitive positions within your company.
2. Office Pools: Office pools can lead to legal issues if not properly implemented. Check to ensure your company has a policy that complies with local and state laws. You can be more strict, but don’t allow pools if they’ve been deemed illegal by the state.
3. Revenue costs: The number of people who call out sick causes a total loss of revenues over $2 billion dollars. A survey done by Challenger, Gray, and Christmas found that the dollar figure could rise even higher in the years to come.

The Super Bowl can be fun. It can also make the workplace more enjoyable for a few days. Keep your employees engaged with work while still having fun. Not only will you be more productive, but you’ll also have better retention rates as well. Blueline Services can help with background and screening checks to make the employers’ guide to any event simple and straightforward.

The post The Employers’ Guide to the Super Bowl appeared first on Blueline.

A top issue continues to be the ongoing significant delays within the court systems.  We constantly monitor and update national data access and options, while making changes as necessary to return records as quickly as possible.  Some partner clinics and drug testing locations have also experienced disruption to regular operations.  Blueline can help identify and secure alternative drug testing and background check options for any clients experiencing unacceptable delays.

Thank you to our clients for your continued business and trust as we navigate the pandemic’s national disruption.  Without you, there is no Blueline.  This means we have your back because your success and wellbeing are inextricably tied to ours. We Are Grateful to Our Clients.  Hopefully, 2021 brings positive change and mutual growth, and success!

With gratitude,

Blueline Services

The post As 2020 Comes to a Close, We Are Grateful to Our Clients appeared first on Blueline.

Positive Tests From Marijuana Use

In the US workforce, positive tests are on the rise, with an increase of 29% since 2015. The continued increase year over year is telling of wider distribution and availability of the drug, leaving employers struggling to meet federal guidelines and not violate state legislation.

Why should there be a concern about using marijuana? Since it isn’t legal on the federal level, the FDA doesn’t regulate it. Products have no central oversight to ensure safety. There are different guidelines in different states, making the overall manufacturing and distribution largely up to the distributors.

Unwanted Side-Effects

Marijuana use can be a serious safety concern within the construction, manufacturing, and transportation industries. With continued use, marijuana can cause several long-term side-effects that can negatively impact the workplace.  Using the drug can cause mental health issues such as depression, paranoia, psychosis, and several other problems. Users also run the risk of addiction and the deterioration of essential brain functions. All of these side effects can cause workplace issues.

The state legislature sets the rules about testing. When going through the testing process, we can help navigate this tricky subject and make your drug testing program meet the requirements placed on you by the state.

The post Marijuana Use is Way Up, Testing Shows appeared first on Blueline.

Most volunteer organizations that screen consistently have said that their main motivating factor is their desire to ensure a safe and secure environment for their volunteers. Another large motivating factor is protecting their organization’s reputation as well. Having a “scandal” of any kind occur due to a lack of screening on an organization’s part can cause serious damage to an organization’s reputation and lead to financial fallout.

It’s also important to note that screening volunteers doesn’t mean that you are against hiring individuals with any kind of criminal history. Organizations who perform volunteer screening are interested in finding individuals who have been put on the sex offender registry or have committed violent crimes. From there, an organization can choose to find out more about this individual and whether they could be a potential risk for their organization. Another key thing to remember is that you should never just screen “some volunteers”, but screen everyone. Being selective about the screening process can open your organization up to risking your assets, reputation, and the safety of others. These consequences can also be detrimental to your ability to fundraise and qualify for grants.

As more volunteer organizations and nonprofits screen their volunteers, there is one thing that they are completely missing out on. Most volunteers are screened when they first apply and that’s it. Not every organization continues to re-run those background checks on a consistent basis to see if anything has changed. If the organization does decide to re-run the background checks on current volunteers, they often don’t do it for an entire year. A lot can happen in a year. A person could be convicted of a domestic violence incident or they could have a gotten DUI; the fact is it leaves an organization open to liability.

But there is a solution! Constant Monitoring. Constant Monitoring continues to ping an individual’s record for an entire year to see if there are any changes in the volunteer’s record. If there is a change, another full background check is run and reported out to the volunteer organization. After a year, as a part of the constant monitoring best practices, the organization will need to run another complete background. But constant monitoring allows an organization know that their volunteers are safe all year long and protect themselves from any potential liabilities. Best of all, this service costs less than 70 cents per month for each volunteer! And a couple cents to have piece of mind that that volunteer is still compliant and safe to work your constituents is a pretty sweet deal.

The post The Secret New Screening Tool Most Volunteer Organizations Have Never Heard About appeared first on Blueline.

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