A wrongful death suit was filed against Ford Motor Co. for failing to drug test an employee. A full-time employee of Ford collapsed at work and was brought to a hospital, where he later passed away. A toxicology report showed that this employee had marijuana, fentanyl, and alcohol in his system at the time of death. Ford Motor had a workplace drug policy, but they failed to implement it. The lack of supervision prompted employees to use drugs and alcohol while at work. The claim was filed stating that Ford was negligent with its workplace practices, which ultimately led to the death of this individual.

As the acceptance of illegal and recreational drug use rises throughout the US, the need for a firm workplace drug policy has never been more critical. Employers are held responsible for the actions of their employees while on the clock, especially when employers are willfully negligent of safety measures in the workplace and their own company policy. Choosing not to have a drug testing policy, or choosing to have one but not implementing it, can have serious negative consequences that may reflect poorly on your company.

Knowing what drugs to test for, what method to use, who and when to test, and how testing should be done can be confusing. Luckily, Blueline has you covered. Our experts can help you develop a workplace drug policy that is tailored to your organization’s every need.

The post LEARN FROM FORD MOTOR CO.’S DRUG TESTING MISTAKE appeared first on Blueline.

The need for drug testing has never been more crucial…and employer liability only increases as society becomes more casual in the acceptance of drug abuse.

Legalization

Now we may not be as laid back as our friends up north who are handing out free drugs to everyone, but more and more places in the US are legalizing drugs. The CDC reported in June 2020 that 13% of adults, age 18 and older, started or increased their substance use as a result of the pandemic. This means that 33.6 million adults began using illicit drugs to cope with emotions related to COVID-19. ODMAP, an overdose reporting system, found that 62% of US counties experienced increased drug overdoses due to the pandemic.

To keep your workplace safe, productive, and drug-free, knowing all your drug testing options is essential. Common drug test types include urine, saliva, and hair testing.

What Should I Test For?

It is essential to know which drugs to screen for. Some commonly abused drugs are:

• Narcotics: includes heroin, fentanyl, morphine, opium, methadone
• Depressants: includes benzodiazepines, barbiturates, methaqualone, quaaludes
• Stimulants: includes cocaine, amphetamines, methylphenidate, methamphetamine
• Hallucinogens: common “club drugs” such as ecstasy, LSD, phencyclidine
• Cannabis: includes marijuana, THC, hashish
• Synthetics: includes spice, bath salts, anabolic steroids

Types Of Testing Available

It is also essential to review your company policy to ensure all your drug testing needs are being met. Blueline offers many different testing options. Our most popular tests are:

• 5 Panel: includes amphetamines, cocaine, marijuana, opiates, and phencyclidine
• 7 Panel: consists of all 5-panel drugs, plus barbiturates and benzodiazepines
• 9 Panel: consists of all 7-panel drugs, plus barbiturates propoxyphene
• 10 Panel: includes all 9-panel drugs, plus methadone and methaqualone
• Popular Add-ons: tramadol, meperidine, fentanyl, spice, bath salts

Knowing which drugs to screen for can be tricky. Luckily, Blueline can help you navigate the right testing configuration for your organization and the proper drug testing policy catered specifically to your needs.

The post It’s Been a While Since Breaking Bad, so Here’s Your Refresher Course on Illegal Drugs appeared first on Blueline.

Proper employment screening is the most effective way for companies to reduce their overall risk and liability. Background checks help ensure a quality hiring decision and save your company time and money. Ban the box policies have tightened the regulations on these screenings.

The background check industry is facing significant challenges. Legislation, known as ban-the-box laws, prohibits employers from asking criminal history questions during the hiring process. These laws are intended to provide applicants with a fair chance at employment by delaying background checks until further along in the hiring process. Ban-the-box policies have been enacted in 36 states and over 150 cities.

HR managers are faced with finding the balance between being liable for negligent hiring and giving applicants with a criminal history a fair chance to be evaluated. Thorough background checks can uncover all the information necessary for employers to make the right decisions in hiring.

Being able to access the full records of a potential employee makes the hiring decision much simpler, with the integrity and safety of the company and its current employees being kept secure. It’s understandable to want to give the ability to individuals with checkered histories the chance to return to the workforce without being labeled. However, in certain roles, it’s also imperative the applicant be forthcoming with any hidden records that may impact the role itself.

Staying within compliance is an ever-growing challenge unto itself in this evolving time, and the team at Blueline is here to make it an easier road to navigate. Let us help you through the entire hiring process, and take you through any testing and reporting that may be required after the hiring work is done.

Blueline’s customizable screening services offer:

• Identity verification
• Criminal record checks
• Driving records checks
• Reference checks
• National database

Let Blueline help you keep external threats from becoming internal threats. We are here to make sure you stay in compliance with all new rules and regulations.

The post Ban the Box? appeared first on Blueline.

DOT Update on Revised CCF

The changes were made to accommodate the use of oral fluid specimens for the Federal drug testing program. However, oral fluid testing is NOT authorized in the DOT’s drug testing program.

If the old CCF is used after August 30, a Memorandum for the Record (MFR) must be completed, or the test will be canceled. Test results may also take longer if you choose to use the old CCF and an MFR, instead of using the revised CCF.

If you decide to keep the chain of custody forms on hand, you will need to order the revised CCF from Blueline. The online platform is updated to reflect these changes as well. If you are going to use a collection site, they will have the revised CCF there for you.

To order the revised CCF or if you have any questions, reach out to us at mail@blueline-services.com.

The post DOT Update- You Should Take This Seriously appeared first on Blueline.

Louisiana Law Updates- June 2021

Louisiana enacted legislation to prohibit employment discrimination based on criminal history records. Employers now cannot request or consider an arrest record that did not result in a conviction, if the information was found during a background check. Employers are allowed to make assessments about an applicant’s criminal history if it has a direct relationship to the specific job duties. This assessment must consider:

• The nature and gravity of the offense
• The time that has elapsed since the offense
• The nature of the job

 New York Law Updates- July 2021

The Legal Enforcement Guidance on the Fair Chance Act and Employment Discrimination on the Basis of Criminal History was updated by the New York City Commission on Human Rights to consider changes made to the Fair Chance Act. The amendments to New York City’s Fair Chance Act were effective starting July 29, 2021. These amendments add protections for individuals who have unsealed violations and unsealed non-criminal offenses. It also expands protections to cover current employees who face pending criminal charges.

After a conditional offer of employment has been made, employers may conduct criminal background investigations. If reviewing the criminal record makes you reconsider the offer of employment, three steps must be completed before withdrawing the offer.

1. Evaluate the applicant under the Relevant Fair Chance Factors and share the evaluation with the applicant
2. Give the applicant a copy of the background check or any other documents used to determine their criminal record
3. Allow at least 5 business days for the applicant to respond

Staying on top of all these compliance changes can be time-consuming. Stay up to date with any compliance changes by using Blueline Services for all your background check needs.

The post Compliance Updates for Louisiana and New York 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.

A California-based background screening company has recently learned this the hard way. The firm has found itself on the hook for providing inaccurate background information. The company received background records from a third-party vendor and didn’t take steps to confirm their accuracy. How would something like this affect your business? Could you recover if you are faced with fines running into the millions of dollars?

The need for background and drug screening is higher than ever. Employers need to provide a safe workplace, and screenings help with that.

Choosing a credible background screening provider should involve more than a quick glance at Google. There are companies out there that don’t see anything wrong with cutting corners. When working with compliance issues, there is no corner-cutting. Blueline Services provides thoroughly researched and vetted reports that are relevant, up to date, and most importantly, credible. Our platform will give you accurate, easily navigable reports to ensure you stay within compliance.

The post Why Having a Credible Screening Provider Matters appeared first on Blueline.

Addiction recovery centers are also going to be set up for free, using tax revenues from marijuana sales as funding.

Drug policies were changed in New Jersey and Arizona to allow the legalization of recreational marijuana. Mississippi voted to allow the use of medical marijuana. There was also a major change in Washington, D.C., where a measure was passed decriminalizing the use of hallucinogenic mushrooms.

There are definite concerns within the drug testing industry about how these changes are going to impact the ability to continue workplace drug testing. Continuing drug testing is imperative, though the idea of just testing for marijuana and/or alcohol is becoming outdated. Continue testing for them, but going forward, a full panel of drugs may be a more effective manner of testing.

While each state is creating its own rules and regulations regarding drug testing and collection processes, one thing is still going to be vital. Companies are still going to be liable for safety-sensitive positions that may cause accidents. Testing within these groups is ultimately going to keep both employees and the public safer.

As Oregon legalizes most drugs, more states are legalizing and lessening restrictions on drugs, the testing industry is going to go through changes. We are here to help our clients navigate these new waters and keep you up to date on any new regulations and changes coming your way.

The post Oregon Legalizes Most Drugs appeared first on Blueline.

The California Department of Fair Employment and Housing has updated the state’s criminal background check rules to expand California Worker Protections. The new rules expand the scope of the Fair Chance Act and let employers know they intend to enforce the new regulations.

New Legal Requirements

The newest updates create worker protections dealing with Covid-19, criminal background check stipulations, and rules for providing notifications to candidates. The California Worker Protections Fair Chance Act prohibits the majority of employers from inquiring into a candidate’s criminal past before a conditional offer of employment has been made. Employers can’t include any questions that request the disclosure of criminal history to ensure the candidates are being judged on merit and not past indiscretion.

Arrests that didn’t end up with convictions may not be used as consideration for employment, with a few exceptions. The employer can’t revoke a job offer until they have reviewed and conducted an individualized assessment while providing the candidate time to respond to the allegations before the employer can make a final decision. After the assessment, if the employer revokes the offer, they must wait five business days for the candidate to respond.

The employer must notify the candidate in writing if the offer is denied. This is only after the fair chance process has run its course.

Why It Matters

Employers should make sure that all screening and hiring policies and processes are updated and revised to align with the DFEH’s guidance. Employers who rely on a candidate’s criminal history to make an employment decision must follow the Act’s specific personalized assessment and notice requirements. Background screening options that identify the potential impact of the fair chance act might help mitigate the risks of regulatory action, hearings, or other exposure that can harm an employer’s brand and status.

The post California Worker Protections and the Fair Chance Act appeared first on Blueline.

We’re here to help you out! Exactly what’s included in an employment background check is up to the employer. However, depending on industry and job position there are different things that an employer might want to include. Employment background checks can range from a simple verification of your social security number to more complex searches that include your work history, credit, driving records, criminal records, bankruptcy information, education history, and reference checks.

Let’s go over some of the things that are most commonly found in employment background checks and then show you additional add-ons that can be included.

1. Social Security Validation

This is almost guaranteed to be included in every employment background check. A social security validation is run to ensure that an applicant’s social security number is legitimate. This check will also help find all names, aliases, dates of birth, and address histories associated with that social security number. This may also help employers find locations that an applicant has lived under other aliases that can reveal criminal records that wouldn’t have been found otherwise.

2. Criminal Records Check

Criminal records checks are also very commonly included in employment background checks (including our National Baseline Search). These checks will search both national and county records for any criminal history. What does that mean? Any felonies or misdemeanors that are on your record will show up here.

However, just because you have a felony or misdemeanor doesn’t necessarily mean that you will be discounted from a potential job. In fact, ban-the-box laws are in place in many different states and counties to help prevent discrimination based on criminal history. This law prevents employers from asking an applicant about their criminal history before making a hiring decision.

Criminal record checks can be very important! Depending on the records found and job position, certain positions of trust and security can strongly benefit from knowing and discussing an applicant’s criminal history.

3. Address History & Identity Checks

Address history and identity checks are included in our National Baseline Search and generally performed to ensure that all of an applicant’s information is correct. These searches help find any addresses, DOBs, or birth/death indexes that match with the applicant. One important aspect of these checks is they help verify findings from other searches or uncover hidden aliases/addresses that an applicant may try to hide.

4. U.S. Terrorist Watch List & International Most Wanted List

Searches of these two lists are included in our National Baseline Search and most basic employment background checks. These searches help weed out candidates who could potentially be threatening to your organization and are especially important for security and high-profile positions.

5. Sex Offender Registry Search

A sex offender registry search will check both national and specific state’s live sex offender registries against an applicant’s information. This search is included in our National Baseline Search and very common in most employment background checks. A Sex Offender Registry Search is especially crucial for positions of trust or those that deal with young children. Running this search is pertinent for employers to protect themselves from negligent liability suits.

(This search is also crucial for volunteer screening! Sports, nonprofit, and religious groups should be performing screening as well to protect their organizations and volunteers.)

6. Employment & Education Verifications

Employment and education verifications aren’t always included in employment background checks, but are very useful to employers. These verifications often include a phone call to verify previous employment and education history is correct and/or searches of databases that house this information.

7. Social Media Check

This is a search that has becoming increasingly common to find on employment background checks. Social media checks go through a potential candidate’s social media accounts to look for any potential red flags. These red flags could include finding hate symbols or images of violence, frequent posts complaining about their current or past jobs, or images of themselves partying really hard.

The main idea behind social media checks is that it helps employers find details that are often missed in a traditional hiring process. Social media checks can help employers get a better understanding of an applicant’s true persona. Please make sure that your social media checks are being performed by screening professionals that can perform FCRA-certified and legally compliant searches.

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Have more questions about employment background checks? Or are you looking to start background screening soon? Please don’t hesitate to reach out, we’d be happy to help!

The post What’s Included In An Employment Background Check? appeared first on Blueline.