Criminal checks now required on prospective medical students
Gov. Rod Blagojevich signed legislation Monday requiring medical schools to perform criminal background checks on prospective students. The law, which takes effect immediately, requires new medical school students to undergo fingerprinting and have the Illinois State Police check their past for violent felonies like murder. Read more

Study Finds FBI Criminal Database Search Ineffective for Employment Background Checks
As US employers increasingly utilize criminal background checks in their hiring process, the National Association of Professional Background Screeners (NAPBS) has identified one source of information that employers should avoid: the FBI Criminal Database. Read more.

Background checks screen hires: Extensive investigations becoming more common
Extensive investigations becoming more common. Medium- and small-sized companies are increasingly using background checks to verify whether job applicants are fibbing or telling the truth about their education, employment history and even their credit records… Read more.

Potential Employees Checked Out
Job applicants are having a harder time keeping their skeletons in the closet as more companies and organizations turn to background checks for help with hiring decisions. Read more.

The Importance of a Complete Background Check
In a recent background check for a client, InfoLink Screening Services, a national background screening firm, learned that the applicant transposed the last two numbers of her Social Security number (SSN) and provided the employer a false date of birth (DOB) when she applied for employment. Based on the information the applicant provided, InfoLink might have reported “No Record Found” if its Quality Assurance had not identified discrepancies which lead to InfoLink’s uncovering 8 criminal convictions on the applicant’s record. Read more.

Background Checks Could Have Problems
More and more employers require employee background checks, which is why it's no surprise more and more private companies are popping up offering to provide them. A Target Five Investigation shows it can be risky business. A bad background check nearly cost Eric Williams a job. Read more.

Pre-Employment Screening A Must For Employers
What's the worst thing an employer can find out after hiring a new employee? That there should have been a good background check. It could have saved a lot of money, time and frustration and a lot more. InfoLink Screening Services performs pre-employment background checks, drug testing and employment physical exams nationwide. Read more.

Protect Your Organization Against Negligent Hiring Suits
Speaking to a packed house June 20 during his session at the SHRM Annual Conference and Exposition, Nadell said that nothing takes the place of thorough applicant background checking. However, no background checking process is foolproof, so it's crucial for companies to know how to obtain the most accurate information while remaining compliant with the myriad federal and state laws that regulate the industry. Read more.

Felons found working in elder care
By Gary Heinlein / The Detroit News
June 1, 2005

Cox vows to tighten laws after thousands with warrants identified in state nursing homes.

LANSING - A yearlong study by Attorney General Mike Cox has revealed that workers accused or convicted of felonies such as abuse, illegal drug use and other offenses are caring for vulnerable, elderly patients despite state efforts to screen nursing home and adult foster care workers.

His findings parallel those of a Detroit News investigation in November that revealed an unnoticed epidemic of malnutrition and dehydration had killed nearly 14,000 nursing home patients between 1999 and 2002, including 800 in Michigan. The News discovered that, as in the case of required background checks for workers, state regulations have failed to prevent inattention and abuse.

Using records in the Law Enforcement Information Network, attorney general staff members project that as many as 3,500 of Michigan's 40,490 certified nurse's aides - those most directly involved in nursing home patient care - have outstanding criminal warrants. As many as 607 are accused of crimes that would bar them from working in nursing homes under current law, Cox estimates.

The statewide estimates are extrapolated from a sampling of 5,533 certified nurse aides in the Flint, Saginaw, Bay City, Midland and Detroit areas. To test the accuracy of those findings, Cox says his staff then conducted background checks on all the direct-care employees of four nursing homes.

"It's really disturbing that many people with an outstanding warrant or a criminal history are working in nursing homes unbeknownst to the operators or for operators who are callously allowing them to do so," Cox said.

He called the findings "stunning," especially in view of the tens of thousands of baby boom generation Michiganians who are approaching retirement and expected eventually to swell the demand for institutional care. About 100,000 Michiganians already live in nursing homes, adult foster care facilities and homes for the aged.

"If we're not looking closely at things as basic as criminal history (of workers), what other things are we missing?" Cox said.

As proof the new laws haven't made things better, a quarter of all workers charged with crimes against residents since May 2002 had backgrounds involving retail fraud, drug abuse, illegal use of weapons, homicide and other crimes, Cox says.

A representative of the state's nursing home association said additional regulations Cox proposes would be a burden for facility operators already facing a 4 percent cut in the state Medicaid allotment for long-term care.

"I think his intent is in the right place, but the state has to give us a way to do that," said Kristen Parker, communications director for the Health Care Association of Michigan. "We obviously want to provide as safe a place as possible for our patients."

Examples of cases included in Cox's study:
• Jeffrey Wolos, a unit supervisor at Medilodge nursing home in Howell, was accused of stealing prescription pain killers from hospice patients after other employees found him comatose on a bathroom floor in December 2003. Authorities said he injected himself with narcotics he siphoned from pain patches, and then put the diminished or empty patches back on the patients. Wolos, 32, of Swartz Creek pleaded guilty to a felony controlled substance violation and patient abuse, for which he is to begin serving a 90-day jail sentence today in Livingston County.

• Michelle Thomas-Hicks, former medical records clerk for the Cambridge East Health Care Center in Madison Heights, was accused last March of making unauthorized electronic withdrawals from a 91-year-old resident's checking account for debts and to pay for telephone, TV and Internet services. She also used a 74-year-old patient's name and credit history to help her buy a car, police said. Hicks, a 33-year-old Riverview resident, was convicted of identity theft last year in Wayne County. She's on two years' probation, barred from jobs that provide access to finances and ordered to perform 125 hours of community service. She also was assessed about $400 in fees and court costs.

• A former southeast Michigan nursing home administrator was convicted of Medicaid fraud for filing false statements regarding nursing staff levels. Despite being on a five-year sanction against working in federally supported health care programs, Cox says, she now is a corporate consultant to several nursing homes eligible for Medicare and Medicaid funds.

Cox wants to expand Michigan laws to include such crimes as drug abuse as reasons to prohibit nursing homes from hiring workers who'd be involved in patient care.

Current laws only prevent nursing homes from hiring people whose offenses involve abuse of older and vulnerable residents, he says.

He wants to eliminate a "grandfather" provision that prevents nursing homes from getting rid of workers convicted of crimes before the 2002 and 2004 laws took effect. He'll recommend stiffer penalties for those who abuse vulnerable citizens.

Background checks should be required once a year for all nursing home patient care workers, and also for other employees who could take advantage of residents even though not regularly involved in direct care, Cox also says.

He plans to work with lawmakers on a package of nursing home bills to be introduced before the Legislature recesses for the summer at the end of June.

InfoLink Screening Services Launches New Automated Solution for Form I-9 Employment Verifications and Additional Form I-9 Services

June 14, 2005, Los Angeles, CA – InfoLink Screening Services, a nationwide provider of employment background checks, drug testing and physical exams, today announced that it has launched a new automated solution for Form I-9 compliance services, including the first web-based service for verifying employees have a legal right to work in the United States.

InfoLink's secure, web-based service powered by Form I-9 Compliance enables employers to conduct Form I-9 employment eligibility verifications through the Department of Homeland Security (DHS) and Social Security Administration (SSA). Employers are able to use the information on newly hired employees’ I-9 Forms to verify the accuracy of Social Security and Immigration “A” numbers and in real-time obtain employee’s legal right to work status with a DHS-issued verification number.

The Immigration Reform and Control Act of 1986 legally mandates that U.S. employers verify the employment eligibility status of newly-hired employees and makes it unlawful for employers to knowingly hire or continue to employ unauthorized workers. Noncompliance, whether intentional or caused simply by oversight, has severe legal and financial consequences imposed by the DHS, as well as the potential of a corporate image tarnished by negative publicity.

In addition to employment eligibility verifications, InfoLink will also offer the following services to help companies manage their Form I-9 processes:

• A self-correcting electronic Form I-9 that virtually eliminates processing errors and simplifies the document completion process.
• Secure, paperless Form I-9 storage, providing anytime, anywhere online access for updating, re-verification and governmental inspection.
• Automated alerts in advance of employees’ expiring work authorizations, enabling employees to renew their work authorization documents and legally continue to work without interruption.
• Pre-filled employment eligibility verification forms if the company has conducted a background check on the new employee through InfoLink or uses an integrated ATS or HRIS solution.
• Form I-9 consulting services performed by trained and experienced I-9 consultants including former INS officials and executive-level Human Resources professionals.

InfoLink’s Form I-9 employment verification services:

• Provide peace of mind that new employees’ Social Security and Immigration documents are valid.
• Simplify and improve the efficiency of Form I-9 processes.
• Substantially decrease human errors in completing I-9 Forms.
• Cost-effectively reduce exposure to government audits, financial penalties and negative publicity resulting from non-compliance.
• Improve the accuracy of payroll and tax reporting and helps eliminate SSA inquiries concerning unmatched Social Security accounts by identifying current employees with fraudulent Social Security numbers.

“We’re excited to be the first company to offer an automated, web-based solution for ensuring U.S. business employ individuals who are legally authorized to work in the United States,” said Barry Nadell, president of InfoLink Screening Services, Inc. “Because of our focus on legal compliance in employment screening, we felt it was important for InfoLink to be an early mover in Form I-9 compliance services. InfoLink’s Form I-9 employment verification services provide business with new, efficient methods for managing their I-9 processes and complying with the law.”

About InfoLink Screening Services
InfoLink Screening Services is a leading provider of employment background checks, drug testing, physical exams and Form I-9 employment verification services. Thousands of companies nationwide, from small businesses to Fortune 500's, rely on InfoLink's exceptional service, fast turnaround, legal compliance and accurate reports. Its easy-to-use web-based solution enables easy order entry, status tracking, hit notification and secure archiving. InfoLink's drug screening and physical exam programs include a nationwide network of thousands of collection sites and clinics, secure online reporting and consolidated billing. And its new Form I-9 employment verification services enable companies to reduce Form I-9 errors and verify employees’ legal right to work in the U.S. InfoLink's comprehensive employee screening services and seamless integration with Human Resource software increase Human Resource efficiency and enable businesses to Hire with Confidence™. Visit www.infolinkscreening.com or call (800) 990-HIRE (4473) for additional information.

About Form I-9 Compliance, LLC
Form I-9 Compliance was the first federally-approved Designated Agent of the Department of Homeland Security and the Social Security Administration for electronic Form I-9 employment verifications. Form I-9 Compliance provides automated right to work verifications, electronic Form I-9 processing, secure online storage and Form I-9 consulting services. Form I-9 Compliance is headquartered in Newport Beach, California. Visit www.formi9.com or call 866-640-4949 for additional information.

Respecting and Protecting Elders

By Elliot A. Boxerbaum, CPP, and Patrick F. Donaldson
Security Management, May 2005

As the U.S. population ages, and more people reside in long-term-care facilities, security professionals must learn to assess and address the unique risks of these facilities.

According to the United States Census Bureau's projections on aging, more than 40 million U.S. citizens will be of retirement age by 2010, including approximately 6.1 million who will be 85 years old or older. By 2050, the government projects that some 86.7 million Americans will be age 65 and above and 20.9 million will be 85 or older. Many of these people will enter eldercare facilities, convalescent care centers, extended care facilities, and independent living or congregant care communities. And because residents of these facilities are often weak and vulnerable, the potential for them to be victimized is great. Among the threats are theft of personal property, abuse, physical assault, diversion of assets, extortion, and other crimes. Security professionals must know how to assess and address the risks.

Long-term-care facilities vary greatly in size, but whatever the size of the facility, it will face some of the same issues, many of which are unique to that environment. For example, during hospital stays, patients are encouraged to leave valuable items and keepsakes at home. But for many individuals, the long-term-care facility is their primary domicile, and residents bring these items with them. Thus, security of those items must be addressed.

Unfortunately, as residents continue to age, their memories and cognitive abilities may deteriorate to the level of unreliability. Because of this, reported incidents of property loss are sometimes written off as imagined events and not fully investigated. That type of response clearly does not serve the residents or the facility well.

Currently, the long-term-care (LTC) community includes more than 20,500 nursing homes. Most are for-profit institutions, placing them squarely in the purview of private security. However, a recent search of the ASIS International membership revealed fewer than a dozen members who list nursing homes, long-term-care facilities, convalescent facilities, or similar organizations as their primary employer. Based on the authors' experiences, this is because security services to the eldercare facilities are generally provided by contractors who report to facility administrators. In some instances, security is the responsibility of the maintenance or nursing supervisor. At hospital-based facilities, by contrast, there is usually an in-house security director or manager. Perhaps as the LTC industry matures, its approach to security will also evolve.
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Those within. Crimes at LTC facilities are not limited to those perpetrated by trespassers or burglars. Staff may also pose threats, especially as a resident's vulnerability increases and he or she becomes more dependent on caregivers. Elements to consider when assessing threats within an LTC environment include current employee recruitment processes, screening and background checks, and supervision of employees.

In some communities, the demand for entry-level resident care and custodial workers is high. Staff turnover in these jobs is also high, and some organizations have chosen to reduce costs by cutting back on reference checks that provide vitally important information about potential employees. These organizations run the risk of both increased security incidents and increased resultant liability costs. Negative publicity could also taint the reputation of the facility.

Additionally, the facility's incident reporting policies and procedures should be reviewed, as well as resident property tracking and management, and the training and regular reevaluation of both the security and care staff. Internal security audits should also be studied.

Another concern is the threat that residents may pose to one another. For example, more than 400 registered sex offenders were LTC residents, according to a 2004 study, "Predators in America's Nursing Homes, Registered Sex Offenders Residing in Nursing Homes Analysis," conducted by A Perfect Cause, a disability and elder-rights advocacy organization.

The study identified one 144-bed skilled-care and intermediate-care facility in Ohio as the residence of 15 registered sex offenders-more than half of whom were convicted rapists. A Missouri nursing home mentioned in the study was reportedly the home of 12 sexual offenders. The study also cited multiple cases of offenders committing assaults and rapes in the facilities where they were housed.

Because of these incidents, LTC providers and advocacy groups debate whether a facility has a responsibility to notify residents and their families when residents who may pose a threat-especially registered sex offenders-are admitted.

One way to address the risk of patient-on-patient crime is a patient-background screening program similar to employee preemployment screening. Checking the backgrounds of residents can be controversial, however.

If patient background checks are conducted, the intent should not be to reject a resident, but rather to provide the facility with information that it may need to ensure the safety of that resident, other residents, visitors, and staff. Confidentiality of information, communication of adverse information, and other related issues need to be addressed in well-constructed policies and procedures. Certain types of background checks may require a signed release by the resident or disclosure of the results by the requesting organization. Policies such as this should be reviewed by legal counsel prior to implementation.
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To protect residents, family, and staff, LTC facilities should assess their needs, understand the risks and threats inherent in their unique environment, and develop strategies to address them. Following this course of action will help to ensure that the residents' golden years will not be tarnished.

The Importance of a Complete Background Check

By Barry J. Nadell

In January 2005, InfoLink Screening Services, a national background screening firm, was completing a background check for a manufacturing client. Based on the identifying information provided by the applicant, InfoLink might have reported “No Record Found”, but discrepancies where identified during the Quality Assurance phase of its investigation. What InfoLink learned was that the applicant transposed the last two numbers of her social security number and provided the employer a false date of birth (DOB) when she applied for employment.

The key to InfoLink’s research was a Motor Vehicle Report (MVR) that the client ordered. The Motor Vehicle Report revealed that the applicant’s date of birth was 05/05/1973, not 08/05/1973 which she reported to the employer. When InfoLink conducted a second investigation at the court with the correct date of birth, it found a vehicle violation in the court’s records that exactly matched the violation on the MVR and eight (8) other criminal convictions including a felony for forgery. In addition, the court records included the applicant’s social security number which revealed that she had also transposed the last two digits of her SSN from 10 to 01. Using other research tools, InfoLink confirmed that the Social Security Number it received from the MVR (ending in 10) belonged to applicant, while the SSN ending in 01 belonged to someone else who had a clean criminal record.

What Human Resource and security professionals can learn from the above case is that criminals are learning that the primary identifier in court records is date of birth and that they can conceal their past by providing a false DOB.

In his new book “Sleuthing 101, Background Checks and The Law,” Barry J. Nadell, President of InfoLink advises employers to always conduct a motor vehicle report as part of their background screening program… even if the job position does not include driving. Employers can learn a great deal about a person’s character by identifying DUI’s, possession of drugs, current arrest warrants and failures to appear. In addition, the MVR search is the only verifiable source to help identify the subject’s actual date of birth.

InfoLink’s 2004 Applicant Hit Ratio Analysis – “hit ratio” is an industry measure of the percentage of convictions, MVR violations, verification discrepancies, etc. to the total background checks – reveals that 8.4% of individuals who received prior notice that a background check may be conducted and authorized the investigation in writing, had criminal convictions. These included felonies for Assault with a Firearm, Sexual Abuse, Forgery, Robbery, Possession of Stolen Goods, Assault with a Deadly Weapon, Welfare Fraud, Larceny, Hit and Run, Passing Bad Checks, Dealing Cocaine, Grand Theft by Employee, Felon Possessing Firearm, Check Fraud, Aggravated Battery, Sexual Assault, Burglary, Attempted Murder and more.

InfoLink’s 2004 Hit Ratio Analysis, summarized in the chart below, is calculated based upon the aggregate number of hits* as a percentage of the services InfoLink conducted in 2004. The chart includes an average of all clients and details on specific industries as hit ratios vary from industry to industry. If you’re not conducting checks that have a high hit ratio in your industry, you may want to consider revising your screening program. The chart is available on www.infolinkscreening.com.

Summary of Analysis

Automotive Industry - Highest Credit hit ratio and higher than average Criminal Record, DMV and Drug Testing Hit Ratio
Business Services - Highest Drug Testing hit ratio and higher than average Criminal Record, Education Verification and Worker's Compensation hit ratios
Construction - Highest DMV and Past Employment Verification hit ratio
Food Services - Highest Criminal Record hit ratio and higher than average DMV, Drug Testing, Credit History and Past Employment Verification hit ratios
Hospitality - Higher than average Drug Testing, Credit History and Social Security Trace hit ratios
Retail - Highest Education Verification hit ratio and higher than average Criminal Record, DMV and Worker's Compensation hit ratios
Transportation - Highest Worker's Comp hit ratio and above average Criminal Record, DMV and Credit History hit ratios

* Hits may include criminal search convictions, motor vehicle violations, discrepancies in employment and education verifications, positive drug test results, derogatory credit information, prior workers compensation claims, etc.

InfoLink Screening Services' Annual Applicant Hit Ratio Analysis, summarized in the chart below, is calculated based upon the aggregate number of hits as a percentage of the services healthcare companies conducted in 2004. Hits may include criminal search convictions, motor vehicle violations, discrepancies in employment and education verifications, positive drug test results, derogatory credit information, prior workers compensation claims, etc.

Criminal Record - 5.7%
DMV Information - 35.8%
Drug Testing - 1.8%
Credit History - 39.1%
Past Employment - 26.6%
Social Security - 4.4%
Workers' Comp - 9.1%