Sterling Infosystems the ONLY GLOBAL background screening company in the 2011 Inc 5000
Monday, August 22nd, 2011 - Inc Magazine announced the 2011 members of their celebrated Inc 5000 -- a list of the most successful, entrepreneurial, private companies in the United States. Sterling Infosystems is proud to announce that it is the ONLY GLOBAL background screening company selected as a member of the Inc 5000. The Sterling team is excited to be acknowledged as a rare company that can have global scale and entrepreneurial character.
Sterling is also excited to see many of its valued customers included on the list!
Next Generation of Background Screening to be Offered Exclusively by Sterling
Las Vegas, NV – June 26th, 2011 - Sterling Infosystems Inc., the third largest background screening company in the world, announced that they will become the exclusive distributer of Social Intelligence Hiring, a pre-employment social media screening solution developed by Social Intelligence Corp. Beginning today Sterling will offer social media hiring services to its customers and other background screening companies, allowing for state-of-the-art screening in an FCRA compliant system.
Social Intelligence Corp prides itself on being able to discover previously unknown talents, awards, and achievements of candidates through publicly available online content, as well as assist in screening undesirable applicants by uncovering relevant information that human resource professionals may legally consider in the hiring process.
"Today we take our first steps into the future of background screening as we capture the opportunity of social media," said Bill Greenblatt, CEO. "Social media has come to define our digital existence, however only recently have we been able to combine deep social media searches with compliance practices in an effective solution. We now can dive into this pool where so much of the world's population practically lives."
In an FCRA-compliant manner, Social Intelligence became an industry leader by allowing companies to responsibly use social media information in a fair, non-discriminatory, respectful way, so that hiring managers can have access to the most modern and relevant sources of information, while redacting irrelevant or “protected class” information that companies are also exposed to through social media.
Save the Date! March 15, 2011
Sterling & Jackson Lewis Launch New Series of Webcasts for 2011
“Social Media Policies” to be Topic of first 2011 Web Event
Sterling Infosystems, Inc. is pleased to announce an all-new series of four webcasts to be presented in 2011 by workplace law specialists Jackson Lewis, LLP.
Jackson Lewis is well known for risk management through preventive strategies and positive solutions. Sterling’s partnership with this highly respected legal firm provides our clients with support in areas such as legal compliance surrounding pre-employment background checks, adverse action procedures, and workplace policies and procedures.
Like last year’s popular series, these events, offered free of charge, are designed to address topics of particular interest to employers and hiring professionals, including interviewing practices, background checks, FCRA compliance, wage law, etc. Each hour long webinar will be followed by a half hour Q&A session, addressing questions sent in by attendees.
The first event in this year’s series, “A Legal & Practical Primer on the Development & Maintenance of Social Media Policies & Related Issues”, will be presented on March 15th, and addresses a topic frequently requested by surveys of last year’s webinar attendees.
Other topics planned for this quarterly series include: “Legal & Practical Considerations Related to the Use of Criminal & Credit Background for Employment Purposes” (June 14th), “The Five Most Difficult Conversations to Have With Employees” (September 13th) and “Annual Year-End Employment Law Update – What Happened in 2011 and What to Expect in 2012” (December 13th)
Note: Dates & topics subject to change. Please check the Upcoming Events page of this website for the latest details
Sterling Commitment to Quality Management Confirmed by Results of ISO 9001:2008 Audit
In a year-end surveillance audit conducted by the British Standards Institute (India), Sterling Mumbai was found to have effectively maintained the standards previously certified under ISO 9001:2008 in December 2009. Sterling Infosystems’ commitment to the process of sustaining ISO certification assures our clients that our background checking products and employment screening services conform to the highest levels of quality and reliability.
ISO (International Organization for Standardization) is the recognized leading developer and publisher of international standards. Post-certification surveillance audits are conducted regularly to ensure that the organization’s quality management system continues to effectively address the entire scope of ISO registration and all elements required to uphold the management standard.
The ISO quality management system (QMS) focuses on Sterling’s various background checking fulfillment processes as well as our operational processes. The surveillance audit reviewed maintenance of the QMS by Sterling’s quality team and continuous improvement efforts throughout our organization, including the implementation of recommendations made during ISO certification. The audit results attest to Sterling’s ongoing commitment to total quality management of background screening services that combine unparalleled speed and value with highest integrity.
Sterling first earned certification under ISO 9001:2000 in December, 2006.
Illinois Joins list of states narrowly circumscribing credit checks by employees.
Click here for more information.
Jackson Lewis Report on Executive Order 13946
One provision of the new law that is receiving a great deal of attention is a prohibition (subject to certain exceptions) on Massachusetts employers utilizing an “initial written application form” to obtain information regarding applicants’ criminal backgrounds. As a result, most Massachusetts employers will need to remove questions about an applicant’s criminal background from their employment application by November 4th, 2010.
More information about the CORI reform bill including a potential obligation imposed on Massachusetts employers to implement a background checking policy and modifications to criminal background information that can be obtained from the state and used by a Massachusetts employer will follow well prior to the effective date of any provisions. Of course, Sterling will use its best efforts to provide practical guidance for employers to maximize their ability to lawfully obtain and act on criminal background information which the employer feels renders the applicant unsuitable for employment.
Changes to LabCorp Website
LabCorp has announced a new look for their website. If you use LabCorp Solutions, please follow these steps to log into the updated site for the first time:
- Access the Web tools via www.labcorpsolutions.com.
- Click on Tools in the Corporate Solutions menu bar at the top of the page.
- Click on the Registered User Login link.
- (recommended) Create a shortcut* on your PC desktop to the LabCorp Solutions login page, left click and hold on the icon in the browser window. Drag and drop onto your PC desktop to create the shortcut.
- In the LabCorp Solutions login page, enter your user ID and password information
If you require assistance, contact your LabCorp representative or Customer Operations at 800-833-3984.
June 17, 2010. NYC Economy Rebounds
In May, New York City’s workforce climbed to over 4 million, "the highest level since at least 1976 and probably the highest level ever, according to Mayor Michael Bloomberg." Read Daniel Massey's report for Crain’s New York and see what Sterling SEO Bill Greenblatt has to say.
New Oregon credit check limitations and corresponding consent & disclosure form
Please be advised that new legislation restricting employers' rights to conduct credit checks and use the information for employment purposes will go into effect July 1, 2010.
This new enactment, subject to limited exceptions will:
(i) prohibit Oregon employers from obtaining or using for employment purposes any information regarding credit history, unless such information is substantially related to the individual's current or potential job; and (ii) require Oregon employers who believe credit information meets this job-related standard to provide the employee or applicant the reasons for their determination in writing. Please see below for the proposed regulations.
Employers that are federally insured banks or credit unions, required by federal or state law to use individual credit history or who are hiring employees in positions responsible for enforcing criminal laws, such as public safety officers, are not limited by this new legislation.
While these requirements are not effective until July 1st and the final verbiage of any consent form will be dependent on the final Oregon regulations, due to the statute's enactment as emergency legislation during an emergency session, employers who conduct credit checks in the state of Oregon may wish to modify their Oregon practices immediately. Sterling has prepared a revised consent form incorporating the new Oregon statutory requirements as well as other minor language updates. This form does not incorporate all of the proposed notification requirements in the regulations. Prior to July 1st, Sterling will issue a further revised consent form if necessary based on the language of the final regulations. |
