Ross Levinsohn, a former executive of vice president with the company will temporary step in to fill the vacancy. CBS News claims that “The struggling Internet company had hoped that Thompson, who became CEO in January, would turn things around. But he now becomes the fourth CEO to leave Yahoo in five years.” here is what CBS News reported about the actual misleading information. “Thompson had padded his resume with a degree in computer science from Stonehill College. Thompson did earn an accounting degree from Stonehill, a Catholic school near Boston, in 1979, a fact that Yahoo correctly lists. But he did not earn a computer science degree.” 1

This story has hit headlines across the country and is another example of how proper screening during the initial hire is very important. From Yahoo’s standpoint catching this information flaw early in the hire would have proved very valuable.

About Global HR Research
With its international headquarters located in Bonita Springs, Florida, GHRR delivers the most advanced, intuitive and diagnostic technology in the human resource industry to help companies find, select, assess, screen and hire quality candidates. Provided services include, but not limited to: talent management & acquisition, performance engineering and selection assessments, talent and workforce background screening, international background checks and Drug and Health Screenings. Their clients include a growing number of Fortune 500, Fortune 1000 and hundreds of small and medium-sized businesses – including thousands of active users around the globe. For more information about Global HR Research, visit www.globalhrresearch.com or call (800) 790-1205.

Sources:
1. incent, Roger. LA Times, 14/05/2012. Web. 16 May 2012. <http://articles.latimes.com/2012/may/14/business/la-fi-yahoo-thompson-resigns-20120514>.
2. “http://www.cbsnews.com/8301-500395_162-57433371/yahoo-ceo-steps-down-after-resume-flap/.” . Associated Press, 13/05/2012. Web. 16 May 2012.

About Global HR Research
With its international headquarters located in Bonita Springs, Florida, GHRR delivers the most advanced, intuitive and diagnostic technology in the human resource industry to help companies find, select, assess, screen and hire quality candidates. Provided services include, but not limited to: talent management & acquisition, performance engineering and selection assessments, talent and workforce background screening, international background checks and Drug and Health Screenings. Their clients include a growing number of Fortune 500, Fortune 1000 and hundreds of small and medium-sized businesses – including thousands of active users around the globe. For more information about Global HR Research, visit www.globalhrresearch.com or call (800) 790-1205.

Webinar Disclosure Statement:
This content provided herein is for informational and educational purposes only and should not be deemed as legal advice or counsel. Please contact the presenter of this webinar for specific questions, comments or concerns pertaining to content or for additional information.

We will discuss the following:
- Criminal Records Checks – Databases vs On-site
- Social Media Checks
- Industry Specific Searches
- Requirements from your vendor (CRA)
- Requirements from you as the employer

Space is limited.
Reserve your Webinar seat now:
Register Here

“The first state to ban asking for employee Facebook passwords is Maryland” Writes Eric B. Meyer, author of theemployerhandbook.com. His full post can be seen here. Mr. Meyer explores different scenarios in which Facebook snooping may be a smart practice.

The Baltimore Sun reports that pending Gov. Martin O’Malley’s signature the state will have the first ruling of this kind. Melissa Goemann of the American Civil Liberties Union (ACLU) of Maryland released a statement that “Our state has trail-blazed a new frontier in protecting freedom of expression in the digital age, and has created a model for other states to follow.”
This is truly an interesting topic and will surely explode in the near future. You can always rely on Global HR Research (GHRR) for interesting and popular headlines related to the employment process and industry. We report from a neutral standpoint and keep our followers informed on important issues in this ever-changing industry. 
   

About Global HR Research
With its international headquarters located in Bonita Springs, Florida, GHRR delivers the most advanced, intuitive and diagnostic technology in the human resource industry to help companies find, select, assess, screen and hire quality candidates. Provided services include, but not limited to: talent management & acquisition, performance engineering and selection assessments, talent and workforce background screening, international background checks and Drug and Health Screenings. Their clients include a growing number of Fortune 500, Fortune 1000 and hundreds of small and medium-sized businesses – including thousands of active users around the globe. For more information about Global HR Research, visit www.globalhrresearch.com or call (800) 790-1205.

Soucres:
www.aclu-md.org/press_room/64
www.baltimoresun.com/news/maryland/politics/bs-md-privacy-law-20120410,0,4565780.story
www.theemployerhandbook.com/2012/04/and-the-first-state-to-ban-ask.html

Released by Seyfarth Shaw Attorneys LLP 03/23/2012 

As most of you are aware, reforms to the Massachusetts Criminal Offender Record Law go into effect on May 4, 2012. This law imposes significant new obligations on Massachusetts employers conducting criminal background checks and will require employers to reassess their current practices. In addition to the statutory reforms, the Department of Criminal Justice Information Services recently issued Proposed Regulations that provide additional guidance regarding employers’ obligations under the new statute, impose additional requirements, and specifically address the role of Consumer Reporting Agencies in obtaining criminal history information.  The attached Strategy & Insights Memo provides a detailed analysis of the new CORI law, the proposed regulations and the steps that employers need to take to comply with these new requirements. 

In addition, on April 11, 2012, our experts will host a webinar, “Navigating the New Massachusetts Criminal Record Law,” that will provide an overview of the requirements which go into effect on May 4, 2012, and an in-depth analysis of the proposed regulations. For more information on the webinar click here and to register please use registration button to the right.

03/23/2012

Attorneys: Jean M. Wilson, Michael D. Fleischer, Barry J. Miller

Register Now For Seyfarth’s Breakfast Briefing on April 4, 2012: Navigating the New Massachusetts Criminal Record Law

On May 4, 2012, major changes are coming that will require all Massachusetts employers conducting criminal background checks to reassess their practices. As we reported previously, the Massachusetts Legislature overhauled the Criminal Offender Record Information (“CORI”) statute in 2010, imposing a host of new requirements for users and providers of criminal history to be phased in over time. A few days ago, the Department of Criminal Justice Information Services (“DCJIS”) issued 84 pages of Proposed Regulations implementing the last of the new requirements and announced a public hearing on the draft regulations scheduled for March 30, 2012. A few of the most important points in these new regulations are noted below. Seyfarth Shaw also invites you to join us at 8:00 a.m. on April 4, 2012, for a Breakfast Briefing, where our experts will provide an overview of the requirements which go into effect on May 4, 2012, an analysis of the proposed regulations, and an update on the DCJIS’s public hearing. Seyfarth Shaw will also host a webinar on the topic on April 11, 2012 at 1:00 p.m.

 Proposed Regulations: Key Points For Employers

Notification To Applicant Prior to Potential Adverse Decision

Employers who intend to take adverse action based on criminal history information must notify the applicant, provide the applicant with several specific pieces of information, afford the applicant an opportunity to dispute the accuracy of the criminal history at issue, and document all steps taken to comply with these requirements. Unlike with the federal Fair Credit Reporting Act, the new CORI requirement exists regardless of whether a third party is used to obtain the criminal history information.

Using a Consumer Reporting Agency (“CRA”) to Make Employment Decisions

Employers using CRAs to collect criminal history information on employees or applicants are required to make certifications to the CRA regarding the employer’s CORI compliance measures, in addition to providing disclosures to the individuals being screened both before the employer requests a criminal history report from the CRA and before taking any adverse action based on information that the CRA provides.

The regulations also provide a separate set of requirements that apply when an employer outsources the decision-making process regarding an employee’s eligibility for hire to the CRA, rather than merely requesting criminal history information from the CRA.

Obtaining CORI from DCJIS

Employers who obtain criminal record information from DCJIS must submit acknowledgement forms for each applicant, verify the identity of the applicant by examining a government-issued identification, and certify that the applicant was properly identified. These acknowledgement forms must be maintained by the employer for one year from the date the applicant signs the form.

Training Required

Before requesting CORI, employers or CRAs must register for an account on the Commonwealth’s new iCORI system, complete a training, and adhere to annual renewal and re-training requirements.

CORI Policy Requirement

Employers who submit five or more CORI requests annually must maintain a CORI policy and provide it to applicants if the employer takes adverse employment action based on the applicant’s CORI. These requirements apply whether the employer (or a CRA on the employer’s behalf), obtains criminal history information from DCJIS or another source.

Strict Recordkeeping Requirements

Employers must store all hard copies of CORI in a separate, locked and secure location and limit access to the location to employees who the employer has approved to access CORI. Electronic CORI records must be password-protected and encrypted and may not be stored using public cloud storage methods.

Employers are prohibited from retaining CORI for longer than seven years and are required to implement effective means of destroying or deleting such information, including scrubbing computer hard drives and deleting CORI from any back-up computer system.

If an employer disseminates CORI outside of its organization, the employer must keep a detailed dissemination log, which must be maintained for at least one year.

Audits by DCJIS

Employers who request CORI from DCJIS are subject to audit. During an audit, DCJIS staff can inspect CORI-related documents, including documentation of adverse employment decisions based on CORI. DCJIS may initiate a complaint with the Criminal Records Review Board (CRRB) against an employer for failure to participate in an audit or in the event that DCJIS determines the employer is not in compliance with the CORI law.

Penalties for Violations of the CORI Law

The CRRB has the authority to impose civil fines of up to $5,000 for each knowing violation of the CORI law. Certain violations may also subject an employer to criminal prosecution.

Strategy and Insights  for Compliance with the Massachusetts CORI Reform Act

In addition to our upcoming Breakfast Briefing and webinar, Seyfarth Shaw will soon publish an Insights & Strategies piece providing a comprehensive analysis of the new CORI requirements and the steps that employers can take to avoid liability under the revised statute.

Seyfarth Shaw is hosting a Breakfast Briefing to outline the changes and their impact on April 4, 2012. To register for this event, click here

- Alliance to Provide Human Resources Professionals with Enhanced Tax Credit, OFCCP Compliance, Pre-employment Screening and Acquisition Solutions –

(RESTON, Va. and BONITA SPRINGS, Fla. – March 1, 2012) – MAXIMUS Tax Credit and Employer Services, a division of MAXIMUS, and Global HR Research (GHRR), a leading provider of talent screening, management and assessment solutions, announced today that they have entered into a strategic alliance. Through this alliance, MAXIMUS clients will have the opportunity to use GHRR’s pre-employment screening services and diagnostic selection tools, while GHRR clients will gain access to the MAXIMUS suite of tax credit and employer services, including tax credit pre-screening, E-Verify and Form I-9 solutions.

MAXIMUS clients will be able to access GHRR’s industry-leading pre-employment solutions through the GlobalHiRe and JobMatcher platforms. These platforms include fully customized and scalable online services – including background screening, applicant tracking, diagnostic selection assessments and occupational health solutions – designed to help companies of all sizes more effectively select and assess candidates while still mitigating risk and maintaining compliance.

Through the new MAXIMUS Work Opportunity Tax Credit (WOTC) solutions, GHRR clients will have access to tools that pre-screen applicants and capture qualified tax credits. The WOTC is a federal tax credit incentive for companies to hire individuals from target populations that have consistently faced adversity in securing employment. MAXIMUS was a contributor to the development of the federal WOTC Program and has administered tax credits for employers for more than three decades.
Through the alliance with MAXIMUS, GHRR will also offer clients enhanced electronic I-9 management services. Hiring managers will be able to use electronic signatures and real-time tracking and reporting tools, mitigating risk by virtually eliminating human error while saving time and increasing compliance for their organizations.

“The integration of our and tax credit and I-9/E-Verify services with GHRR’s talent management and risk-mitigation solutions will provide employers with a suite of effective HR resources,” commented Mark Andrekovich, President of MAXIMUS Tax Credit and Employer Services.
“Global HR Research is thrilled to introduce the MAXIMUS WOTC solution to our clients to help them reduce hiring costs and improve their bottom line with tax credit maximization,” commented Brandon Phillips, Global HR Research President and Chief Executive Officer.

About MAXIMUS Tax Credit and Employer Services
MAXIMUS Tax Credit and Employer Services works with businesses to maximize their tax credit potential through incentives, such as Federal Work Opportunity Tax Credits, Location, Retraining, Empowerment Zone and Green Building Tax Credits. Some of these programs are designed to encourage employers to hire workers from targeted populations, including veterans, individuals with disabilities and long-term welfare recipients. MAXIMUS Tax Credit and Employer Services additionally provides end-to-end electronic I-9 management services that are fully compliant with guidelines published by the U.S. Department of Homeland Security and seamlessly integrated with the U.S. Citizenship and Immigration Services E-Verify program. For businesses that would like to learn more about the MAXOutreach® solution and our other services, visit www.maximus.com/services/business-tax-credit or call 866.307.1476.

About GLOBAL HR RESEARCH
With its international headquarters located in Bonita Springs, Florida, GHRR delivers the most advanced, intuitive and diagnostic technology in the human resource industry to help companies find, select, assess, screen and hire quality candidates. Provided services include, but not limited to: talent management & acquisition, performance engineering and selection assessments, talent and workforce background screening, international background checks and Drug and Health Screenings. Their clients include a growing number of Fortune 500, Fortune 1000 and hundreds of small and medium-sized businesses – including thousands of active users around the globe. For more information about Global HR Research, visit www.globalHRresearch.com or call 800.790.1205.

The relationship between Seyfarth Shaw, and Global HR Research, involves a mutual commitment to excellence and innovative services. The Legal information and advice provided by Seyfarth Shaw is unmatched and allows Global HR Research to continually grow in this dynamic industry. Below is a Webinar invitation hosted by our partners Seyfarth Shaw on Wednesday February 29th.

Cost: There is no cost to attend this webinar, registration is required

• 1:00 p.m. to 2:30 p.m. Eastern
• 12:00 p.m. to 1:30 p.m. Central
• 11:00 a.m. to 12:30 p.m. Mountain
• 10:00 a.m. to 11:30 a.m. Pacific 

In 2011, the California Legislature passed many new laws that will challenge employers in 2012 and beyond. In our first breakfast briefing of 2012, we will summarize the new legislation that will affect employers doing business in California and provide practical solutions for compliance. We will also highlight key case law and regulatory developments of 2011, as well as significant changes we may expect in 2012.