Tuesday
Mar272012

TCOR Services Releases New Web Based Application for Apartments

We have recently partnered with new Vendor to release a new product that works seamlessly with our current background check system.  It allows prospective tenants to fill out a customized application for your property, it then collects your application fee, puts the money into your checking account, runs a background check on the tenants, and notifies you when it is complete.  It is FCRA compliant and is equipped with digital signature technology. Your dashboard log in allows you to manage your prospective tenants throughout the process.  It is very low cost.  Coming soon, you will be able to print out your own leasing forms.  We also have the ability to integrate easily into your website for a seamless product for your tenants.

Monday
Sep262011

Workers' Compensation Business Seminar Series

Wednesday September 28th, 2011

  • Learn Your Real Costs
  • Screening (Don't Hire A Claim)
  • Employee Injuries-What You Should Do 
  • Certified Workplace Medical Plans 
  • How Claims Impact Your Future Premiums
  • What Is An Experience Modifier ?
  • Return To Work Program $ Savings 
  • Using Occupational Medical Clinics 
  • Contractual Risk Transfer 

Click HERE TO REGISTER

Monday
Aug222011

Attend Oklahoma's First Workforce Readiness Summit

The OKHR State Council is putting on the first ever Workforce Readiness Summit in Oklahoma City on September 7th.  This will be focusing on a new system Oklahoma has developed called KeyTrain to identify and nurture proper types of jobs and training for employees in our state.  Click here to register.

Friday
Jul152011

New Adverse Action Letter Changes

The Dodd-Frank Wall Street Reform and Consumer Protection Act new disclosure requirements will go into effect on July 21, 2011.

If you are using our default tenant adverse letters within InstaScreen, we will be adding the following in the tenant adverse action letters when a score has been included in a credit report. If you are not using our default letters and want the changes, or you do not wish to receive these changes, please contact our support team.

EXAMPLE:
Your credit score: 488 - TRANSUNION/FICO CLASSIC (98) Date score was created: 2011/07/21
Scores range from a low of 300 to a high of 850.

The top key factors that adversely affected your credit score:

  • SERIOUS DELINQUENCY, AND PUBLIC RECORD OR COLLECTION FILED (CODE 038)
  • TIME SINCE DELINQUENCY IS TOO RECENT OR UNKNOWN (CODE 013)
  • PROPORTION OF BALANCES TO CREDIT LIMITS IS TOO HIGH ON REVOLVING ACCOUNTS (CODE 010)
  • NUMBER OF ACCOUNTS WITH DELINQUENCY (CODE 018)
  • DEROGATORY INFORMATION WAS FOUND ON THE FILE, AND INQUIRIES IMPACTED THE CREDIT SCORE (CODE FA)

Sunday
Jul102011

10 Reasons to not Screen Employees with Facebook

With Social Media becoming so prominent many employers are now checking facebook profiles on potential employees before they hire them.  I think checking this type of information is a slippery slope and I do not agree with it.  If you have a policy of doing this and do it on all hires it could actually create a worse situation for you.  It is easy to google someone or even log into your facebook account and check to see what might come up.  Here are some reasons I do not think this is a good idea:

  • Discrimination is a major issue when hiring new employees. Social Intelligence is designed to create equal opportunity for all potential hires by concealing any material that falls under Federal and State Protected Classes in United States anti-discrimination law. According to the law, the following are characteristics and factors that cannot be considered as a reason to withhold an employment offer: Race, color, religion, sex, national origin, age, gender identity, disability status, veteran status, and genetic information.  Pulling this information up on facebook or other social site could pull any of this information up and put you into a sticky situation.
  • Lack of Information - the smartest employee will have a limited profile while job searching.  Many people even remove their profile while they search for a job. Even if you do find something, chances are your not seeing the whole picture, as many people have security settings that allow you to see only some of their page and it's  usually the mild stuff.
  • Lack of a Standard Policy - if you don't have a written social media policy of any type and you are evaluating social media or trying to control what employees do at and away from work you should stop, consult with an attorney or consultant, and develop one before continuing.  
  • Social Media Checks should never replace a solid background check - Information pulled up on google or other social media website should never be used alone to evaluate a candidate.  Criminal Background Checks, Credit Reports, and other in depth checks help create a complete profile along with your interviewing and qualifying, and reference checking.
  • Notification - If you make a decision based on social media, you must disclose what you found that was objectionable and give the applicant an opportunity to dispute it.  If you are like me, you can see this is a nightmare waiting to happen.  This information is subject to the FRCA just like credit or criminal records.  If  you are doing these yourself you expose yourself even further as you don't have an 800 number to give them, it's you that must now be that person.
  • Who's Decision?- Who is looking at and deciding who should be approved and declined based on what the discover?  Who knows what might sour the hiring manager away from someone.  They can think they are being objective, but who doesn't notice that the employee has opposite political or religious views than them?  What if the hiring manger has different views than you?
  • People Change - With young people especially, what is on their facebook from college may be totally different than how they behave now.  Many services go back as far as 7 years on social media.  We only go back 3 years on major traffic violations.  Doesn't add up.
  • Don't be a test case for a large law firm.  If you are using this information as a matter of policy you could easily be brought into a class action lawsuit.  There is very little case law in upper courts on this subject.  You don't want that court case to be you.
  • Where to Search? - With Twitter, Facebook, the new Google+, Tumblr, & more, who knows where all to search now?  Who might be using alternative names or profiles for any of these services?  
  • Training - Are your employees trained on how or what to look for? Are they consistent on what they are looking for?  If not, this is not a good position to be in.

If you read this and are still set on looking at social media, at least use a service that specializes in this type of check.  There are multiple out there but Social Intelligence is one that is being used by several companies now. 

 

Chris Moxley