Tuesday, August 22, 2017
Tuesday, August 8, 2017
History of skimmers
2011-ATM manufacturers began cracking down on skimming by installing anti-skimming devices on their machines. These consisted of translucent, circular casings over the card reader, which the criminals quickly learned to replicate.
How it works
- Use Pumps/ATMs near attendants. Less chance they were compromised.
- Pay inside
- Pause before you swipe, inspect car slot, look for security seal
- Feel for difficulty inserting or sliding card
- Wiggle slot housing. Don’t have to break it. Criminals aren’t going to install anything that takes time or is permanent
- Check nearby pumps, compare slots for differences
- Guard the card number
- Use Apple/Samsung/Android pay whenever possible
- Check accounts regularly
Wednesday, July 26, 2017
What are Microchips?
The few people I've spoken to have said no way. The Swedish company, Epicenter, has parties celebrating an employee's decision to be implanted. The Wisconsin company, Three Square Market, already has fifty employees agreeing to the implants.
Employers considering this or any type of employee tracking devices should do considerable research. Definitely work with an attorney to develop policies and updates to employee handbooks.
Tuesday, July 18, 2017
- Fair Credit Reporting Act (FCRA). As of October 1, 1997 the FCRA requires that all employers who request background checks for pre employment screening purposes have a written consent from the applicant.
- Civil Rights Act of 1964, Title VII. Employers cannot reject or fire qualified individuals who have criminal records when the criminal history has no bearing on the individual’s fitness or ability to perform the job.
- Equal Employment Opportunity Commission (EEOC. The EEOC is clear in its position on employers’ use of criminal background checks for employee hiring and retention: “Using such records as an absolute measure to prevent an individual from being hired could limit the employment opportunities of some protected groups and thus cannot be used in this way.”
- National Labor Relations Act (NLRA) was enacted in 1935. The Act allows for the National labor Relations Board to enforce laws that give employees the right to act together for improved pay and working conditions, even if they are not part of a union.
- We were always asked to conduct national criminal record checks. This request is difficult to explain because most people’s perception of the criminal justice system is marred by television. Simply put, there is no “national” database that houses criminal records. Records of arrests and adjudications are kept at the local courthouses and county jurisdictions. Conducting a non-law enforcement national background check would be better said as a “nationwide” check. To obtain a thorough picture of a person’s criminal past, all levels of government entities maintaining criminal records should be searched. Read our post "National" record checks, which further explains the subject.
- Look for companies that search both public and commercial databases within the Federal, State, and County jurisdictions. Analyzing the information to ensure the utmost accuracy for your screenings.
- Ban the box is national grassroots movement to remove the question, “Have you ever been convicted of a crime” from employment applications. Many State and local jurisdictions have passed laws removing the question from government employment applications.
- “Bright line” is a clearly defined rule or standard, generally used in law, composed of objective factors, which leaves little or no room for varying interpretation. The purpose of a bright-line rule is to produce predictable and consistent results in its application.
- A Bright line hiring example would be to not hire someone with a criminal record. Bright line hiring practices are dangerous for any business, as you may have violated the Civil Rights Act of 1964 or EEOC guidelines.
- Sometimes. The legal term “expunged” has different definitions in different states. Some allow for the records to be sealed and treat the case as it never happened. Some change the conviction to “dismissed”, but the other details of the case are the same. In Maryland, it means to remove from public inspection.
- Although records are expunged, they are filed somewhere. Third party vendors purchase data from government entities before records are expunged. They then resell that data. Although records get expunged, they remain active through third party vendors.
- Avoid the expense of making a bad hire. Bad hires can cost as much as three times the salary of the job in question
- Reduce liability: Putting current employees at risk by placing a violent person in the workplace.
- Find those with a propensity for violence. Workplace violence has been found to make up 18% of all crime.
- Reduce of workplace accidents
- Reduce resume puffing. One-third of resumes have some degree of puffery
- Aid the applicant. During the process other names associated with the applicants’ social security number are regularly discovered. This information may help the applicant thwart identity theft.
- You can and many do. The Internet is a very powerful tool. The questions are: Do you have time? Do you know where to look? Do you know how to decipher the information you do find? Are you sure you are looking at the correct person?
See our blog archive and topic categories for more on this topic.
How well do you know someone? March 2017
Social Media Checks July 2016
FCRwhat? March 2015
Just checking local Internet records not enough December 2014
Convicted? Never convicted. October 2014
Have you ever been convicted of a crime? February 2014
Wednesday, July 5, 2017
Reduce your risk
Monday, June 19, 2017
FAA licensing requirements
- Fly at or below 400 feet
- Keep your UAS within sight
- Never fly near other aircraft, especially near airports
- Never fly over groups of people
- Never fly over stadiums or sports events
- Never fly near emergency response efforts such as fires
- Never fly under the influence
- Be aware of airspace requirements
- Must be at least 16 years old
- Must pass an initial aeronautical knowledge test
- Must be vetted by TSA
- Class G airspace
- Must keep the aircraft in sight (visual line-of-sight)
- Must fly under 400 feet
- Must fly during the day
- Must fly at or below 100 mph
- Must yield right of way to manned aircraft
- Must NOT fly over people
- Must NOT fly from a moving vehicle
Tuesday, June 6, 2017
- Generally, an employer may only base an employment decision on accent if effective oral communication in English is required to perform job duties and the individual's foreign accent materially interferes with his or her ability to communicate orally in English.
- Jobs that may require effective oral communication in English include teaching, customer service, and telemarketing to English speaking clients.
- If a person has an accent but it is able to communicate effectively and be understood in English, he or she cannot be discriminated against.
- A rule requiring employees to speak only English in the workplace at all times, including breaks and lunch time, will rarely be justified.
- An English-only rule should be limited to the circumstances in which it is needed for the employer to operate safely or efficiently.
- Circumstances in which an English-only rule may be justified include: communications with customers or coworkers who only speak English; emergencies or other situations in which workers must speak a common language to promote safety; cooperative work assignments in which the English-only rule is needed to promote efficiency.
- Even if there is a need for an English-only rule, an employer may not take disciplinary action against an employee for violating the rule unless the employer has notified workers about the rule and the consequences of violating it.
EEOC: Immigrants' Employment Rights Under FederalAnti-Discrimination Laws
See the blog archive for other posts about hiring.