Because HR is constantly evolving, you want expert insight and advice from the brightest minds in the business. And that’s exactly what we’ve got here.
The healthcare sector, characterized by its dynamic and resilient nature, has borne witness to a series of transformative shifts, especially in the face of the recent global pandemic. As we venture further into 2023, the U.S. Healthcare landscape promises robust growth and progressive changes, particularly in the realm of talent acquisition. We’re covering trends focusing on anticipated growth, novel recruitment methodologies, and the undiminished importance of healthcare background checks.
In 2019, DISA Global Solutions reported on the expanding issue of the Spotted Lanternfly, an issue that was predominantly concerning the regions of Pennsylvania during that period. At that point in time, the outbreak was mostly localized, affecting a range of industries, including the agriculture and timber sectors, along with transportation and logistics companies operating in the Pennsylvania area.
As we gradually approach the bustling 2023 holiday season, the retail industry finds itself preparing to tackle an array of unprecedented hiring obstacles. According to a recent survey conducted by Deloitte, a considerable segment of retailers are preparing for a potential crunch in available workforce. A notable trend identified is the anticipation of a pronounced shortage in warehouse personnel, a vital cog in the retail machine, especially in the times of heightened demand that the holiday season brings.
The Federal Fair Credit Reporting Act (FCRA), a critical component of FCRA law, imposes several obligations on users of consumer reports procured for employment purposes, such as the requirement to engage in what is known as the "adverse action process." Katie Robinson, Senior Corporate Counsel, Global H.R. Research, a DISA company, recently presented a webinar for DISA covering the FCRA compliance steps, navigating the nuances of FCRA laws, and the adverse action process, followed by an insightful Q&A with attendees. Here's what you need to know from the Q&A.
Amidst the turmoil and adjustments of the COVID-19 pandemic, many employers have had to modify their usual procedures for verifying the employment eligibility of new hires. With temporary flexibilities in place for the remote examination of Form I-9 documents, changes were inevitable. As we find ourselves in 2023, there are crucial updates and changes in these policies that employers need to be aware of.
We're excited to announce that we're just 5 months away from our annual Day with DISA event for 2024. If last year's event is anything to go by, you won't want to miss what we have in store for you next year. Keep an eye out for details and registration information to drop this October!
The Federal Fair Credit Reporting Act (FCRA) imposes several obligations on users of consumer reports that are procured for employment purposes, such as the requirement to engage in what is known as the “adverse action process.” Katie Robinson, Senior Corporate Counsel, Global HR Research, a DISA company, recently presented a webinar for DISA covering the FCRA compliance steps and the adverse action process.
Across all industries, organizations face the responsibility of ensuring the safety and well-being of their employees. Leveraging an Occupational Health and Safety Management System (OHSMS) is a crucial part of an organization's risk management strategy. This comprehensive approach to workplace safety provides a structured method for preventing occupational injuries and illnesses.
DISA’s done it again! We’re excited to announce that for the second year in a row, we’ve been awarded the Top Workplaces in Houston by the Houston Chronicle. This award is based solely on employee feedback from surveys and is a direct result from eligible participants at our company. Additionally, the award is given to companies whose employee responses revealed a higher level of employee engagement when compared with similarly sized companies in the region.
Occupational health preserves worker and worker population safety and well-being within the work environment. Primarily aimed at assisting businesses in maintaining a secure and healthy workspace, occupational health contributes significantly towards preventing risks and hazards, ensuring employee wellness, and managing injury-related care. Its profound influence resonates across diverse industries and employers, contributing to a safer work environment, limitation of risks, reduction in healthcare costs, and improved workplace productivity.
On May 2, 2023, the Department of Transportation (DOT) announced a change in its alternative drug testing methodology. The DOT has authorized oral fluid as an alternative testing methodology, harmonizing with the Health and Human Services (HHS) Mandatory Guidelines that were made effective January 1, 2020. Although they have yet to amend the rules, they anticipate they will.
Hair drug testing has emerged as an essential tool for employers to maintain a safe and productive workplace. Whether you are an employer contemplating the integration of drug testing in your organization, an employee who might undergo such a test, or someone who is subject to hair drug testing in general, several questions may arise. DISA Global Solutions aims to provide a comprehensive understanding of hair drug testing, providing the knowledge needed to navigate drug testing situations, whether you're an employer or a donor.
HOUSTON, August 7, 2023 – DISA Global Solutions, an industry-leading provider of employee screening and compliance services, announces today a significant milestone in their international growth strategy with the acquisition of SIGNUM Consulting, a well-known international pre-employment screening and risk/compliance management firm. This marks DISA's 4th acquisition in the last year and its first international acquisition, reaffirming efforts to expand global capabilities.
In today’s complex and interconnected business environment, financial transactions require an increasing level of scrutiny to successfully fulfill fiduciary responsibilities and ensure regulatory compliance. The most vital element of any strategy to protect against financial and reputational damages and fulfill regulatory requirements is Customer Due Diligence (CDD). But what is CDD, and how is it best achieved?
The Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse is an online resource enhancing the safety of America's roadways. It provides employers, drivers, state driver licensing agencies, and law enforcement personnel with real-time access to crucial information about driver drug and alcohol violations. This transparency promotes heightened safety within the commercial motor vehicle (CMV) industry.
In the modern, interconnected world of business, the importance of a thorough and comprehensive background screening process cannot be overstated. Background checks are no longer a mere formality or a simple tick on a checklist. They have evolved into a critical component of the hiring process, playing a pivotal role in ensuring the integrity, safety, and productivity of the workforce. DISA Global Solutions, an industry leader, understands the significance of these services in the current industry landscape and helps employers with risk mitigation and informed decision-making.
The year 2023 marks a significant shift in the legal landscape of the United States, with lawmakers across the country turning their attention to social inequities and ways to address them. The conversation around pay equity and transparency has taken center stage, reflecting the nation's growing concern for wage equality and negotiation empowerment. This commitment has spurred new legislation to combat the pervasive gender pay gap, which continues to disadvantage women and minority communities in the labor market.
The Federal Motor Carrier Safety Administration (FMCSA) has implemented a new policy where user accounts on the Clearinghouse portal will be automatically deleted after 90-days of inactivity. This action is significant as the FMCSA Clearinghouse is a required database search for anyone hiring a driver covered by the FMCSA for employers, providing vital information about drivers' Drug and Alcohol Program violations. Therefore, to ensure uninterrupted access to this vital resource, users must ensure the regular activity of their accounts. Losing access to your account might disrupt your operations and compliance with FMCSA regulations. Additionally, account deletions due to inactivity will require users to undergo the entire registration process again, which could lead to potential delays in verifying drivers’ compliance with drug and alcohol regulations.
The U.S. Department of Homeland Security (DHS) has announced that the COVID-19 temporary flexibilities for Form I-9, Employment Eligibility Verification will end on July 31, 2023, returning to the standard in-person physical document inspections. U.S. Immigration and Customs Enforcement (ICE) has announced that employers must complete these in-person inspections for all employees whose documents were inspected remotely during the period of temporary flexibilities by August 30, 2023.
The Federal Motor Carrier Safety Administration (FMCSA) is constantly working to enhance the safety of public roads. As a part of its efforts, the FMCSA recently announced some proposed changes to the Compliance, Safety, and Accountability (CSA) Safety Measurement System (SMS). In addition, the Crash Preventability Determination Program (CPDP) is also up for expansion. Dan Horvath, Vice President of Safety Policy for the American Trucking Association, recently presented a webinar with DISA covering everything employers need to know about the proposed changes to the CSA/SMS methodology. Here’s a quick and comprehensive summary!
Steering a business in the transportation sector involves navigating through a maze of regulatory requirements, including DOT background checks. Mandated by the U.S. Department of Transportation (DOT) and overseen by the Federal Motor Carrier Safety Administration (FMCSA), these checks ensure the safety of our roads by vetting the men and women behind the wheel.
On July 1, 2023, adults in Maryland will be able to legally possess up to 1.5 ounces of cannabis and cultivate up to two plants. This change comes as a result of the passage of Question 4, a ballot measure approved by 67.2% of Maryland voters on November 8, 2022. Following the vote, the Maryland General Assembly passed twin bills (HB 556/ SB 516) during the 2023 legislative session, which implemented an adult-use cannabis market in the state. These laws were signed into effect by Governor Wes Moore on May 4, 2023. Starting from July 1, existing medical dispensaries will be able to serve adult-use consumers.
Background checks play a crucial role in maintaining the integrity and safety of healthcare organizations. As an employer or HR professional in the healthcare industry, it's essential to understand the federal laws governing background checks to ensure compliance and protect your organization's reputation. It’s imperative to remain educated about key legislation and best practices for conducting background checks in healthcare to ensure a safe working environment.
DISA has once again received top recognition as the number one drug testing third-party administrator (TPA) in Drug Testing Industry Survey for the seventh consecutive year!
On Tuesday, May 30, 2023, Governor Walz signed HF 100, legalizing recreational cannabis in the state of Minnesota. Adults 21 and older are permitted to use and possess up to two ounces of cannabis in public beginning August 1, 2023. Possession of up to two pounds of cannabis is permitted in the home and limited home grow of up to eight plants is also permitted. While HF 100 also permits commercial cannabis sales, it did not include guidance for the regulatory market. A new state agency, the Office of Cannabis Management, is tasked with drafting and approving rules for the commercial sales market. The state has set a goal to begin accepting applications for recreational cannabis retail shops in May 2024 and to potentially begin sales in January 2025.
The Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse is an essential tool in ensuring the safety and compliance of commercial drivers. However, there are common misconceptions regarding the requirements for contacting previous employers in relation to the Clearinghouse policies. DISA Global Solutions aims to provide clarity on the obligations of employers when it comes to previous employer checks. By understanding these requirements, employers can navigate the Clearinghouse more effectively and ensure compliance with the necessary regulations.
Governor Inslee of Washington signed Senate Bill 5123 (SB 5123) into law this week, effectively limiting employer rights in the state to pre-employment test for cannabis and take action based on positive results. Employers are required to comply by January 1, 2024. The newly passed bill severely limits an employer’s ability to test applicants for most positions for cannabis. Specifically, employers cannot discriminate in hiring based on a drug test that detects the presence of “nonpsychoactive cannabis metabolites.”
The Federal Motor Carrier Safety Administration (FMCSA) Electronic Logging Device (ELD) Registry is an essential tool for commercial motor carriers and drivers to maintain compliance with federal regulations. It is crucial for companies in the transportation industry to keep track of which ELDs they use and ensure they are listed on the FMCSA's ELD Registry. DISA Global Solutions, a leading provider of compliance solutions, has recognized this need and created a dedicated page that lists all registered and revoked ELDs, updated monthly.
Sleep apnea is a growing concern in the trucking industry, as untreated sleep apnea symptoms can significantly impact a driver's performance and safety on the road. Often, people equate impaired driving with driving under the influence of drugs or alcohol. However, another form of impaired driving, equally hazardous and unrelated to the consumption of illicit substances, exists. Known as drowsy driving, this form of impairment poses a distinct threat to commercial motor vehicle (CMV) operators, their companies, and others sharing the road.
The U.S. Department of Transportation (DOT) has recently issued its final rule to amend regulations, allowing oral fluid testing for employees in the transportation industry. This development is set to streamline the drug testing process, offering a more efficient alternative to existing procedures, particularly in shy-bladder scenarios. The Notice of this rule is scheduled to be published in the Federal Register on May 2, 2023. You can find the Notice here: https://public-inspection.federalregister.gov/2023-08041.pdf
Michigan has taken a significant step forward in their efforts toward criminal justice reform with the implementation of the new "Clean Slate" law. The law is designed to offer a fresh start to individuals with criminal records by automatically expunging certain convictions if specific conditions are met. While this is a welcome development for many, it poses a significant challenge to those conducting background checks in the state. Several Michigan counties have already initiated updates to their court systems to facilitate the automatic expungement processes.
California has long been at the forefront of marijuana legalization in the United States. With the passing of AB 2188 in September of last year, employers must now navigate the complexities of this new legislation and its potential impact on their drug testing policies. That’s why it’s so important to thoroughly understand California's marijuana legalization law, AB 2188, and its implications for human resources and safety professionals. Bill Current, founder of the Current Consulting Group, recently presented a webinar for DISA covering everything employers need to know about California’s AB 2188. Here’s a quick and comprehensive summary!
Delaware recently became the latest state to legalize recreational cannabis. Governor Carney, although not in agreement with the push to legalize adult-use cannabis, decided to allow the passage of two bills (HB 1 and HB 2) pertaining to legalization without signing them. Cannabis became legal immediately although the state has yet to establish dispensaries, retail regulations, and more.
The legalization of marijuana has led to significant shifts in public perception over recent years. According to a 2021 Gallup poll, 68% of Americans supported the legalization of marijuana, reflecting growing acceptance of its use. This shift in public opinion may contribute to the belief that marijuana should be removed from workplace drug testing panels. Many individuals argue that marijuana use outside of working hours should not be grounds for employment-related consequences.
As marijuana legalization gains momentum across the United States, the topic of workplace drug testing has become increasingly relevant. With some employers considering the removal of marijuana from their drug testing panels, it's essential to examine the implications of this decision.
Kentucky Governor Andy Beshear signed SB 47 into effect, making Kentucky the 38th state to permit medical cannabis use for certain serious health conditions, and will be available beginning January 1, 2025. Medical cannabis patients are not to be considered under the influence based solely on the presence of cannabis metabolites. SB 47 provides guidance for employers, including what constitutes a “good faith” determination of impairment.
In June 2022, the City of Atlanta adopted a new ordinance to amend its existing anti-discrimination laws (Chapter 94 of the Atlanta Municipal Code). The updated laws were effective immediately and apply to all private employers with ten or more employees, so employers that missed the update last year will want to work quickly to make sure they are in compliance.
If your HR team is experiencing delays in background check results, you may want to be aware of some of the common causes for delays and what you can do to minimize or prevent them entirely.
To be clear, we’re ranked higher than your current provider.
A blended workforce consists of employees who work from an office or central location and employees who work remotely.
Navigating this terrain is crucial to the quality of patient care and the protection of organizational reputation.
Effective July 29, 2021, New York City further tightens the reigns on employers by broadening the scope of its Fair Chance Act (FCA). The FCA was first enacted in 2015 to help people obtain employment based on their merits rather than their mistakes.
On January 4, 2021, the National Labor Relations Board issued an opinion regarding union allegations that several provisions of a company’s employee handbook violated the National Labor Relations Act.[1]
Beginning December 2021, a new federal law – the Fair Chance Act – will prohibit federal contractors nationwide from inquiring about a job applicant’s criminal history during the initial stages of the application process. The new restrictions will only apply to positions related to work under the federal contract that subjects the contractor to the Fair Chance Act. The Act was signed into law by President Trump in December of 2019 as part of the National Defense Authorization Act (NDAA).
Hiring executives confronting the checkerboard of state and local regulations on background screening can follow practitioner-tested conventions to dodge problems and improve outcomes.
As mentioned in our previous posts, an employer must navigate candidate and employee background screening with extreme caution.
Section 19 of the Federal Deposit Insurance Act has been in existence since 1950, but the Federal Deposit Insurance Corporation provided codifications for the section in 2020.
“Ban the Box” is a fast-growing nationwide movement that seeks to protect job applicants who have criminal records by eliminating any inquiry into such histories on initial job applications. As of 2019, 35 states and more than 150 cities and counties had adopted ban-the-box laws, according to the National Employment Law Project.
As mentioned in our previous blog post, adverse actions that affect candidates for employment or promotion can expose employers to potential legal action. Most common are claims of “disparate impact” on protected classes.
The year of COVID-19 continues to introduce new challenges to HR’s business-as-usual hiring processes. Thankfully, the federal government continues to listen, learn, and respond. One of the many adjustments include the I-9 verification, also known as the Employment Eligibility Verification, is a United States Citizenship and Immigration Services form. Mandated by the Immigration Reform and Control Act of 1986, it’s used to verify the identity and legal authorization to work of all paid employees in the United States.
Global HR Research, the home of Clairiti and –a leading provider of award-winning background screening technology, data, and business analytics announces the release of a critical industry research study curated and managed by HRO Today, a trusted leader in examining the HR industry’s overall satisfaction with background screening services.
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