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Back to Basics: E-Verify

Back to Basics: E-Verify

What is E-Verify? 

E-Verify is a system that compares data from your Form I-9 and Employment Eligibility Verification to U.S. Department of Homeland Security and Social Security Administration records to validate that employees are approved for work in the United States. 

E-Verify is mandatory for federal contractors with contracts containing the Federal Acquisition Regulation E-Verify clause, and some states require the use of E-Verify for employers. Many employers participate voluntarily in E-Verify as a supplement to Form I-9. 

Today, E-Verify has over 75,000 registered employers of all sizes with about 1,400 new participating companies every week.  

Which states require E-Verify? 

Twenty states mandate the use of E-Verify for at least some public and/or private employers:  

  • Alabama 
  • Arizona 
  • Colorado 
  • Florida 
  • Georgia
  • Idaho 
  • Indiana 
  • Louisiana 
  • Michigan 
  • Mississippi 

  • Missouri 
  • Nebraska 
  • North Carolina 
  • Oklahoma 
  • Pennsylvania
  • South Carolina 
  • Tennessee 
  • Utah 
  • Virginia  
  • West Virginia

When should E-Verify be used?

E-Verify is only used after an offer of employment has been accepted by the individual applicant.  

E-Verify should not be used to pre-screen individuals for employment. E-Verify is not a criminal background check. It is a Human Resources onboarding function used to verify legal eligibility to work. 

Once the account has been set up, the E-Verify program must be used on ALL new employees, (Federal Contractors have different regulations). 

It cannot be used later than the third business day after the individual has started to work. The employer has three days after the date of hire to verify legal eligibility to work.  

For employers to stop using the E-Verify program, they must provide 30 days written notice to the government, per the signed Memorandum of Understanding.  

 SELECTiON.COM®’s software integration with the federal government’s Employment Verification Program (E-Verify) allows employers to quickly and accurately verify new employees’ legal right to work. 

With SELECTiON.COM®, you can manage your work authorization program through Fastrax Select® from start to finish. Our secure services help you to ensure that your workforce is legally authorized to work. Our program improves the efficiency of your Form I-9 employment verification process and the accuracy of your payroll and tax reporting. It also substantially decreases human error in completing Form I-9s.  

In turn, it also cost-effectively reduces your exposure to government audits, financial penalties, and negative publicity resulting from non-compliance. 

Contact ustoday to see how SELECTiON.COM® can take your employee onboarding process to the next level. 

Not All Background Screening Companies Are Created Equal

Not All Background Screening Companies Are Created Equal

Customer service representatives are here to help you.

Companies are not all created equal, and for that matter, neither is customer service. 

It is estimated that 73 percent of buyers value customer service. It is an essential factor in purchasing services. Customer service is one of the top reasons that a customer will continue doing business with a company after the initial sale. They will return to businesses that make them feel valued.  

Customers look for companies that are knowledgeable and can communicate well. It is especially crucial for background screening companies to be timely and keep their clients well-informed.  

With background screening companies, customers look for one that can provide a fast turnaround time for their pre-employment screenings. They also need a company that is proactive about updating the customer on screening status.  

At SELECTiON.COM® we strive to deliver the best customer service to you, our clients, every day. We believe that the best way possible for this is to house all our services under one roof instead of overseas. Our customers support, verification specialists, and IT departments are in-house and easy to reach. 

Customer Support 

Our in-house customer support representatives are highly trained and qualified to answer your questions. Customer support representatives at SELECTiON.COM® have a tenure of 7.5 years in the industry. We make each call a priority. Our customer support representatives understand how important it is to listen carefully to not only better understand the needs of our clients, but to also demonstrate to our customer our overwhelming desire to help. Our Five Star team is available from 8 a.m. to 8 p.m. Monday through Friday, via phone or online chat. 

Verification Specialists 

Our in-house verification department will help to improve your hiring process workflow by verifying important information for you. They check prior employment, education, and personal references, which currently are almost a necessity with the increased amount of resume falsification in the job market. Our specialists will make the first attempt to reach the previous employer, as provided by the client or applicant, within 24 hours of the order date. Their log notes are up-to-date, and in real-time, so you can always see the exact status of your request. The time it takes for our specialists to complete a verification can differ depending on the circumstances. We pride ourselves on being prepared for any circumstances thrown our way.  

Information Technology (IT) 

Our in-house IT department can facilitate every need you may have. We have performed integrations with businesses across the country, including but not limited to, Virtus, Taleo, UltiPro, Catholic Mutual Group, etc. These integrations have helped our clients save hundreds of thousands of dollars by streamlining the process. Not only that, but we offer access to our applicant tracking system, which saves a considerable amount of time for many of our clients at no additional cost. 

Contact us today to see how SELECTiON.COM® can make a difference in your onboarding process. 

NOTE: The contents of this article are not legal advice for your particular situation. You should neither act nor rely upon anything stated in this article without first consulting your legal counsel.   

Should You Screen Current Employees?

Should You Screen Current Employees?

Employees looking at a computer

You’ve hired a new employee. After sending them a job offer, you run a background check to search for any red flags. Their previous employment, education, and criminal history all come back clear. So you’re done with employee screening now, right? Well, not exactly. To continue to have a safe workplace and for your customer’s safety, it is good practice to rescreen your current employees regularly.  

Only eleven percent of companies consistently rescreen their current employees. For the remaining eighty-nine percent, if an employee commits a crime after being hired, then the only way they’re going to find out is when the employee starts missing days for court or disappears altogether when they go to jail. For this reason, many companies are beginning to adopt this rescreening policy.

Bring Issues to Light

Some employers only see it as an added cost to their business, but that is far from the truth. By implementing a policy of checking for criminal records or verifying credentials on an annual or semi-annual basis, employers can save themselves a lot of future time and money due to legal liabilities. 

The most convincing reason to rescreen is that it allows employers to keep their workplace safe. The most common issues that come to light in a rescreening are financial problems, revoking of a professional license or recent criminal activity. If these issues weren’t brought into the open through rescreening, then this could lead to severe liabilities for your business. This transparency allows for more trust and a safe workplace. 

Quarterly Watch® by SELECTiON.COM® allows employers to re-check their employees, volunteers, or sub-contractors quarterly, to make sure no new criminal activity has occurred since hiring. While most of our clients prefer to re-screen every three months, we also offer the option of annual and semi-annual checks. Quarterly Watch® is an innovative combination of our Search America® national criminal database and background check automation. 

Contact us today to add Quarterly Watch® to your company’s background screening process. 

NOTE: The contents of this article are not legal advice for your particular situation. You should neither act nor rely upon anything stated in this article without first consulting your legal counsel.   

These Important Steps Reduce the Risk of Employee Theft

These Important Steps Reduce the Risk of Employee Theft

Man puts money into his pocket.

Employees are given much responsibility and are essential to running a business. That can also create a significant risk. Employee theft is a big issue that small business owners face in the United States.  According to the National Federation of Independent Business (NFIB), nearly two-thirds of small businesses fall victim to employee theft and forty percent of employee theft is monetary. 

Most businesses that do have issues of employee theft will not seek legal action. Only sixteen percent of companies report employee theft to police because companies don’t believe it’s worth their time to pursue it. Large companies may think it’s not worth their trouble, but smaller businesses take a harder hit and can’t risk it. There are many ways to be proactive to stop employee theft before it even happens. 

Check Background

Criminal background checks are one way to prevent hiring employees with records of employee theft. While there is no way to protect against employee theft or prevent first-time offenders entirely, the best way to prevent employee theft is to make smart hiring decisions.   

Knowing the background of your applicant can be your greatest indicator of the ability to do their job with honesty and integrity. The only way to truly know is to check their criminal and work history for specific incidents that indicate such behavior. By conducting criminal background checks on job candidates, a company can be sure that applicants don’t have any previous record of misusing company property. 

Check References

Although criminal background checks will give you valuable information about an applicant’s criminal history, a character reference check is the best way to get others’ perceptions of your applicant. References will give you information on the applicant’s character. This is essential information when making a hiring decision that will reflect on your business and ethical values.  

It’s a good idea to consistently look out for any red flags, such as unexplained debt or missing financial records throughout employment. 

SELECTiON.COM® will develop a pre-employment and post-employment system to mitigate the risk of employee theft. Our pre-employment background check options along with our Quarterly Watch®, which can be run yearly as well, will help keep you on the right track.  

Contact ustoday to see how SELECTiON.COM® can take your employment background check process to the next level.   

NOTE: The contents of this article are not legal advice for your particular situation. You should neither act nor rely upon anything stated in this article without first consulting your legal counsel.  

Why Background Checks are an Essential Part of Hiring Seasonal Employees

Why Background Checks are an Essential Part of Hiring Seasonal Employees

ackground checks in the retail industry

With the weather warming up and students finishing up their school year, businesses are starting to hire temporary employees for the summer. These workers are vital to companies where business grows during certain months of the year.   

According to the Bureau of Labor Statistics, amusement parks, museums, restaurants, spectator sports, and fitness centers, all experience spikes in employment during the summer. Similarly, jobs in the retail industry rise during the winter.  

A seasonal employee is hired for a position that lasts six months or less. Typically, these employees are employed at the same time each year. Many temporary workers are high school or college students with little work experience.   

Workplace Safety Concerns

Since these employees don’t always have an employment history to check and are unlikely to have a criminal record, some businesses think it’s safe to slack off background screening for all seasonal hires. However, this is not helpful in the long run. These kinds of blanket policies help keep the door open for criminals and bad employees.  

Sometimes seasonal employees have little loyalty to the company, a lack of training and are less supervised, which could lead to unreliable employees, attendance issues, and theft. Even though seasonal employees usually have limited access to company information and facilities, they still can pose safety threats to full-time workers and customers and can have a detrimental effect on the business’s reputation.  

An employee is 5.4 times more likely to steal from their company than a customer is. As a result, employee theft alone costs U.S. businesses $50 billion annually. Seasonal workers can be apathetic and may tend to fall into this category more often because they do not have a long-term relationship with the employer.  

Being Proactive

Many companies use seasonal hires as a pool of employees to choose from to keep on year-round. Observing performance in-person is a great way to find the staff you’d like to keep on. However, if they didn’t properly screen their summer workers, then they could have missed something as important as a pattern of aggression in the workplace or criminal charges. This kind of behavior could ruin the company’s reputation or cause the loss of customers.  

Employers run background checks to protect the safety of their employees and customers. According to a National Association of Professional Background Screeners (NAPBS) national survey, 89 percent of employers stated that public safety was the top reason they conduct background checks. Workplace safety is a top concern for employers. If it is compromised, then the employer will be held accountable for it.  

Although this isn’t true for most seasonal employees, when it comes to the safety of your workforce and customers, it is better to be proactive.   

Use a Third-Party

Outsourcing the responsibility of background checks to a professional screening firm is the right choice. By using a third-party, this allows the experts to provide your potential hire’s criminal record accurately. It also saves the company time, so you don’t have to call past employers and check references. Background screening candidates can help businesses make smart and knowledgeable hiring decisions.  

Background screening companies are compliant with the Fair Credit Reporting Act (FCRA) regulations and labor laws, and many are accredited with the NAPBS. A right background check partner should provide all the documents you need to stay compliant.   

According to an NAPBS national survey, 96 percent of employers run background checks on employees, and only 67 percent of employers surveyed say they screen their part-time employees. Still, be thorough in your employment screening process and run a background check for all employees regardless of the length of employment.  

Smart Hiring

It is a huge responsibility to ensure a safe working environment for employees. The best step towards meeting this goal and preventing worker theft is by running background checks on all employees, no matter how long their employment will be. Employers will be protecting their reputation of a safe, secure work environment if they have screened qualified employees. Background checks are the final step to ensure smart hiring and protect employers from possible hidden risks.  

Employers will have peace of mind when they know that they are hiring the best candidates. A business’s name is just as important to employers as attracting the most qualified workers. If they want to make sure that they’ve chosen the right person, then running a background check is just as important as the rest of the hiring process.   

Contact us today to see how SELECTiON.COM® can take your employment background check process to the next level.  

NOTE: The contents of this article are not legal advice for your particular situation. You should neither act nor rely upon anything stated in this article without first consulting your own legal counsel. 

New York City Bans Pre-Employment Testing of Marijuana in 2020

New York City Bans Pre-Employment Testing of Marijuana in 2020

New York City will soon prohibit employers from requiring job applicants to submit to testing for the presence of tetrahydrocannabinol (THC), which is the active ingredient in marijuana.  

This bill, Introduction No. 1445-A, was approved by the New York City Council on April 9 and was enacted after the 30-day deadline passed without a signature from the mayor. It will go into effect in a year.  

This is the first law of its kind to ban pre-employment testing. While other states have permitted medical or recreational use of marijuana, none have passed laws that ban employers from testing job candidatesThe state of New York is among the group of states that have not legalized the recreational use of marijuana, which makes the passage of this bill a bit surprising. 

Introduction No. 1445-A amends the New York City Human Rights Law. It states that “except as otherwise provided by law, it shall be an unlawful discriminatory practice for an employer, labor organization, employment agency, or agent thereof to require a prospective employee to submit to testing for the presence of any tetrahydrocannabinol or marijuana in such prospective employee’s system as a condition of employment.”  


The following exceptions to this law are provided for safety and security sensitive jobs, as well as federal or state contract employees. 

  • Police officerspeace officers or any position with law enforcement 
  • Commercial drivers 
  • Construction or demolition workers 
  • Positions for which testing is mandated under federal law or contract 
  • Positions requiring supervision or care of children, medical patients, and persons with physical or cognitive disabilities 
  • Positions that significantly impact the health and safety of employees or the public 

Employers in New York City should review their policies on pre-employment drug testingThese procedures should be revised to comply with the new law. 

Contact us today to see how SELECTiON.COM® can take your employment background check process to the next level. 

NOTE: The contents of this article are not legal advice for your particular situation. You should neither act nor rely upon anything stated in this article without first consulting your own legal counsel. 


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