May 14th, 2012
VASSAR — Twenty years ago, Chad Hunkins thought it was cool to be bad.
These days, the 37-year-old Vassar man is finding it much more fun to be Dad.
Hunkins was disappointed this week when he found out a felony conviction for breaking and entering an occupied building in 1993 prevented him from attending his son’s field trip Thursday to the Octagon Barn in Gagetown.
http://liarcatchers.com/background_checks.html
“The guidelines are there,” Hunkins said. “Don’t get me wrong: I’m all for the guidelines. It’s to protect everybody’s children — including my two — who go on these field trips.
“But then you have guys like me, a non-violent offender, and you go all the way back 19 years to a felony when I was 17 or 18, and here I am a (nearly) 38-year-old father and husband, and you tell me I can’t go? And I know there’s other guys out there like me.
“You have communities, churches and schools saying fathers need to do more with their children because there’s too many deadbeat dads out there, and then you have a guy like me. I do everything: Boy Scouts, Girl Scouts, Little League, tee ball, soccer.
“I wasn’t expecting (the story) to blow up. I’m not trying to bring negativity to the school district or anybody intentionally, I’m just trying to get support for something I think is unfair and unjust, a so-called ‘unwritten’ rule.”
Photo by Bill Petzold Hunkins hoped to serve as chaperone for his son’s first field trip Thursday, but a background check turned up a felony conviction from 1993 that, in accordance with Vassar Schools policy, prevented Hunkins from attending.
Hunkins applied to be a chaperone for the trip and agreed to submit to a background check as is common practice for chaperones at most schools. According to Hunkins, the school handbook says that while persons with felony convictions may not be employed by the school, there is no rule prohibiting parents with past felonies from attending events with their children. The school’s policy is to not allow persons with felony convictions from serving as chaperones.
“I think the word ‘unwritten’ rule is a bad one,” Vassar Public Schools Superintendent Tom Palmer said. “You can’t have an exact rule because you don’t know what you’re going to get. So many factors come into play when you do those background checks. They’re all different, so you take them on a one-by-one basis. So as a school we just say ‘If it’s a felony, we’re going to deny (the request to be a chaperone).
“There are other things you look for … things with kids, any kind of abusive behavior. You try to keep it as simple as possible.”
Hunkins will exercise his right to appeal the decision Monday in front of the Vassar School Board.
“That’s seven lay people from the community, and they’ll have to listen and ask questions,” Palmer said. “They hear an appeal, decide what it is, and then I get back with (the person appealing a decision) and let them know. This is a new one because we’ve never had anybody actually appeal it.
“Really, it is what it is. It’s all about safety for the students. We run those background checks like most schools do that. … Our first and foremost goal is always the safety of the kids.”
Hunkins accepts the consequences of the mistakes he made.
“Anybody who knows me knows I don’t hide from my past. My past is what made me what I am today,” Hunkins said. “(When I was younger) I didn’t give a rat’s (behind) about anybody. I’ll be the first to admit that. I thought I knew everything. And that’s the thing, following the wrong crowd I got hooked on drugs, and that’s what it was. When I got my last drunk driving (in 1999) I finally woke up one day and I was like, ‘This ain’t me, this can’t be my life.’ So I started to change, quit everything and went to rehab, found faith in the Lord. My mom was supporting me. I quit.
“And then I found my wife (Eva), and she’s been more of a rock than she’ll ever know, and she kept me that way. Then my son was born, and when you have a child, that’s when you get a whole new perspective on what the meaning of life is. That day I held him in my arms when he was born I told him, ‘I will be the best father I can be.’ And I’ve tried.”
Hunkins’ friend Jennifer David Sayles, a Yahoo! contributor, heard about the situation and wrote an article for Yahoo! Voices. The article circulated on the internet, and eventually television when WNEM interviewed Hunkins and Palmer on Thursday.
“We get to this point, and I’ve been drug-free for over 10 years,” Hunkins said. “It’s one of those things that, if it wasn’t for Jenny, I probably would have just vented my stuff on Facebook and swept it under the rug. But she was like, ‘No, this has got to get out.’
“Anybody who knows my character, especially now, knows I’m not a violent person and I’m all about my kids. And I know I’m not the only guy — whether in this community or another community — who is in the same position, who cannot do these things with their child because of something we did when we were kids.
“That was the first time he’d ever asked me to go on a field trip, and he was all excited. And then to come home and have to tell him ‘Daddy can’t go,’ and watch him run down to his room crying.
“And then have to try to explain to a 7-year-old that Daddy did something that was very bad years ago and now I can’t go with you. He doesn’t understand, and it’s hard to tell a 7-year-old.
“If I had a violent past, we would never be having this conversation. Or if my felony would have happened within the last seven, eight, nine years, then that’s understandable. But to go back 20 years to when I was 17 or 18? …
“To me there’s no real threat. Where am I a threat?”
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May 14th, 2012
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May 5th, 2012
With the investigation of criminal, commercial and financial records, employer’s everywhere question their rights and obligations. Global HR Research’s Christine Nguyen gives attendees the 411 on Background Screening from the perspective of a CRA (Consumer Reporting Agency). We will outline the topics and areas that most HR Directors, Managers, and Employers have questions. We will explore the FRCA (Federal Credit Reporting Act) and best practices for compliance in terms of Background Screening. Enjoy!
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.
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May 5th, 2012
Copyright © 2012 myalternativefamily.com
Surrogacy might sound like a scary word, but you have nothing to fear from it. Using a surrogate gives you the opportunity to fulfil your dream of becoming a parent. A surrogate lets you bring a child into your life without actually giving birth to that child. Surrogacy is especially helpful for those in alternative families, including gay, lesbian, transgender couples, and single parent households. Depending on where you live, you might find adoption a difficult and sometimes impossible option.
United Kingdom
The United Kingdom made it legal for alternative families, including same-sex couples to use surrogates. Before seeking out a surrogate, you must educate yourself on the laws for alternative couples. The United Kingdom prohibits advertising for a woman to carry your child and prohibits women from advertising as surrogates. You cannot advertise in the newspaper, in your community, or even online for a surrogate.
The United Kingdom also disallows the use of brokerage firms or private brokers in regards to surrogates. Brokerage firms require that couples or individuals pay an extra fee for using their services. In other words, you pay the firm and it in turn finds a surrogate. Some firms might advertise that they offer the best surrogates or use background screening to ensure the right surrogate. The UK does not allow any company to charge a fee for finding a surrogate.
The UK prohibits payment to the surrogate for services rendered. You can pay for medical and hospital expenses, or expenses required for the unborn child. You cannot give the surrogate mother any additional payments. Paying the mother a set fee for having the child, buying her expensive gifts, or making other payments is not allowed in the UK.
United States
Surrogacy laws and requirements in the United States are different from those in the UK because the laws are put in place by individual states. Illinois, Maryland, and California are states considered as surrogate friendly. Surrogate friendly states require that you and your partner enter into a contract with the surrogate. The law requires that the contract layout the terms of the surrogacy, including the financial terms and the end terms. Often times, the surrogate mother must turn the child over immediately after birth to you and your partner.
The problem that occurs is when you, or the surrogate lives in an unfriendly state. Unfriendly states do not regard alternative families as family friendly households. The law tends to stay on the surrogate’s side, even granting her custody after birth. Your only recourse is to find a surrogate that lives in a friendly state and remain in that state during the pregnancy.
California permits commercial surrogacy, where you pay a set fee to the mother for any expenses incurred during the pregnancy and birth. It is possible for the mother to make money on the transaction, especially if you pay one price, but cover the hospital and medical bills as well. No matter your sexual orientation or marital statue, you can use a surrogate in the state. The state enforces the contract held between you and the surrogate.
New York state is completely different and places more value on the surrogate’s rights. In the state, you cannot enter into a commercial surrogacy and may even receive fines for doing so. New York does not enforce surrogacy contracts, but does offer some help and support for those adopting after a surrogacy.
Australia
The Surrogacy Contracts Act of 1993 prohibits any type of surrogacy in Tasmania. The rest of the country allows surrogacy, but prohibits the use of commercial surrogacy. Paying for a surrogate in any territory of Australia, including the Australian Capital Territory is a criminal action, worthy of jail time or large fines. In Australia, except for Tasmania, you can enter into an altruistic surrogacy, where no one profits from the transaction.
The Assisted Reproductive Treatment Act of 2008 makes altruistic surrogacy legal. Many point to senator Stephen Conroy and his wife as the reason for the Act. Conroy and his wife used egg donation implanted in a willing surrogate, with Conroy’s name listed as the father on the birth certificate. The new laws give more rights to the adoptive parents, even those in alternative families.
Australia made altruistic surrogacy legal through the Surrogacy Act 2010 No. 2 in Queensland, and the Surrogacy Act 2010 No. 102 and Parentage Act of 2004 in the Australian Capital Territory and New South Wales. South Australia and Western Australia ban the use of altruistic surrogacy for same-sex couples and the laws state that only opposite couples may use surrogates in those territories. New laws on the books in 2011 may change the surrogacy laws in Tasmania, making it easier to work with a surrogate, regardless of your sexual orientation or relationship status.
Becky Downrose is the Founder of www.myalternativefamily.com – The premier online platform for finding and connecting with alternative families, and information resource for same-sex couples and adoption, foster parenting, surrogacy, sperm and egg donation and co-parenting. http://www.myalternativefamily.com
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May 2nd, 2012
 According to a report from the Associated Press (AP), a Minneapolis, Minnesota-based Consumer Reporting Agency (CRA) that performs employment screening for businesses will close two offices in South Dakota by the end of the year and move those jobs to new sites in Arizona, India, and the Philippines. The AP reports that the company, one of the largest background screening suppliers in the country, says the closings in Aberdeen, South Dakota and Mitchell, South Dakota are due to restructuring and will affect approximately 140 workers. The AP story is the latest case of a large U.S. background screening company “offshoring” the processing of background checks to foreign countries.
However, along with the cheaper production and labor costs and increased profits for CRAs that engage in offshoring, the practice potentially has negative side effects for both employers and consumers, according to a white paper recently released by Employment Screening Resources (ESR) on the subject titled ‘The Dangers of Offshoring Personally Identifiable Information (PII) Outside of United States’:
When a United States resident applies for a job, they are likely to undergo a pre-employment background check. A disclosure and consent form required by law is completed by the applicant where they provide among other things their name, date of birth, and Social Security number (“SSN”) — in other words, everything needed for identity theft. What job applicants do not know is that with some CRAs there is a substantial likelihood that their Personally Identifiable Information (“PII”) will end up outside the U.S. and its territories in a foreign call center or data processing location well beyond the protection of U.S. privacy laws through the process known as “offshoring” The practice of offshoring provides virtually no protection against identity theft.
It is not relevant where a firm’s servers are located. If an offshore worker is able to access PII, then the potential for Identity Theft exists. Nor is the formal legal relationship between the U.S. firm and the offshore worker relevant in the least. It does not matter if the offshore worker is an employee of the American firm, an employee of some legal subsidiary, an employee of a firm hired by the U.S. firm, or an independent contractor — once data goes offshore, U.S. legal protections vanish and there is strong historic evidence that there is a risk of identity theft.
The white paper details the following negative side effects of offshoring PII outside the country:
- Once PII goes offshore, it is beyond the protections if U.S. privacy laws. An American who is the victim of identity theft as a result of offshoring cannot as a practical matter call foreign Police Departments and expect help.
- Regardless of whether the information remains on the servers of the U.S. firm and is accessed abroad, or whether the foreign workers are technically on the payroll of the U.S. firm or a subsidiary, the problem is that a worker outside of the U.S. has access to PII.
- Offshoring Information Technology (IT) jobs abroad can increase security risks. A survey of 350 IT Managers quoted in Security Management Magazine found that 69 percent of respondents said they thought outsourcing decreased network security while 61 percent said their company had experienced a data breach.
- The American Transcription Association (ATA) is against the offshoring of transcription to workers outside of the United States because sending personal information outside of the country can lead to unsecured transfer of personal data and offshoring work also means U.S.-based transcriptionists are losing jobs.
- Sensitive medical information can be compromised. For example, a California hospital outsourced its medical transcribing and the work ended up in Pakistan. A medical transcriber in Pakistan embroiled in a dispute with her employer about wages threatened to publish the medical records of thousands of Americans on the Internet. Needless to say, the hospital suffered a great deal of negative publicity and the confidentially of medical records for many Americans was endangered.
- Generally, firms that offshore provide little or no disclosure to their clients or the client’s customers to avoid negative implications associated with the practice. California passed what appears to be the first law in the nation to address offshoring with Senate Bill 909 (SB 909), which took effect January 1, 2012. The California law does not prohibit or regulate offshoring, but amends the California Investigative Consumer Reporting Agencies Act (ICRA) that regulates background checks in California to require that background check firms doing business in the state disclose in their privacy policies whether a consumer’s PII will be sent outside the country. It also requires that employer place the privacy policy of their screening firm on the authorization and disclosure form needed for a background check and provides for damages if consumers are harmed by offshoring.
Personally Identifiable Information, as defined by the U.S. Office of Management and Budget (OMB), is any data used for distinguishing individual identity and may include:
- Full name
- Birthday and birthplace
- Social Security Number (SSN)
- Vehicle registration plate number
- Driver’s license number
- Credit card number
- National identification number
To alert employers and job seekers about the potential dangers caused by background check firms offshoring PII, a group of more than 170 like-minded Consumer Reporting Agencies formed the industry group ‘ConcernedCRAs’ that endorses and subscribes to a set of standards that opposes the processing of consumer reports outside of the United States. For more information, visit http://www.concernedcras.com/no_offshoring.htm.
As a member of ConcernedCRAs, Employment Screening Resources (ESR) does not offshore PII and all processing and preparation of background checks are performed exclusively in the United States, with the only exception being international verification using information outside the country. ESR was also the third background screening firm in the U.S. to become “Safe Harbor” Certified for data privacy protection.
The Associated Press story ‘MN company closing 2 offices in South Dakota’ is available at http://www.cbsnews.com/8301-505245_162-57423199/mn-company-closing-2-offices-in-south-dakota/. The complimentary white paper ‘The Dangers of Offshoring Personally Identifiable Information (PII) Outside of United States’ from Employment Screening Resources (ESR) is available at http://www.ESRcheck.com/Download/.
For more information about the practice of offshoring, read ESR News blogs tagged ‘offshoring’ at http://www.esrcheck.com/wordpress/tag/offshoring/. Next week, ESR News will feature a blog about another large U.S. background screening company that recently expanded its offshoring practices.
For more information about Employment Screening Resources (ESR) – ‘The Background Check Authority’ and nationwide background screening company accredited by The National Association of Professional Background Screeners (NAPBS®) – visit http://www.esrcheck.com/ or call 415.898.0044.
Sources:
http://www.cbsnews.com/8301-505245_162-57423199/mn-company-closing-2-offices-in-south-dakota/
http://www.esrcheck.com/wordpress/2012/03/21/dangers-of-background-check-firms-offshoring-personal-data-of-americans-outside-of-us-revealed-in-whitepaper/
http://en.wikipedia.org/wiki/Personally_identifiable_information#Examples
http://www.leginfo.ca.gov/pub/09-10/bill/sen/sb_0901-0950/sb_909_bill_20100929_chaptered.pdf
About Employment Screening Resources (ESR):
Employment Screening Resources (ESR) – ‘The Background Check AuthoritySM’– provides accurate and actionable information, empowering employers to make informed safe hiring decisions for the benefit for our clients, their employees, and the public. ESR literally wrote the book on background screening with “The Safe Hiring Manual” by Founder and CEO Lester Rosen. ESR is accredited by The National Association of Professional Background Screeners (NAPBS), a distinction held by a small percentage of screening firms. By choosing an accredited screening firm like ESR, employers know they have selected an agency that meets the highest industry standards. For more information about Employment Screening Resources (ESR), visit http://www.esrcheck.com/ or call 415.898.0044 or 888.999.4474.
About ESR News:
The Employment Screening Resources (ESR) News blog – ESR News – provides employment screening information for employers, recruiters, and jobseekers on a variety of topics including credit reports, criminal records, data privacy, discrimination, E-Verify, jobs reports, legal updates, negligent hiring, workplace violence, and use of search engines and social network sites for background checks. For more information about ESR News or to send comments or questions, please email ESR News Editor Thomas Ahearn at tahearn@esrcheck.com.
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May 2nd, 2012
A few days back, as part of my personal work, I was searching for services offering background checks on individuals in the United States. I did find what I wanted and then, it struck to me that there are a lot of websites which are offering these services and it would be a nice thing to write a review on Everify.com which I think is the best from the lot I found on the internet. I will be reviewing Everify.com completely and will also give you a comparative analysis of other such services.
Everify.com is a no non-sense background check service which offers you the freedom to check anonymously the background of individual, his criminal records, his personal information and his social media profile.
What You Get by Subscribing to Everify.com
Background Check: Everify.com Subscription includes access to Court Records, Marriage/Divorce Records, Birth Records, Death Records, Property Records and Asset Information.
People Search: With Everify.com, you will get access to Phone Numbers, Email Address, Address History, Date of Birth, Relatives and Associates. If you have an unknown phone number, address or email address, you can reverse search the data based on the information you have.
Criminal Records: Everify.com Criminal Records Database will provide you reports on Arrest & Convictions, Felonies & Misdemeanor, Sex Offenders, Mug Shots, Criminal Driving Infractions, Court and Probation Records and a lot more information.
Social Media Check: Everify.com also gives you unlimited access to Deep Web Search Tool which will help you in finding Photos, Videos, Blogs, Professional Interests, Social Networking Profiles, Archives and Publications and other relevant information.
Are there any other services like Everify.com?
Yes, there are a lot of websites offering Everify.com and there is a reason why I chose to write a review on Everify.com. I have found the services of Everify.com to be the most economic of all such services and the information provided by them is accurate and always updated. I am sharing with a you comparative analysis of other websites which are offering the same services as Everify.com :
What precautions need to be taken while buying subscription of Everify.com?
Everify.com comes with unconditional refund from Clickbank.com which is a good thing. If you do not like the product, you can claim full refund of the entire amount paid by you. The no-questions-asked refund offered by Clickbank.com makes it a totally risk-free deal.
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Are you interested to know more about Everify.com?
The best place to find out more about Everify.com is to visit Everify.com itself.
My recommendation
I would highly recommend you to try this product. If you are interested to have this product in your kitty, you can get the same at Everify.com.
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April 23rd, 2012
Question by jaswinelover1 : Wondering what all is involved in a pre-employment background check ?
Just wondering if a domestic dispute that happened years ago will show up on my record. I spent overnight in jail, but was never convicted. Will this harm my employment chances? Best answer:
Answer by
spnkitman
It depends on the job, look for some arrests, some only for convictions.
know better? Leave your own answer in the comments!
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April 23rd, 2012
You may recall our post a few weeks ago regarding the dangers in using social media to screen potential applicants for employment. Some states have reacted recently by proposing laws banning an employer from even requesting a social media password of an applicant in the interview process (a topic of a forthcoming post on this blog). Against this background, many employers are deciding that it is best to use a third-party service for researching social media information regarding candidates. Curious to see what options are out there for your company? Check out a good example of the approach being taken with Social Media Delivered.
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April 20th, 2012
We should safeguard our kids, identity and investments. Check with a background check service prior to making critical personal or financial decisions. Utilize a People Search Service like TopRated-PeopleSearch to save both time and money.
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April 20th, 2012
Posted on | April 20, 2012 | No Comments
Having to leave our children behind while we go to work is a hard thing to do. Not only are we stressed about finding someone that will take good care of them, but we often worry they won’t get the attention they need and deserve.
If you’re looking to find a safe nanny for your children, here are some things you can do in order to increase your chances of finding the safest and most trustworthy nanny available:
Consider friends or family members
Who could take better care of your children than those
closest to you? Whether you consider hiring your mother-in-law or your next door neighbor, it’s helpful to hire
someone you already know and someone your children already know. Friends and family members are some of the
most trustworthy people we know; which may be why they’re in our life in the first place.
Get good references
If you’re not able to hire a friend or family member, it’s best to get references from them. If your friend knows someone that watches their friend’s children or your mother suggests someone they know, it’s best to take into consideration their thoughts and opinions.
Interview personally
In order to find the best nanny, you will want to make sure you take a decent amount of time to interview them personally. Whether they are the nannies your mother suggested or you found them online, you will want to make time to get to know
them on a more personal level. By setting up an interview, you can learn how much experience they have with children, cover everything you’re looking to get out of their help and really get a sense of whether or not they’re what you’re looking for.
Run background checks
Once you have a few different nannies in mind, it’s crucial that you run a background check on each of them. Though a nanny many seem beautiful and sweet, they may have a history as a sex offender or have a history of drunk driving. When you mix a person with a dangerous and risky history with your children, you won’t have the peace of mind you need and deserve. Background checks can weed out all the bad nannies and help you find the best of help.
Though finding a favorable nanny may seem difficult to do, it’s much easier when you consider tips like the ones above.
This is a guest post written by Detective Unlimited.
Detective Unlimited offers easy access its users in order to run background checks on anyone within the United States.
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