Important Notices

Sterling Commitment to Quality Management Confirmed by Results of ISO 9001:2008 Audit

In a year-end surveillance audit conducted by the British Standards Institute (India), Sterling Mumbai was found to have effectively maintained the standards previously certified under ISO 9001:2008 in December 2009. Sterling Infosystems’ commitment to the process of sustaining ISO certification assures our clients that our background checking products and employment screening services conform to the highest levels of quality and reliability.

ISO (International Organization for Standardization) is the recognized leading developer and publisher of international standards. Post-certification surveillance audits are conducted regularly to ensure that the organization’s quality management system continues to effectively address the entire scope of ISO registration and all elements required to uphold the management standard.

The ISO quality management system (QMS) focuses on Sterling’s various background checking fulfillment processes as well as our operational processes. The surveillance audit reviewed maintenance of the QMS by Sterling’s quality team and continuous improvement efforts throughout our organization, including the implementation of recommendations made during ISO certification. The audit results attest to Sterling’s ongoing commitment to total quality management of background screening services that combine unparalleled speed and value with highest integrity.

Sterling first earned certification under ISO 9001:2000 in December, 2006.

Illinois Joins list of states narrowly circumscribing credit checks by employees.

Click here for more information.

Jackson Lewis Report on Executive Order 13946

One provision of the new law that is receiving a great deal of attention is a prohibition (subject to certain exceptions) on Massachusetts employers utilizing an “initial written application form” to obtain information regarding applicants’ criminal backgrounds. As a result, most Massachusetts employers will need to remove questions about an applicant’s criminal background from their employment application by November 4th, 2010.

More information about the CORI reform bill including a potential obligation imposed on Massachusetts employers to implement a background checking policy and modifications to criminal background information that can be obtained from the state and used by a Massachusetts employer will follow well prior to the effective date of any provisions. Of course, Sterling will use its best efforts to provide practical guidance for employers to maximize their ability to lawfully obtain and act on criminal background information which the employer feels renders the applicant unsuitable for employment.

Changes to LabCorp Website

LabCorp has announced a new look for their website. If you use LabCorp Solutions, please follow these steps to log into the updated site for the first time:

1. Access the Web tools via www.labcorpsolutions.com.
2. Click on Tools in the Corporate Solutions menu bar at the top of the page.
3. Click on the Registered User Login link.
4. (recommended) Create a shortcut* on your PC desktop to the LabCorp Solutions login page, left click and hold on the icon in the browser window. Drag and drop onto your PC desktop to create the shortcut.
5. In the LabCorp Solutions login page, enter your user ID and password information

If you require assistance, contact your LabCorp representative or Customer Operations at 800-833-3984.

June 17, 2010. NYC Economy Rebounds

In May, New York City’s workforce climbed to over 4 million, “the highest level since at least 1976 and probably the highest level ever, according to Mayor Michael Bloomberg.” Read Daniel Massey’s report for Crain’s New York and see what Sterling SEO Bill Greenblatt has to say.

New Oregon credit check limitations and corresponding consent & disclosure form

Please be advised that new legislation restricting employers' rights to conduct credit checks and use the information for employment purposes will go into effect July 1, 2010.

This new enactment, subject to limited exceptions will:

(i) prohibit Oregon employers from obtaining or using for employment purposes any information regarding credit history, unless such information is substantially related to the individual's current or potential job; and (ii) require Oregon employers who believe credit information meets this job-related standard to provide the employee or applicant the reasons for their determination in writing. Please see below for the proposed regulations.

Employers that are federally insured banks or credit unions, required by federal or state law to use individual credit history or who are hiring employees in positions responsible for enforcing criminal laws, such as public safety officers, are not limited by this new legislation.

While these requirements are not effective until July 1st and the final verbiage of any consent form will be dependent on the final Oregon regulations, due to the statute's enactment as emergency legislation during an emergency session, employers who conduct credit checks in the state of Oregon may wish to modify their Oregon practices immediately. Sterling has prepared a revised consent form incorporating the new Oregon statutory requirements as well as other minor language updates. This form does not incorporate all of the proposed notification requirements in the regulations. Prior to July 1st, Sterling will issue a further revised consent form if necessary based on the language of the final regulations.

5/18/2010 8:46:14 AM
Please note, effective immediately, Cornerstone Information Assurance will no longer provide Nevada Sex Offender Database information as a stand alone search due to limitations that the State has invoked which prevents the use of the State’s sex offender registry website.

As an alterative, a State of Nevada criminal history search can be utilized in order to obtain sex offender information directly from the states data repository. This search will include all sex offender data in Nevada.

4/29/2010 2:26:19 PM
UPDATE: NEW OREGON CREDIT CHECK LIMITATIONS AND CORRESPONDING CONSENT & DISCLOSURE FORM Please be advised that new legislation restricting employers’ rights to conduct credit checks and use the information for employment purposes will go into effect July 1, 2010. This new enactment, subject to limited exceptions will: (i) prohibit Oregon employers from obtaining or using for employment purposes any information regarding credit history, unless such information is substantially related to the individual’s current or potential job; and (ii) require Oregon employers who believe credit information meets this job-related standard to provide the employee or applicant the reasons for their determination in writing. Please see below for the proposed regulations. Employers that are federally insured banks or credit unions, required by federal or state law to use individual credit history or who are hiring employees in positions responsible for enforcing criminal laws, such as public safety officers, are not limited by this new legislation. While these requirements are not effective until July 1st and the final verbiage of any consent form will be dependent on the final Oregon regulations, due to the statute’s enactment as emergency legislation during an emergency session, employers who conduct credit checks in the state of Oregon may wish to modify their Oregon practices immediately. Sterling has prepared a revised consent form incorporating the new Oregon statutory requirements as well as other minor language updates. This form does not incorporate all of the proposed notification requirements in the regulations. Prior to July 1st, Sterling will issue a further revised consent form if necessary based on the language of the final regulations.