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Employment screening has received several new guidelines on the federal and state level.  From the use of credit reports to E-Verify laws, companies have had to familiarize themselves with several new mandates.  Some of what we are facing has been brought about by the recession, and whether some of these laws revert back once the recession is considered to be past us, no one knows.  When considering employment screening for prospective employees, it’s important to know what has been updated not only on the federal and state level, but also any local city or county guidelines as well.

The use of E-Verify, for example, has become a central focus of debate, and new laws have been created in several states for its use in employment screening.  The governor of California recently declared that the state government cannot mandate E-Verify for any company, except for government contractors, so along with this mandate several cities and counties that had mandated E-Verify had to repeal their laws to reflect this change.  This sort of change showed the breadth of laws governing hiring and employment screening, and is a reminder that a thorough review of employment laws at all levels should be done regularly.

Employment screening is a quality tool that can be utilized to ensure the applicant you consider is the perfect one for the job.  Be sure to consult with an employment attorney, or contact your local city or county office if there are specific questions about employment law and employment screening at the local level.  It’s important to recognize that fair hiring practices go beyond the auspices of the FCRA, and even the state government mandates.  Make sure you have a solid understanding of local city and county laws before beginning the hiring process, conducting an employment screening, or moving forward with a prospective candidate.