A Global Leading Risk Consulting Company

Customer Assurance

• Focus to safeguard the accuracy and completeness of applicant's information and processing methods
• Ensure customer protection with enhance implementing compliance methodology
• Assemble organizational workplace assessment tool to meet compliance requirements
• Reduce litigation cost with comprehensive analytical research to discover accurate information 
• Utilize professional HR policies and organizational security and responsibility
• Acquisition international HR mergers tools for workplace integration safety
• Exploit professional Sarbanes-Oxley tools to manage utmost risks by local law
• Implement customer data privacy laws and global human resource information systems
• Keep enhance global employment background checks with integrated compliance

Information Compliance Facts

• Establish applicants information security functions to prepared accurately all information with potential review
• Monitor and protect level of information throughout all documentations
• Use network management security tools to detect absent information
• Keep and Implement identity management systems to prevent security threats
• Quick data breach notification to appropriate action
• Prevent unauthorized users to access confidential data
• Monitor and determine ISO 27002 compliance control system
• Notify real-time visibility into threats against information compliance
• Immediately identify alerts to control compliance policy and reduce infringement
• Use information compliance for flexible, scalable, and  proven  control

Employment Screening Compliance

Global employment background screening practice is appreciated method to run business safely. However, there is several type of checks executed such as criminal records, MVR, driving records,  credential verification, education verification, sex offender registry, skills assessment, reference checks and credit reports. Frequently searches are performed by researchers with local body and the sensitive prosecution of applicant's information certain by court records. There are several important laws become to generate legal use of this information

In US, most notably, the Fair Credit Reporting Act (FCRA) regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to the consumer or applicant, and destruction and safekeeping of records. If a consumer report is used as a factor in an adverse hiring decision, the consumer must be presented with a "pre-adverse action disclosure," a copy of the FCRA summary of rights, and a "notification of adverse action letter." Consumers are entitled to know the source of any information used against them including a credit reporting company.

The Fair Credit Reporting Act (FCRA), 15 U.S.C. 1681, governs pre-employment screening obtained from Consumer Reporting Agencies. The FCRA sets out the federal rules and requirements for pre-employment background reports, called Consumer Reports. This law was substantially amended in 1996, 1997 and 1998 to provide greater privacy protection to consumers, and to ensure that background information is accurate and complete. The FCRA is continuously subject to amendment, even as recent as June 3, 2008, as the digital and on-line environments continue to expand. Visit FCRA to access more information http://www.ftc.gov.

The Fair Credit Reporting Act (FCRA) is designed to protect individuals by promoting accuracy, fairness, and privacy of information in the files of every Consumer Reporting Agency (CRA). Most CRAs are credit bureaus that gather and provide information about individuals - such as if they pay their bills on time or have filed bankruptcy - to creditors, employers, and landlords, companies that perform pre-employment screening services.

The FCRA compliance information and online templates of all letters and forms necessary to comply with FCRA employment background screening requirements, including:

• Applicant Disclosure and Consent forms
• Adverse Action letters
• Summary of Consumer Rights

Compliance with Canadian Reporting Regulations

The Canadian Privacy Act with regard to the protection of applicant information for employment screening purposes. In addition, The necessary forms required for applicant consent for criminal, credit and driving records reporting as defined by the Ministry of Transportation (MOT), the Canadian Police Information Centre (CPIC) and governing bodies of the individual Canadian provinces and territories (e.g. provincial departments of motor vehicles).

Implement International Compliance

• Sarbanes Oxley Act
• Consumer Reporting Agency (CRA)
• ISO 27002 Compliance Reporting
• Organizational Health & Safety
• Information Security Compliance
• Data Retention Compliance
• Consumer Protection Privacy Act
• Healthcare Compliance
• Worker's Compensation Coverage
• Employment Best Practices Claims
• Transportation Employee Testing Act
• Drug and Alcohol Testing Compliance
• The Fair Credit Reporting Act (FTC)
• Americans with Disabilities Act (ADA)