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In this Issue:
- Legal Alert: The State of New Jersey has officially banned the box
- Tip of the Month: For this month we will focus on the question, Can background checks be conducted in-house or is it better to do them through a 3rd party?
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Latest Blog
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As a follow up to the blog post New York Trying to Ban Credit Reports, we will discuss Intro 261, sponsored by Brooklyns Brad Lander. Into 261 would make it illegal for a business, labor organization, staffing agency or regulatory agency to require Read More
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From the Editor's Desk
In this edition of our monthly e-newsletter, As a follow up to the blog post New York Trying to Ban Credit Reports, we will discuss Intro 261, sponsored by Brooklyns Brad Lander The State of New Jersey has officially banned the box, meaning that employers statewide may no longer inquire about an applicants previous criminal history on an employment application. Finally, our tip of the month focuses on the question, Can background checks be conducted in-house or is it better to do them through a 3rd party? Please forward our e-newsletter to friends and colleagues who may benefit from our published information.
Sincerely, 
Cody Farzad,
Vice President/Editor
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 By Khodadawd "Cody" J. Farzad
The State of New Jersey has officially banned the box, meaning that employers statewide may no longer inquire about an applicants previous criminal history on an employment application. Read More
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 By Khodadawd "Cody" J. Farzad Just like any professional service you want to leave it to the experts, especially when its such a dynamic and fluid field like employment background checks. Read More
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- Reduce turnaround time of results
- Eliminate errors on reports to ensure maximum accuracy
- Immediate uploading of applicant information to our secure online portal
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The Workplace Background Source electronic newsletter is published monthly and is provided as a free service to clients, friends and subscribers of EmployersChoiceOnline. Its intent is to provide information of value to attorneys, human resources, security, and risk management professionals. The information contained in this electronic newsletter is intended to provide useful information on the topics covered, but should not be construed as legal advice or a legal opinion. Your comments are appreciated e-mail corporate
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