With some applicants giving fraudulent paystubs and residents listing their homes on Airbnb, depending on your team to protect your property is more important than ever. But, what if your employees are actually the ones taking advantage of you? While it’s essential that you trust your employees to do their job, it’s just as vital to enact some measures that’ll prevent employee embezzlement from ever occurring.
Fake references are nothing new. It’s well known that sometimes applicants, for one reason or another, have their friends or colleagues pose as their property manager or employer for rental and employment verification. While a simple Google search can help confirm if an applicant is lying to you, if they’re using a professional service, Google won’t be enough.
Unfortunately over the past few years professional services that offer fake employment, rental, and personal references have become prevalent. All you need is an internet connection and the ability to make payments online. While you could verify if the applicant’s written references are valid based off property ownership or business registration, these services have found a way around that.
Managing a successful business is no easy feat when you factor in risks such as competition, inventory and staffing. What many businesses don’t take into account is the liabilities they may face from current staff who may have been involved in illicit activities outside of work. Employees with inclinations towards activities that violate company policy rely upon the fact that their job will stop looking into their background once they are hired. Annual updates of personnel records that include the same background check you perform upon hiring is something that many companies overlook, but can have a significant positive impact on overall operations.
Bipartisan, Bicameral Group of Lawmakers Unveil Legislation Aimed at Federal Contractors
“Ban the box” legislation has been introduced for the first time at the federal level, reflecting a broader trend witnessed in dozens of states and municipalities. On September 10, a bi-partisan group of lawmakers in both houses of Congress introduced the Fair Chance Act (S. 2021 / H.R. 3470), which would prohibit federal agencies or contractors from asking prospective employees about whether they have a criminal record before a formal job offer has been extended. Once a conditional offer of employment has been made, an employer would be permitted to ask about the applicant’s criminal record and revoke the offer based on the results of a criminal background check.
When it comes to protecting your business from disasters, the first thing that comes to mind is natural disasters. Maybe it’s the overload of end-of-the-world movies or 5th grade emergency preparedness programs, but when creating a disaster recovery plan, technological catastrophes are often overlooked. Meanwhile the actions we take in our everyday lives revolve around multiple forms of technology, often unprotected and susceptible to criminal activity. Safeguarding yourself from technological threats and planning out how you’ll recover from one is imperative.
This article was originally published on October 7, 2015 by Seyfarth Shaw, LLP
Yesterday, October 6, California Governor Jerry Brown signed the California Fair Pay Act, which media observers have called the nation’s most aggressive equal pay law. The Fair Pay Act will be effective January 1, 2016 for employers with California-based employees.
How Does This Law Differ From Current Laws Addressing Pay Discrimination?