0

Blackwater ‘Reckless, Unsupervised’

Bunker 22 was supposed to be the place where weapons and ammo intended for use by Afghan National Police would be kept.

But for Blackwater contractors in country to train Afghan forces, Bunker 22 became a kind of ATM for pistols and AK-47s — with many weapons withdrawn, some not returned, and some used in bloody incidents that left one contractor partially paralyzed and, later, two Afghan civilians dead.

The Senate Armed Services Committee has been looking into the work environment of the company at the heart of a May 9, 2009, shooting of Afghan civilians that officials say jeopardized U.S. diplomatic relations with the Karzai government. While officially known as Paravant, the contracted company was a wholly-owned operation of controversial Blackwater and was doing business in Afghanistan under contract from Raytheon Technical Services Company. (Blackwater now goes by the name of Xe.)

Former Paravant officials, along with Army officials connected to the Raytheon contract and the Afghan training program, were scheduled to be questioned Tuesday morning by the Senate Armed Services Committee, which has been investigating the shootings. Two Parvant employees, Justin Cannon and Christopher Drotleff, have been indicted by the Justice Department in connection with the May 2009 shootings.

During a press briefing at his office in Washington, committee chairman Sen. Carl Levin, D-Mich., described an operation that was out of control and without proper supervision, where weapons were checked out without authorization and put into the hands of men unauthorized to carry them, and where one training team’s “wild idea” in December 2008 to practice firing from the back of a moving car resulted in an AK-47 round to the head of one of their own. That contractor was flown to Germany for treatment; he survived but is partially paralyzed.

While Raytheon reported the incident to an Army contracting officer, there is no indication the Army followed up, according to Levin, and so it did not become known “that Paravant contractors were using weapons unsafely, improperly, with inadequate supervision, [and] were carrying weapons that were not supposed to be in their possession at all.”

He also said Blackwater failed to properly vet contractors it hired, saying the two men indicted had poor military records. Court records refer to Drotleff having an “extensive criminal history,” and a “propensity for violence,” according to Levin, who also noted in a written statement a media report that Cannon had gone UA from the Army and tested positive for cocaine.

More

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

0

We’re a little late to the party on this one, but we just learned that the Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Freeman Companies saying that they have “engaged in a pattern or practice of unlawful discrimination by refusing to hire a class of black, Hispanic, and male job applicants across the United States.”

They’ve arrived at there position because, “Freeman has rejected job applicants based on their credit history and if they have had one or more of various types of criminal charges or convictions. This practice has an unlawful discriminatory impact because of race, national origin, and sex, and is neither job-related nor justified by business necessity, the EEOC charged in its lawsuit.”

Read EEOC Release

There is a lot that is being left unsaid here.  We met with the EEOC in March and they specifically said that they were not opposed to background checks and employment screening.  They were mainly concerned about “bright-line” hiring decisions that had a disparate impact on minorities.  Therefore, it is my assumption that there is more to the suit than the fact that Freeman conducted background checks and made some adverse hiring decisions.
We’ll follow this case as information becomes available and report our findings.

Just our $.02.  Employers need to weigh each instance of adverse information on its own merits to determine job relatedness, seriousness of offenses or transgressions, how long ago the activity took place and whether the person is a habitual offender.

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

0

images

Notre Dame has fired their over-promising and under-performing head football coach, Charlie Weis.  Rumors are spreading like wildfire for who will replace Weis.  Especially after athletic director, Jack Swarbrick promised to return the school to the era of Knute Rockne, Ara Parseghian, Frank Leahy and Lou Hotlz.  We’ve already heard the names of some pretty heavy hitters as possible candidates: Tony Dungy, Bob Stoops, Jon Gruden, Urban Meyer, Kirk Ferentz, Gary Patterson, Brian Kelly and Jim Harbaugh.

Not a background check story? Think again.  Everyone remembers a few years back when Notre Dame hired an up and coming coach named George O’ Leary to return the team to prominence following a less than stellar performance by his predecessor Bob Davie.  Unfortunately, O’ Leary only lasted a couple days on the job and was unceremoniously terminated because the school found out through media reports that he committed resume fraud and lied about his academic credentials.  Doh!  A simple Education Verification would have saved them the embarrassment that followed.

Here’s hoping they decide to conduct a thorough background check on whoever they bring in.  It will save them time, money and unwanted media attention.

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

1

EmployeeScreen UniversityWell it took a little longer than we anticipated, but we have finally relaunched EmployeeScreen University, a first of its kind interactive, educational Web site for security, risk management and human resource professionals that features regularly updated, free background-screening information. All aimed to help hiring managers make better hiring decisions.

Better Than “New Coke”; Here Are Some of the Upgrades

Our EmployeeScreen University main portal makes it easier to navigate our library of critical information and features EmployeeScreenIQ’s free newsletter “The Verifier,” background screening news compiled from sources all over the world; legislative updates; best practices and compliance articles from our staff and guest experts. Listen to our IQpodcasts featuring  over two years of our “This Week in Background Checks” series, interviews with top HR professionals, Applicant Tracking providers  and other industry experts.

EmployeeScreen University also features EmployeeScreenIQ Research; white papers, media resources; a listing of our upcoming events and speaking engagements and of course, our background-screening blog, updated daily by our leadership team.

Additional features include interactive poll questions, online article commentary and forums all designed to keep you informed. We’re confident you’ll benefit from this interactive learning resource. Please continue to visit us as we regularly update our content to meet your evolving needs and don’t forgot to check out our corporate site at www.employeescreen.com

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

0

I’m not sure if this is a new trend emerging or one that has been only recently unearthed  as background verifications have become more and more common.  Either way, it does a great disservice to those who have so bravely served our country and rightfully earned those honors.

Employers can easily verify a candidate’s military service by requesting a copy of their DD Form 214 from the National Personnel Records Center.  This document details a veteran’s military service record which includes any awards or medals he or she may have received.  As with any other previous employment information your candidate provides to you during the hiring process, you can and should verify its accuracy.

Stolen Valor

By James Dao, The New York Times – October 5, 2009

Fraudulently claiming to be a decorated war hero so infuriates veterans that they have given the deception a name: stolen valor. And since 2005, it has been against federal law, punishable by a fine and up to a year in prison.

Now, in perhaps the highest-profile case of its type this year, the government has charged a Colorado man, Richard G. Strandlof, with fraudulently claiming to have won a Purple Heart in Iraq.

Until he was unmasked this year, Mr. Strandlof was better known in Colorado as Rick Duncan, a charismatic former Marine Corps captain who had served three tours in Iraq, been wounded by a roadside bomb in Falluja and struggled with post-traumatic stress disorder.

His tale was convincing enough that Mr. Strandlof became a spokesman for Iraq veterans in Colorado, meeting with mayors, appearing with political candidates and forming a well-regarded group, Colorado Veterans Alliance.

But his story began to come apart this spring when Mr. Strandlof falsely claimed to officials at Fort Carson that he worked for a United States senator, Mark Udall. A subsequent check of records by people in the Colorado Veterans Alliance showed that he had never served in the military and had not attended the Naval Academy, as he had claimed.

More

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

0

A former city of Richmond employee who served time in jail before being hired could be heading back behind bars.

Julie Smitson was released from an Indiana prison Aug. 2, 2004, after serving six months for theft and receiving stolen property. She had admitted to stealing money from her employer, Guide Corporation, in Madison County, Ind.

She was hired Oct. 7, 2004, by the city of Richmond to work in the street department.

Smitson, who is still on probation for the Madison County conviction, is charged in a Wayne County court with 11 counts of theft and one count of official misconduct. All are Class D felonies.

If convicted, she will most likely return to prison next year.

The Wayne County Prosecutor’s office, in charging documents filed last week, alleges Smitson, 43, of 1401 S. Fourth St., while serving as office manager at the Richmond Street Department, charged more than $2,500 worth of garden supplies, tools and other items without authorization and diverted them for personal use.

Smitson was fired by the city June 12. She was arrested by Richmond police Thursday and taken to the Wayne County Jail, where she posted 10 percent of her $20,000 bond and was released.

More

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

0

899934724_403d0f83caWill the Philadelphia Eagles do a background check on their new quarterback, Michael Vick?  What is the NFL’s policy on allowing ex-convicts to play in their league?  Well we know the penalty is pretty severe for Brown’s receiver Donte’ Stallworth as we was just suspended for the 2009 season for killing a pedestrian and only serving 24 days in jail.  The NFL has an image problem, I don’t think Vick’s situation is helping much.  We have written before about professional football players, including a humorous take on Chad “OchoCinco” Johnson.  Law.com has an interesting take on the Vick situation:

As Michael Vick Returns to NFL, Employment Lawyers Push Criminal Records Checks

Michael Vick’s reinstatement into the National Football League is creating a lot of buzz in the employment law arena, where companies seek advice about using criminal records to make somewhat lower-profile job decisions. Employment lawyers say the case serves as a timely reminder to employers to review how they can obtain employee criminal records and how they can use them in hiring and firing decisions.

The Vick case — in which the NFL on July 27 conditionally reinstated the quarterback after he served 18 months in prison on dogfighting charges — is unusual in that his criminal record was widely reported in the media.

“They didn’t have to run to the courthouse to know what happened with Michael Vick, in which case the NFL was free and clear to take appropriate disciplinary action based on that information,” said management-side attorney H. Andrew Matzkin of Boston-based Mintz, Levin, Cohn, Ferris, Glovsky and Popeo. But that’s not how it typically works.

Employers must take care to obtain information about criminal records “in a lawful way and use it in a lawful way,” said Matzkin, who noted he is seeing an uptick in calls from clients asking how they too can use background checks. “If we’ve got somebody who is doing stuff we don’t like outside of work, can we ask them about it? Can we find a way to see what they’re doing? And if we don’t like it, can we let them go?” said Matzkin, listing some of his clients’ questions.

More

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

1

I first heard about this guy a few weeks ago and thought his idea was absolutely brilliant.

Job Market Tough? Man Finds 50 Jobs In 50 States

Daniel Seddiqui Works As Brockton Rox First-Base Coach

BROCKTON, Mass. — For a California man, the nation’s sour economy was making it tough to find work, but instead of giving up, he decided to take his resume on the road.

His mission: to work 50 different jobs in all 50 states.

Daniel Seddiqui, 27, said the resume wasn’t happening. The recent college grad had flunked no less than 40 job interviews for work in his field of economics.

Read the full story.

Think of the life experiences this man has acquired in just under a year.  He’s 44 weeks into his 50 state journey. Follow along through his home page.

Of course, as a background check guy, I immediately thought of what his employment verifications would look like.  A bar in New Orleans, a maple syrup(er?) in Vermont. A rodeo announcer in South Dakota and a coal miner in West Virginia. EmployeeScreenIQ is in Ohio. His tour with us? Meteorologist for a Cleveland TV station.

A tip of the hat to Daniel. We usually complete verifications in 2-3 days. Something tells me our clients would understand this one taking a bit longer!

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

2

While browsing through the App Store on my iPhone this weekend I realized that there really is an app for everything!  Currently in the #6 spot for all paid apps in the Apple App Store is Offender Locator.  This app allows users to view registered Sex Offenders living near their families.

The iPhone’s Latest Hit App: A Sex Offender Locator

Looking over the top 10 paid iPhone apps list today, the list appeared pretty typical: A bunch of games, a camera app, etc. Then I noticed one called Offender Locator [iTunes link], mostly because it has a creepy icon. I figured it was a game — it’s anything but. It’s an app to show you registered sex offenders living around you.

While all 50 states require that sexual offenders register themselves, and allow anyone to access the information online, most people never look at it. That’s why it’s surprising that this app is a top seller — especially considering that it’s not free (it’s $0.99). Certainly, it’s good to be aware of these people living around you — especially if they have committed acts against children, and you have children — but it’s interesting that it’s the iPhone that is making such information “popular.”

The app allows you to see a list of offenders based on your current location (using the iPhone’s location services), any contact’s address, or it allows you to manually enter an address. The app then scours the database and lists the sexual offenders based on their proximity to the location you gave. You can click on any of these names to get a picture of the person, their information like date of birth, height, weight, and a picture. And you can also see the specific sexual crime they were charged with.

But, as you might imagine, such an app is not without controversy. First of all, there’s a disclaimer when you first load it up warning that all of the information may not be accurate. The reason it gives are that the sexual offender lists are continuously updating, so some parts may be out of date or incomplete.

An even bigger problem is that the app may not be legal in all states. As someone who reviewed the app notes, “This app is not legal, at least under CA law. Selling the personal information of people (even ex-criminals) for profit is forbidden.” It is rather odd that this app costs money when the information is available freely on the web. As a top 10 app, the developer is likely making thousands of dollars a day off of this app.

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

0

Not all employers conduct background checks for every position they hire. But as this recent court case shows, sometimes they’re just plain necessary.

If there’s a type of job you’d think would automatically require a background check, it’s those that involve contact with children or the elderly. In fact, background checks for those positions are required by law in some states.

Read more from HRRecruiting Alert

  • Print
  • RSS
  • Facebook
  • Twitter
  • Google Bookmarks
  • Add to favorites
  • del.icio.us
  • Digg
  • email
  • LinkedIn
  • Live
  • MySpace
  • NewsVine
  • Ping.fm
  • Reddit
  • Scoopeo
  • StumbleUpon
  • Technorati
Share This Post

Continue Reading

All information contained on this website is provided by employeescreenIQ solely for the convenience of the site viewers. employeescreenIQ is not providing legal advice or counsel and nothing provided on this website or otherwise by employeescreenIQ should be deemed as legal guidance or advice. Users are solely responsible for complying with all local, state, and federal laws relating to the use of any information provided on this website and any information products provided by employeescreenIQ. Users should consult with their own legal counsel if they have questions regarding their legal responsibilities or any information provided by employeescreenIQ.