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On December 19, 2016, Los Angeles Mayor Eric Garcetti signed into law Assembly Bill 218, known as the Los Angeles Fair Chance Initiative for Hiring, which creates a new ordinance that will limit employers’ consideration of the criminal history of job applicants. The bill was sponsored by City Councilmember Curren D. Price, Jr. and adopted […]
For the past couple of years we have been reporting about the increasing number of ban-the-box laws (prohibition of asking about criminal history on an employment application) spreading across the United States. It is now apparent that ban-thebox laws are more than just a trend in state and local governments—they are becoming the norm across […]
Choosing the right background check provider is more than a checkbox—it’s a critical step in protecting your workplace, your customers, and your reputation. From FCRA compliance and PBSA accreditation to customizable screening packages, the best providers ensure accuracy, speed, and legal alignment at every step. With so much at stake, partnering with a trusted screening service like TruDiligence gives you confidence that every hiring decision is informed, compliant, and built on verified information.
Background check compliance is essential to protecting your business from costly lawsuits, discrimination claims, and hiring mistakes. By following federal, state, and local regulations—such as the FCRA and EEOC guidelines—and working with a trusted provider, employers can ensure fair, legally sound hiring practices. Staying compliant not only mitigates risk but also promotes a safe, transparent, and trustworthy workplace.
Discover how to choose the best background screening software with our guide. Learn about key factors like compliance, customization, speed, and integration to make informed hiring decisions.
Learn what adverse action means in employment, its legal implications, and how to handle it properly to protect your business and ensure fair hiring practices.
Ensure legal compliance and fair hiring practices with background checks. Explore key regulations, common pitfalls, and solutions like PBSA accreditation and technology.
The job of a Human Resource personnel isn’t easy. They spend countless hours crafting the perfect job description, sifting through hundreds of resumes, and conducting a marathon interview session.
A statewide California ban-the-box law (AB 1008) went into effect on January 1, 2018. That law requires employers with five or more employees (subject to few exceptions) to: wait until after a conditional offer of employment is made to inquire about an applicant’s criminal history, which means asking the applicant directly whether the applicant have been convicted […]
