Being truthful on job applications is not only an ethical necessity, but a way to ensure legal good-standing and future career security. This is especially true as companies like The Orsus Group specialize in thorough verification processes to detect inaccurate or fraudulent information on job[…]

Background checks ensure responsible hiring, legal compliance, and workplace health & safety, but with such a wide range of providers offering screening services, it can be difficult to choose a comprehensive solution that meets all of your organization’s needs. While working towards mitigating[…]

Although pre-employment background screening is a foundational step in vetting candidates and protecting your organization and workforce, post-hire screening remains critical for employers seeking to avoid legal liabilities, workplace incidents, diminished productivity, reputational damage, and[…]

Our related article explores the origin of salary history bans, how they create greater pay equity for women, where salary history bans are currently in place, and how your business can prepare for forthcoming legislation that may affect federal policy.

The State of California has recently made some Fair Chance Act amendments, which adjusted the state's background check procedures. The California background check changes took effect on October 1, 2023, and are designed to redefine and clarify existing obligations for employers. Additionally, the[…]

Banning salary inquiries during the hiring process is an essential step towards leveling pay disparities, fostering pay equity, and creating a more inclusive workplace environment. In this article, we’ll explore the origins and efficacy of salary history bans, the jurisdictions where they are[…]

Background screenings must be both timely and accurate to ensure a smooth hiring process and compliance with relevant laws. An expedient background check can mean the difference between onboarding a talented candidate quickly or losing them to a competing organization. Likewise, inaccuracies in the[…]

The term “adverse action” or “adverse employment action” emerged from a number of federal court cases concerning the enforcement of Title VII of the 1964 Civil Rights Act. Title VII forbids employers from discriminating against employees based on protected characteristics like age, race, religion,[…]

To prevent acts of workplace violence and promote a respectful and inclusive working environment, various states and localities have established harassment training requirements for employers. The conditions of these statutes vary by jurisdiction, creating distinct requirements regarding training[…]

As part of pre-employment background screening, many employers investigate criminal history and verify employment history, but education verification is another integral step towards vetting and hiring top talent. Whether it’s for an executive position or an entry-level position requiring specific[…]