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Wishing you and yours a blessed & Happy Thanksgiving holiday! ??

?? Is your background screening 'Made in the USA'? At ProVerify, we take a different approach than many of the 'big dogs'. All our verifications are handled in-house by our experienced team, based in the greater Pittsburgh area. We don’t rely on overseas companies for reference checks, education confirmations or employment verifications. We do it ourselves! Why? Because we believe in the value of a personal touch. In an industry increasingly dominated by automation, we prioritize quality, accuracy, and a human connection every step of the way, for every report! ?? No Overseas Outsourcing ? Handled by Industry Experts ?? Focusing on YOU and YOUR business! Looking for a background screening partner that shares your commitment to excellence? Let’s connect! ?? [email protected] or call me! 412-877-8937 #BackgroundScreening #HRSolutions #ProVerify #MadeInTheUSA

Proud members of the Pittsburgh Human Resources Association - PHRA

Check out our latest blog on National Criminal Database searches! Want to learn more? [email protected] 412-877-8937 https://lnkd.in/ei5xitNR

Did you know? ? One qualified new hire could net you a hiring credit of up to $9,600! In addition to pre-employment background screening and child protective clearances, ProVerify? helps businesses unlock valuable savings through Work Opportunity Tax Credits (WOTC). WOTC is a federal tax credit available to employers who hire individuals from specific target groups who face barriers to employment. It’s a win-win: you strengthen your workforce and lower your tax liability! Through our partnership with WOTC.com, ProVerify? makes the WOTC application process seamless for our clients. We handle the heavy lifting so you can focus on hiring great talent and maximizing your savings. ?? Curious about how this could work for your business? Let's connect and discuss how you can capitalize on WOTC credits! 412-877-8937 [email protected] #Hiring #WOTC #ProVerify #TaxCredits #TalentAcquisition

?? New York Clean Slate Law: What Employers Need to Know ?? Starting November 16, 2024, the New York Clean Slate Act will automatically seal certain New York State criminal records, giving individuals a fresh start and creating new considerations for employers in background screening. ??? Key Details of the Clean Slate Law: ?? Automatic Sealing of Records: The law will automatically seal eligible convictions. Over the next 3 years, the NYOCA will process and seal eligible convictions entered before this date. ?? Eligibility: Convictions under New York State law are eligible for sealing, except for: Sex crimes; Sexually violent offenses; and Class A felonies (except drug-related convictions, under NY Penal Code 220) ?? Important Notes: The Clean Slate Law applies only to criminal convictions under New York state law and does NOT cover federal crimes or out-of-state convictions. Drug-related convictions, even Class A felonies, are eligible for sealing. If an individual has both eligible and ineligible convictions, only the eligible conviction may be sealed. ? Waiting Periods: 3 years for misdemeanors and 8 years for non-A felonies The waiting period starts either: After incarceration is completed, or If no incarceration occurred, from the sentencing date. ?? Note: If an individual is convicted of another crime during the waiting period, the waiting period resets to the most recent conviction. Additional Requirements: To be eligible for record sealing, individuals: Cannot be under probation or parole, and cannot have pending criminal charges in New York State. ?? What Does "Sealed" Mean for Employers? Once sealed, conviction records will no longer be accessible for most civil purposes, including many background checks. However, sealed convictions can still be accessed by: Law enforcement, prosecutors, and courts; Police and peace officer hiring Gun licensing processes; Government-regulated jobs requiring fingerprint-based background checks, especially for roles involving vulnerable populations (children, elderly, or vulnerable adults). ?? ProVerify is here to help you understand the implications of the Clean Slate Law and ensure your background screening process stays compliant with these new regulations. ? If you have questions about how the Clean Slate Law will affect your background screening process, let’s connect! We’re here to make sure your hiring practices are compliant, ethical, and aligned with best practices. Call Jennifer Kerrigan today at 412-877-8937 or email to set up a time to chat! [email protected] #backgroundchecks #cleanslatelaw #2ndchancehiring

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??We are growing! Join the ProVerify Team as a Verification Specialist! ?? Are you detail-oriented and reliable? We are looking for a dedicated Verification Specialist to join our team in a hybrid role based east of Pittsburgh! ??As a Verification Specialist, you will process criminal record reports and child protective clearances for our clients. Experience in the background screening industry is a plus but not required—we value enthusiasm and a willingness to learn! ?? Hybrid Work Schedule: 3 days in the office in Penn Hills, 2 days working from home if desired. (must be local - not 100% remote) ??Salary ranges starting at $19-$20 per hour, DOE (which is an approx. annual salary of: $39,500-$41,500) + benefits! For a complete job description and to apply, visit our Careers Page at: https://lnkd.in/ey29KfmF or email your resume to: [email protected]

Hiring with Eyes Open ??: Navigating the Risks and Responsibilities of Second Chances Hiring individuals with criminal backgrounds can be a double-edged sword. Offering second chances can foster diversity, inclusion, and resilience within our workforce, while also addressing the labor shortage. But, as some recent high-profile cases have shown, failure to conduct thorough background checks can have devastating outcomes. When a company hires someone with a record of violent behavior and fails to implement adequate monitoring or vetting, the consequences can be severe—risking workplace safety, exposing the company to negligent hiring lawsuits, and impacting employee morale. It’s a complex balance. Employers must weigh risk with responsibility, ensuring they have robust policies to keep workplaces safe without discriminating against those seeking a fair opportunity. Background checks, continuous training, and clear safety protocols can all contribute to a safer environment where trust and accountability thrive. The key takeaway? Hiring is about people and potential, but it’s also about preparation. By making informed decisions and fostering a culture of vigilance, we can give second chances responsibly, benefiting everyone involved. How does your organization manage the balance between offering opportunities and maintaining safety? Want to talk more about it? Call us at 412-877-8937 or email [email protected] to learn how you can ensure due diligence and stay compliant.