Some resumes list credentials — like a college degree or professional certification — that sound credible, but were bought from “diploma mills.” Human resources professionals need to educate themselves on the steps to take to suss out suspect degrees.
If employers use background checks in making personnel decisions, they must comply with the Fair Credit Reporting Act and laws that protect people from discrimination. The FTC and EEOC have tips for businesses on the lawful use of background information.
Does your company keep sensitive data — Social Security numbers, credit reports, account numbers, health records, or business secrets? If so, then you’ve probably instituted safeguards to protect that information. Your information security plans also should cover the digital copiers your company uses.
These days, it is almost impossible to be in business and not have personally identifying information about your customers or employees. If this information falls into the wrong hands, it could put them at risk for identity theft. Find out the steps to take and who to contact if sensitive data is compromised.
Explains how medical identity theft occurs, and how health care providers and insurers can minimize the risk and help their patients if they’re victimized.
Most businesses collect and store sensitive information about their employees and customers. If you use Peer-to-Peer (P2P) file sharing software in your business, consider the security implications and minimize the risks associated with it.
Learn the telltale signs of five common scams that target small and medium-sized businesses, churches, and not-for-profit groups.
10 practical lessons businesses can learn from the FTC's 50+ data security settlements.
When you use consumer reports to make employment decisions like hiring, promotion, reassignment, and retention, the Fair Credit Reporting Act requires you to take important compliance steps. Find out more about keeping your company within the law.
If your company is in the business of compiling background information for employment purposes, it’s likely you’re covered by the Fair Credit Reporting Act. Are you following reasonable procedures to assure accuracy, getting required certifications from your clients, and complying with other FCRA provisions?