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San Francisco and San Jose Achieve Lowest Eviction Rates in USA

December 15, 2017 By

San Francisco and San Jose have the lowest eviction rates in the country according to a recent study.  This news sparks attention to the eviction process, the use of eviction checks in the tenant screening arena and the overall lawful use of evictions in America.

Whenever the topic of evictions make headlines landlords and property managers should be reminded to make sure their tenant screening policies are current with existing law and understand that working with a well-qualified third-party tenant screening company continues to be a best practice.  Additionally landlords need to be careful about how they go about the eviction process when they want to evict a tenant.  Landlords must understand how new laws affecting the process of evicting a tenant works and must conduct the procedure according to the new rules.

San Francisco and San Jose sit atop of a recent study investigating eviction rates as the lowest nationally, highlighting evictions once again in national news outlets.  Each time the topic of evictions makes its way into the news landlords and property managers, knowing that eviction checks are a critical part of a thorough tenant background check, should review current policies with a third-party tenant screening agency to ensure compliance with law.

While San Francisco and San Jose evictions are currently down this had not always been the case.  Prior to a recent revision to existing law, Eviction Protection 2.0, evictions ran rampant.

From the San Francisco Examiner (SFExaminer.com; Nov. 05, 17):

Between October 2013 and September 2015, there were 4,304 evictions filed with the Rent Board, 2,200 of which were nuisance- or roommate-related. After Eviction Protections 2.0 passed, total evictions have dropped to 4,102 filed evictions between October 2015 and September 2017.  sfexaminer.com/tenants-find-stability-eviction-protections-2-0/

In reaction to the climb in evictions revisions were made to existing law.

Again, from the San Francisco Examiner (SFExaminer.com; Nov. 05, 17):

What has happened, say tenant advocates, is a handy suite of protections passed in 2015 are kicking in. Eviction Protections 2.0, the wonky rewrite of San Francisco’s rent-control law, is working.

“Stronger rent projections led to an immediate drop in these kinds of evictions,” said Gen Fujioka, of the Chinatown Community Development Center, a nonprofit housing group.

So-called “nuisance” evictions — attributed to actionable offenses hanging laundry outside the window or leaving shoes in the hallway — and evictions for breach of lease when bringing in new roommates are measurably down from two years ago.  ibid

Evictions have been a challenge in San Francisco and San Jose for several years due, in part, to some landlords wanting to gain higher paying tenants and utilizing potentially extralegal means.

With revisions in place evictions decreased, as details from a recent study have shown.

From SF.Curbed.com (Oct. 27, 17):

Rental site ApartmentList released a study Thursday breaking down eviction data in major metros across the U.S. and came up with some good, albeit startling, news for the Bay Area: San Jose and San Francisco had the lowest and second-lowest eviction rates nationwide, respectively.  sf.curbed.com/2017/10/27/16557562/san-francisco-san-jose-owest-eviction-rate-study

Evictions will remain an important factor in vetting new tenant applications.  Revisions in law in San Francisco and San Jose metropolitan areas led to a decrease in overall evictions.  Subsequently, landlords and property managers should take note that new laws and revision to existing law will continue to affect tenant screening.  A best practice remains to work with a well-qualified tenant screening agency in order to stay current with existing law.

To learn more about how San Francisco and San Jose attained the lowest eviction rates in the country and how revisions in law can lead to a decrease in overall evictions in the USA read recent TenantScreeningUSA.com press release:  http://tenantscreeningusa.com/tenant-screening-news/study-notes-san-francisco-san-jose-with-lowest-eviction-rates-in-us/

Filed Under: Tenant Screening

Arizona Joins the National Ban-the-Box Movement

December 1, 2017 By

Arizona Governor Doug Ducey just recently signed an executive order banning the question of criminal history on state employment applications thus joining many of States and Municipalities that already have enacted ban-the-box related laws.  This trend of legislative action regarding the use of criminal background records as part of pre-employment background screening has been spreading across the county.  The goal of such litigation is to help individuals in the USA that have a criminal record have a better chance of getting employed.

Typically ban-the-box laws prohibit employers from inquiring about criminal history on their job applications, thus banning the question of criminal history from the job application.  At some point, usually after a conditional offer of employment is made the employer can then perform a criminal background check.

This new legislation signed by the Governor of Arizona highlights an urgent need for all hiring managers and human resource personnel to work with a professional employment screening agency to ensure compliance with existing laws as well as new potential laws.

When Arizona Governor Doug Ducey signed an executive order banning the box on state applications the state joined dozens of other states and municipalities in delaying when the question of criminal history can be asked as part of the pre-employment background screening process and signals to Arizona business, as well as businesses across the country, that now is the time to review any existing pre-employment background screening policies to ensure full compliance with existing and potential law.

Ban the box moves when the question of criminal history can be asked.  It goes from being a part of the application process to a question asked post-offer and one that has to be very specific to the position in question.

From Lexology.com (Nov. 07, 17):

On November 6, Arizona governor Doug Ducey signed an executive order making Arizona the most recent state to adopt a “ban the box” law. The state joins Pima County and Tucson – Arizona localities that have already joined the “ban the box” movement.

Under the new policy, state agencies will delay questions related to an employment applicant’s criminal record until after the initial stages of interviewing (i.e., until an applicant has submitted an application and received an initial interview).  lexology.com/library/detail.aspx?g=e47d3ced-bb50-4bfb-aa34-2882d5242805

Ban the box policy is designed to assist formerly incarcerated individuals gain a more equal footing during the application process.

If the question of Criminal History is delayed in theory the application process should become more equal.  Studies have shown that many applications that have the box checked regarding criminal history are often ignored or discarded, thus creating an inequitable hiring situation for formerly incarcerated individuals or those with criminal records that did not result in imprisonment.

It is critical that businesses and organizations ensure their hiring policies are current with existing law and the action by Arizona is a clear indication that these policies should be reviewed by a third-party background screening company as changes in laws governing the use of criminal background records in pre-employment background screening effects all businesses and organizations hiring policies and procedures.

To read more about Arizona’s new ban-the-box bill and how the trend to help previously incarcerated individuals and those with criminal records get a job and how this strategy is aimed at leveling the playing field for job applicants read recent CriminalBackgroundRecords.com press release: http://www.criminalbackgroundrecords.com/news/2017-11-22-Ban-the-Box-Activity-Highlights-Immediate-Call%20to-Action-for-Hiring-Managers.html

Filed Under: background checks

Boston and Detroit Crackdown on Evictions

November 22, 2017 By

Apartment owners, managers and landlords are commonly using evictions to be able to get new tenants that will pay higher rent amounts.  They also don’t want to spend money making their apartments better for existing tenants.  However, the cities of Boston and Detroit are fighting back.  They are definitely becoming pro-tenant cities and are cracking down on evictions.

Detroit is trying to prevent landlords from renting substandard homes including stopping them from collecting rent if they don’t comply with inspections.  While Boston just approved a set of regulations that could make it harder for landlords to evict tenants without just cause and the measure would require landlords to notify the city whenever they move to evict a tenant, for whatever reason.

Evictions are a common tool utilized by landlords and property managers to remove tenants for a variety of reasons, which could include non-payment of rent, property damage, or some similar breach of a rental contract.  Additionally, evictions are increasingly utilized in rental communities to clear properties for new tenants that could pay significantly more rent.  It is a long and costly process but one that landlords often pursue in not always the most scrupulous path.

Boston and Detroit are attempting to crackdown on evictions but it is a challenging prospect.

The City of Detroit

The rental market in Detroit is often plagued by scrappers and thieves.  It has become so bad that an informal “24-hour rule” has been put in place.

From The Detroit News website (Oct. 05, 17):

The dozens of working furnaces and water heaters sitting in Chris Garner’s warehouse sit idle because of what he calls his “24-hour rule.”

Within a day of a tenant moving out of one of his Detroit rentals, Garner, the owner of a Taylor-based property management company, has staffers remove the systems and board up the home. It’s all to deter scrappers and thieves. They won’t reinstall, he said, until 24 hours before a new tenant is scheduled to move in.  detroitnews.com/story/news/special-reports/2017/10/05/detroit-evictions-landlords/106351462/

 

Challenges are with property owners putting very little money into rental properties, often due to the demands and cost of stringent annual property inspections.  Due to low quality of properties tenants often refuse to pay rent thereby forcing the onset of the eviction process.

The Mayor of Detroit, as well as the City Council, seeks to correct the situation.

From The Detroit News website (Oct. 05, 17):

Detroit Mayor Mike Duggan and other city officials say part of the solution to improve city rental housing is a landlord crackdown, and last month pledged to launch a campaign to prevent landlords from renting substandard homes. That includes stopping them from collecting rent if they don’t comply with inspections.

The city admits most rentals haven’t been inspected.  detroitnews.com/story/news/special-reports/2017/10/05/detroit-evictions-landlords/106351462/

 

The City of Boston

In Boston steps are being taken to better manage evictions.

From the Boston Globe website (Oct. 04, 17)

Boston’s City Council overwhelmingly approved a set of regulations Wednesday that could make it harder for landlords to evict tenants without just cause, while giving city officials better ways to track how many housing evictions are occurring and where.

Called the Jim Brooks Community Stabilization Act — named after the late social justice advocate — the measure would require landlords to notify the city whenever they move to evict a tenant, for whatever reason. The city and landlord would then have to alert the tenant to his or her housing rights, such as the ability to appeal to a state Housing Court, and the tenant could be directed to advocacy groups.  bostonglobe.com/metro/2017/10/04/city-council-bill-would-better-regulate-and-track-evictions/pZSRLVJbazy0pIxgWdDyTP/story.html

 

These steps are designed to help protect against speculators taking over properties and increasing rents until tenants can no longer afford the rent and either leave or are evicted for failure to pay.

Evictions will remain a challenge for Cities, Landlords and Tenants.  However it is an important tool that landlords need in order to protect their investment but it can be used more maliciously in order to remove existing tenants in favor of potential higher paying tenants.  Boston and Detroit are trying to redesign how evictions should work and are definitely on the side of the tenant.

Evictions and the eviction process will continue to be a complex tool and one that landlords and property managers should strongly consider before implementing.  A best practice for landlords is to work with a well-qualified third-party tenant screening company to remain current and compliant with law and to maintain a fair and compliant applicant selection decision making process.

To learn more about the eviction process and how Boston and Detroit are cracking down and dealing with this issue along with why and how landlords can be unfair to tenants as well as what tenant rights are available read recent TenantScreeningUSA.com press release:  http://tenantscreeningusa.com/tenant-screening-news/evictions-a-tale-of-two-cities-boston-and-detroit/

Filed Under: Uncategorized

Ban-the-Box Legislation Hits California – Demonstrates Imminent Change to Employment Screening

November 2, 2017 By

California is the latest jurisdiction to pursue what is known as Ban-the-Box legislation, an effort to remove the question of a criminal history from applications thereby, in theory, creating a level field of job opportunity.  It appears that California will be the next state to enact ban-the-box legislation and this action, once again, points to an urgent and immediate need for all hiring managers and/or HR departments to work with a well-qualified third-party pre-employment background screening agency to remain in compliance with law.

California is putting a bill forth that will make it unlawful for an employer with five or more employees to inquire about or even consider an applicant’s criminal conviction history until a conditional offer is made.  The bill is called California’s Fair Employment and Housing Act or FEHA.  They now join numerous other States that are considering such an Act as well as those that have already passed Ban-the-Box legislation.  If the California bill is passed it will require employers that have 5 or more employees to follow the new rules.  This means changing their pre-employment screening policies and procedures as to not discriminate at the beginning of the job application process as to whether or not an applicant has a criminal background record.  Only after a conditional offer is made would the employer be able to run a criminal background check on the prospective employee.

Ban-The-Box the California way clearly makes evident the abundance of evidence showing employers around the country that significant change needs to be made in regards to pre-employment background screening policies and procedures.

The effects of the new California ban-the-box legislation could be far-reaching.

From National Law Review website (Sep. 25, 17):

The bill would make it unlawful under California’s Fair Employment and Housing Act (“FEHA”) for an employer with five or more employees to inquire about or consider an applicant’s conviction history until the applicant has received a conditional offer of employment. Under the bill, an employer would be prohibited from:

Including on any employment application a question that sought disclosure of an applicant’s conviction history;

Inquiring into or considering the conviction history of the applicant, until after the employer has made a conditional offer of employment; and

Considering, distributing, or disseminating information relating to arrests that do not result in a conviction, diversion programs, or convictions that have been sealed, dismissed, expunged, or statutorily eradicated pursuant to law. natlawreview.com/article/california-joining-ban-box-bandwagon

With every change in law HR departments and hiring managers should be reviewing pre-employment background screening policies and procedures.  The changes to California law, the most populous state in the country, could have overreaching consequences into other states.  Staying ahead of changes in law is what third-party background screening companies do and it is incumbent on HR Departments to also stay ahead of change.

The new law in California is specific as to who it will affect and who it will not.

From National Law Review website (Sep. 25, 17):

The bill does not apply to the following positions: (1) a position for which a state or local agency is otherwise required by law to conduct a conviction history background check; (2) a position with a criminal justice agency as defined by the California Penal Code; (3) a farm labor contractor as defined by the California Labor Code; and (4) a position where an employer is required by state, federal, or local law to conduct criminal background checks for employment purposes or to restrict employment based on criminal history.  ibid

Laws governing the use of public records, specifically criminal history records, as shown by the activity in the legislative branch in California demonstrates that change is inevitable and that means hiring procedures will need to change.  It can be overwhelming to keep up with such changes and that is why it is always a best practice for employers to work with a professional third-party employment screening company to get all the current, up-to-date and accurate background information necessary in assisting with the hiring of new employees, volunteers and contractors.

To read more about California’s new bill and the changes in employment screening policies it will require if passed into law along with the impact it could have on other US States read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2017-10-19-Ban-The-Box-California-Style.html

Filed Under: criminal background check

Landlord-Tenant Relationships are Critical

October 19, 2017 By

There have always been some issues and conflict between landlords and tenants over the history of the USA.  However, if expectations are set correctly at the beginning of the relationship and if it is clear as to how issues and conflicts will be resolved than that would result into a better housing situation for both parties.  Nonetheless, in recent history the country was struck by several large hurricanes and Harvey in particular has caused big landlord-tenant issues.

In September of 2017 Hurricane Harvey ripped through Houston, Texas causing countless millions and billions in damage as well as displacing tens of thousands of people.  Winds from Harvey caused significant damage but the record level rainfall created even greater damage.  Homes and apartments were rendered uninhabitable and could remain so for month’s even years.

In a recent article from the Huffington Post (Sep 05, 17):

Under Texas statutes, either a tenant or a landlord can break a lease for residences deemed “totally unusable.” If a property is partially useable, a court would have to determine if rental costs could be reduced.

Meanwhile, hundreds of residents who were forced to evacuate a flooded apartment complex in Katy, Texas, have been given eviction notices, The Houston Chronicle reported.

The residents have been given less than a week to retrieve whatever property they can, a letter from the property manager said. The letter also said rental charges for the last few days of August will be refunded, according to the Chronicle.

Disputes between landlord and tenants are among the first conflicts to emerge in the wake of a hurricane, lawyer Saundra Brown, a disaster manager at Lone Star Legal Aid, told the newspaper.  huffingtonpost.com/entry/harvey-landlords-rent-flooded-properties_us_59ae18a5e4b0354e440bfa95

Conflict between landlords and tenants can be avoided if the situation is handled properly from the very beginning of the relationship, which means when the tenant screening process begins.

From the point of the initial application through the tenant check landlords and property managers need to be very clear as to the exact expectations they have with the applicant as well as clearly define the process of how disputes, grievances and any other housing issues will be handled if they should arise.

This mentality may seem easy in words but implementation is another thing…  But for sure a clear outline of rules and requirements for a tenant is essential in starting off the housing relationship on the right foot.

In the initial application phase of the apartment renting process the landlord or apartment manager needs to conduct the same vetting procedure with each perspective tenant.  This continuity goes a long way in creating a positive relationship with future tenants and assists in maintaining a fair and compliant applicant selection decision making system.

Other than the general niceties of an interview process a landlord should explain what each document in a background check covers, what information is drawn, and how it is used. And an agreement should be in place as to conflict resolution, should it arise, and how to communicate any form of grievance.

Every state is different in recording conflict but a general rule of thumb is communicating in written form; generally through US Postal mail or email, where copies can be maintained and reviewed as needed.  And it is wise to always keep copies of written communication.

As the housing crisis in the US continues to grow, greater pressure is placed upon tenants and landlords.  Tenants worry that if they bring forth an issue they may face some sort of penalty or potential eviction and landlords are always looking for long-term stable tenants.  Each party has a vested interest in creating an amicable living arrangement and tenant-landlord relationship.

The landlord tenant relationship always begins with the applicant vetting process.

There are a number of documents reviewed as part of a tenant background check, from consumer credit reports, criminal background checks to eviction records and a sex offender registry search, and others.  Each is unique and should be explained to the applicant. Creating a comfortable environment goes a long way in creating a comfortable long-term landlord-tenant relationship.

To learn more about how landlord and tenant relationships can improve and why it is important to review this information from the very beginning of the housing relationship which starts with the applicant screening process read recent TenantScreeningUSA.com press release: http://tenantscreeningusa.com/tenant-screening-news/landlord-tenant-relationships-are-critical-to-a-successful-housing-relationship/

Filed Under: Uncategorized

Background Checks a Must for Youth Sports Coaches

October 2, 2017 By

Unfortunately it is far too often in the news we hear about employed and volunteer youth sports coaches abusing their young players.  In some cases these coaches have been convicted of crimes against the youth in the past, and if proper background screening was in place prior to hiring either an employed coach or volunteer a second attack could have been prevented.  Employment screening for employed and volunteer youth coaches is a valuable tool utilized across a wide variety of industries and has proven successful in creating safe work environments.  It can also help prevent malfeasant individuals from having unsupervised time with youth sport athletes.

Hiring managers know that a thorough and legally compliant pre-employment background check is an enormously important tool, one that over 80% of all business and organizations use, and when combined with a thorough interview can be very powerful.  This same vetting process should also apply to all persons with unsupervised time with the youth in this country.  When a candidate understands that a background check is thorough and complete, one that utilizes public records and verification of employment and education it gives that individual pause should their information be purposely inaccurate.

Volunteer background checks are especially important with schools and churches, and any group involved with youth sports.  When combined with a well-publicized and thorough background check, one that includes public records search and data verification, a background check can act as a preventative tool.

Every day internet news sites are littered with articles regarding malfeasant coaches.

In Lafayette, Indiana an assistant boys volleyball coach was charged in child seduction and related charges.

From jconline.com (Aug 22, 17)

Lafayette School Corp. Supt. Les Huddle said Barmby worked as a paraprofessional and substitute paraprofessional, in addition to being an assistant coach, for less than a year before she was terminated following the criminal investigation.  jconline.com/story/news/2017/08/22/ex-jefferson-high-school-coach-accused-child-seduction-allowed-travel-out-state/571896001/

A Minnesota high school recently put a paid coach on administrative leave due to inappropriate and illegal behavior with a minor.

From  kstp.com (Aug 30, 17):

A Hudson High School junior varsity girls basketball coach has been placed on paid administrative leave after sexual assault-related charges were filed against him this week.

… has been charged with first-degree child sexual assault for having contact with a person under the age of 13, according to the filing. … has also been charged with repeated sexual assault of the same child, using a computer to facilitate a child sex crime, and for causing a child ages 13-18 to view sexual activity.  kstp.com/news/hudson-high-school-girls-jv-basketball-coach-arrested-charged-for-sex-assault-louis-joseph-french/4590445/

A thorough background check on a youth coach both employed and volunteer should include:

  •   Criminal Background Checks
  •   Sexual Predator registry search
  •   Employment and / or volunteer verification
  •   Personal reference verification
  •   Education / Certificate verification
  •   Department of Motor vehicles record check

Ultimately a solid vetting process, one that includes a face-to-face interview, verification of claims, and a criminal background check will greatly assist in creating a safe environment for participants of youth sports.

To read more about why all employed and volunteer youth sport coaches should undergo a thorough background screening before being allowed unsupervised time with the youth read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2017-09-15-Background-Checks-on-Employed-and-Volunteer-Coaches-for-Youth-Sports.html

Filed Under: background checks

Tenants Face Discrimination in Renting; Cities Fight Back

September 22, 2017 By

Tenants face discrimination due to criminal pasts and/or Section 8 housing vouchers.  Seattle and Berkeley are two example cities fighting back against growing discrimination in the housing industry.  The Fair Chance Housing bill sponsored by Mayor Ed Murray of Seattle would prohibit landlords in the applicant screening process to look at conviction records that are over 2 years old.
Discrimination is a challenge faced by people with recent criminal pasts as well as those that require Section 8 housing.  Two cities, Berkeley and Seattle, are looking to enact legislation to alleviate discrimination in housing and these actions point to an urgent need for landlords to work with well-qualified third-party tenant screening agencies in order to remain compliant with existing and potential change in law.

Seattle Mayor Ed Murray is working with a task force to create a bill to prohibit landlords from automatically rejecting individuals with criminal histories.

From SeattleWeekly.com (Aug. 03, 17):

Sponsored by Mayor Ed Murray and the product of one of his ubiquitous task forces, the Fair Chance Housing bill would prohibit landlords from automatically rejecting anyone with a criminal record in advertisements. Also, when screening applications, landlords could only look at convictions on an applicant’s record in the past two years. The bill follows the trajectory set by a 2013 ordinance which similarly prohibits discrimination against former prisoners applying for employment.  seattleweekly.com/news/should-landlords-be-allowed-to-discriminate-against-former-prisoners/

The Seattle bill has lofty goals but should remind landlords and property managers that it is always a best practice to work with a third-party tenant screening agency to maintain compliance with existing and potential changes in law.

Changes in employment screening law has hit the country hard over the past several years with ban-the-box legislation and the enforcement of the EEOC and these kinds of changes are now hitting tenant screening.

Berkeley is attempting to reduce discrimination in housing regarding Section Eight renters.

From the Mercury News (mercurynews.com; Aug 03, 17):

…the city council took preliminary action to prohibit landlords and rental agents from refusing to rent to someone based on their source of income. Elected officials and tenant rights advocates said their goal was to help more people on a federal subsidy program for low income and disabled people to find housing. If the ordinance is approved on a final vote Sept. 12th, Berkeley would become the first East Bay city to pass such a law.  mercurynews.com/2017/07/31/berkeley-makes-move-to-ban-discrimination-against-low-income-renters/

Creating a fully-comprehensive tenant background check protocol is a critical challenge to landlords, but actions in Seattle and Berkeley point to the rapid change in law.

Changes in law could also carry potential financial penalty.

From the Mercury News (mercurynews.com; Aug 03, 17):

Under the law, landlords could not refuse to rent to a person solely because they are on housing assistance or give preference to someone whose entire income is earned from a job as opposed to receiving a government subsidy. Violating the ordinance carries a potential fine of up to $1,000 and or jail time for up to six months. A tenant is also entitled to receive up to $400 in damages in addition to fees charged by attorneys.  Ibid…

Working with a professional third-party tenant screening agency is key to a landlord’s success in staying compliant with existing law and in staying ahead of potential change in law, as well as avoiding the risk of penalty.

To learn more about tenant discrimination and what cities like Seattle and Berkeley are doing about it read recent TenantScreeningUSA.com press release: http://tenantscreeningusa.com/tenant-screening-news/tenants-face-discrimination-in-renting-cities-fight-back-a-continuing-evolution-in-tenant-screening-states-tenantscreeningusa-com/

Filed Under: Tenant Screening

Caregiver Background Checks Remain Critical

September 8, 2017 By

Despite numerous headlines regarding the financial and physical abuse of the elderly in this country the acts continue and the elderly continue to suffer.  The population of the USA continues to age and that means more care is needed for the elderly.  This vulnerable part of the population is comprised of baby boomers and Vietnam Veterans, people who have worked hard to keep our economy going and have risked their lives to protect this county with their service.  It is now time to protect them and that starts with hiring caregivers who have passed a thorough background check that includes a criminal background check, sex offender check, social security validation with address history check and reference checks including an in-person interview.

Caring for and defending the United States at-risk populations is a critical aspect of modern society and thorough employment screening is an essential tool that must be utilized during the caregiver vetting process.  Background checks are generally based on public records, verifications and references and, subsequently provide an immediate and unique snapshot of an individual’s past.  Potentially uncovering a criminal history that could be devastating if hired and left unsupervised with the elderly.

Challenges continue to exist for at-risk populations, specifically the elderly, and examples continue to appear on the headlines almost daily.

A recent investigation in New York State revealed that several employees of a nursing facility had been convicted of felonies prior to being hired to work with the elderly.

An expert commented on the situation on August 4, 2017 in a WKBW report (WKBW.com; Aug 04, 17):

“Nurses, and especially people working in nursing home facilities, are working with some of the most vulnerable of our population,” … “We’re talking about elderly people, people with dementia, people with memory issues, people who are most susceptible to economic crimes and to physical abuse, and people who cannot necessarily speak up for themselves because they’re in this vulnerable position in a nursing home.”  wkbw.com/longform/7-eyewitness-news-investigates-criminal-caregivers

It is critical that hiring managers for caregiver facilities work with third-party pre-employment background screening agencies in order to remain fully compliant with existing laws on a local, state, and federal level.  As caregiver facilities operate under a variety of laws governed by a variety of difference agencies.  In order to help protect the elderly from malfeasant individuals thorough vetting of all potential caregivers should be mandatory before allowing them unsupervised access to the elderly.

In Illinois local police arrested a caregiver on felony charges.

From the Daily Herald (dailyherald.com; Apr. 17, 17):

A Wauconda woman is facing multiple felony charges alleging she stole from a Barrington senior she was hired to care for, police said Monday.  dailyherald.com/news/20170417/caregiver-charged-with-stealing-from-barrington-woman

Based on the story in the Daily Herald this is not the first time this individual had been arrested of allegations of theft against the elderly.  A perfect example of how a professional background check could have prevented a second attack against the elderly.

The Daily Herald states that “this is the second time {the defendant} has been arrested on charges she stole from people she was hired to care for. In May 2016, she was charged with aggravated identity theft, unlawful possession of a credit card and theft from a senior living community in Barrington…” ibid…

The headlines keep on rolling…  An elderly man in Tacoma, Washington was allegedly robbed of his savings by a caregiver as he lay on his deathbed.

From KOMONEWS (komonews.com; no date given):

A Tacoma man on his deathbed, desperate to make the most of his final days became the target of a caregiver hired to ease his family’s burden.  komonews.com/news/local/tacoma-family-accuses-caregiver-of-charging-thousands-of-dollars-to-their-bank-account

Professional high-quality employment background checks on all prospective caregivers should be an absolute must.  A thorough background check can include public records such as criminal history records, department of motor vehicles check, consumer credit report, social security number trace as well as reference checks on education and previous employment.  An in-person interview to discuss a potential caregiver’s resume can also reveal any lies or misstatements of fact.  Background screening for this purpose should be outsourced to a well-qualified employment screening company, one well versed in all aspects of employment law and has access to current, thorough and accurate background reports.

The mission to protect the elderly should be embraced by all citizens of the USA from coast to coast and mandating professional background screening of all caregivers prior to hiring is a huge step in that direction.

To read more about why caregiver background checks still remain critical in the USA and how thorough background checks can help prevent abuse to the elderly read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2017-08-09-Caregiver-Background-Checks-Remain-Critical-in-the-Care-of-At-Risk-Populations.html

Filed Under: Uncategorized

College Student Renters, Subletting and Tenant Background Checks

August 9, 2017 By

Summer is in full swing and many recent high school graduates are making plans or already have made plans to attend a College or University in September.  One huge piece to this process is securing housing situations if they will not be living at home.  The process of going to college full-time can be overwhelming. Finalizing financial aid, finding the right classes, enrolling in the right classes and of course having a place to live.

With student rentals on the rise so is the potential for additional revenue for landlords and even the college student parents.  It may make more fiscal sense to buy a property near the college that their children will attend as this may be a more cost effective strategy.  Of course though, when renting to college student that may sublet part of their apartment to manage their own costs it still is a wise decision to run tenant background checks on all those that will be living in the apartment including those with sublet rooms.

Many students will have the luxury of living at home, commuting to school, and maintaining the semblance of a balanced life, but for others going to college represents leaving home and living far from the comforts of mom and dad’s house.

The prospect of renting to college students for landlords and property managers is increasingly bright.  And, in some cases, purchasing a home near a college may prove to be a bigger bargain for parents than paying rent.

From Zillow (Sep. 04, 14)

With the combination of high rates of affordability and rapidly rising rents, parents with kids just starting out in college may want to consider purchasing a property for the remainder of their 4-year stay rather than paying rent.

Zillow data shows that the demand for off-campus rental housing is rising, creating a large spike in rental prices that show no sign of slowing down. On the other hand, home values are still below their peak levels and mortgage rates remain low, making for great bargains for buyers who plan to own their home for at least three years.  zillow.com/blog/college-towns-breakeven-2014-159125/

Whether an incoming freshman lives at an existing property or one that is purchased, there may be the additional opportunity of sub-letting.  Other friends or classmates can fill the empty rooms and potentially provide additional income.

Regardless if a property is a single family dwelling or an apartment complex a sublet makes sense for a number of reasons.

From Rent.Uloop.com (Jul. 01, 17):

Allowing subletting will make your building more attractive for students. Knowing that they have the option to find someone to pay for the room when they are not there is a definite incentive to choose one building over another, and they will be more willing to keep their lease if they know they can get other people to contribute. Yet for you as the property owner, you now take the risk of allowing a student to be an intermediate between you and the subtenants.  rent.uloop.com/news/view.php/241475/Make-Subletting-a-Breeze-for-Your-Residents-Dos-and-Donts

Having a sublet of a property can provide continued occupancy, reduced maintenance costs, and ensured income.  But the key to a successful sublet is the same as any rental situation.  Every sublet renter must go through a thorough vetting process and tenant background check that includes a criminal background check and sex offender check, as well as sign a well-written rental agreement, one that meters out the exact demands and requirements of property management.

Ultimately a thorough tenant screening prior to renting will serve as a best practice for both primary renter and sub renter.  The same policy holds true for a home purchased in lieu of renting and extra rooms are rented out.  As long as the communication between renter and landlord remains open, the policies and requirements understood, and all promises fulfilled, the landlord/renter relationship should be very positive.

To learn more about college student rentals, subletting and why performing tenant background checks on both the student renter and the sublet tenant read recent TenantScreeningUSA.com press release:  http://tenantscreeningusa.com/tenant-screening-news/college-student-renters-subletting-and-the-happy-landlord/

Filed Under: Tenant Screening

Volunteer Coaches Must be Background Checked

July 26, 2017 By

There has been numerous incidents in recent history of volunteer coaches abusing their relationship with children and young adults.  With summer in full swing children across the country are participating in sport camps and other athletic programs.  Due to news articles regarding criminal offenses by volunteer coaches it now has become imperative that parents feel their child or children are safe with the sporting group coaches and staff.  The swiftest and most confident way to help achieve this kind of peace of mind is to make sure that all summer camp staff including volunteer coaches undergo a rigorous background screening including criminal background checks, sex offender registry checks and necessary interviews and reference checks.

Throughout the year children of all ages join sports teams.  After-school programs cover nearly every sport and clutter the country.  Each day, after school, parks and gymnasiums and pools fill with youth sports teams and volunteers work with parents to guide and teach their children.

The expectation every parent demands is that their child participates in a safe, friendly environment.

As current news reports that is not always the situation.

Recently in Kewanee Illinois local citizens requested background checks on all park district coaches.

From StarCourier.com (Jun. 15, 17):

Two women whose children participate in the Kewanee Park District’s baseball teams addressed the park district board of commissioners Thursday night seeking background checks for all the park district’s coaches.

The women said they are concerned about those adults who volunteer to coach the park district’s youth teams after a baseball coach was taken into custody from a Kewanee baseball field earlier this week.(1)

While the offense the baseball coach taken into custody appears minor it did create enough concern for parents to question the overall screening process of volunteer coaches.

However, in Sullivan, MO a more serious situation occurred.

From KMOV.com (Jul. 06, 17):

Sullivan police arrested a 30-year old assistant coach during a Sullivan Boys Baseball Association game at Jim Bottomley Park on June 28 after identifying him as a registered sex offender.

Sex offenders are forbidden by state law from visiting parks or coaching athletic teams involving children under 17-years-old. (2)

In San Jose a swim coach was arrested for sexting underage team members.

From MercuryNews.com (Jun. 26, 17):

An assistant coach at the prominent QuickSilver Swimming club, who also trained teens with several other teams and schools in San Jose, has been arrested after police say he solicited and exchanged sexually explicit text messages and images with young swimmers and later discouraged them from talking to investigators.

It’s the second child-predator case involving a QuickSilver-affiliated employee in the past decade — a coach for its predecessor, San Jose Aquatics, was convicted on a score of child molestation charges in 2009. There are also accusations that the swim club knew about the allegations for several months before alerting authorities. (3)

Proper Background screening for any individual working with at-risk populations such as the elderly and children should be mandatory.

At a minimum a typical volunteer background check may include:

  1.       Sex Offender Registry Check
  2.       Criminal History Report
  3.       Department of Motor Vehicles Records

Criminal background checks protect youth as a first line of defense against potential predators.  A well-known, well-advertised background check program by a youth sports organization may give pause to potential predators attempting to coach kids.  It is society’s responsibility, as adults, to protect children in any way possible, and making volunteer’s go through a thorough vetting process certainly aids in this pursuit.

Ultimately, conducting a thorough volunteer background check need not be a burdensome task.  The simplest approach is to use a professional background screening company to perform the background checks necessary to fully vet a volunteer before they are given access to children.  The cost for this approach is minimal and the benefits are undeniable as thwarting an attack against a youth is priceless.

To read more regarding the need to perform a rigorous background screening on volunteer coaches and other athletic program volunteers read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2017-07-10-Volunteer-Coaches-Must-Be-Background-Checked.html

Filed Under: background checks
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