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Trends in Student Housing Still Include Tenant Screening

October 4, 2016 By

Recent trends in College student housing show a transition from traditional dormitories to upscale off-campus apartments and luxurious housing projects.  With these new student housing options many students will prefer the off-campus apartment life over living on campus in a dormitory.  College enrollments have boomed over the past few decades causing off-campus student housing to boom as well.  This also effects the private sector in regards to building contractors and developers.  New student housing projects has become big business.  However, these new landlords and property owners need to vet these new applicants in a similar way to traditional apartment renting.

From Bloomberg.com (Aug. 01, 16):

The long-term theme is that college enrollment has boomed over the past few decades, and investment in new on-campus dorms hasn’t come close to keeping up. In the short term, the shares are likely rising because investors are looking to hedge against the possibility of a U.S. recession.

“In an environment of striking political and economic uncertainty, public investors are ascribing value to [the] certainty of cash flows in student housing,” said Ryan Burke, an analyst at Green Street Advisors. “In [the] young life of purpose-built student housing, it’s performed really well in good and bad times.”  bloomberg.com/news/articles/2016-08-01/these-landlords-are-making-a-killing-on-college-students

A through tenant background check on a student looking for off-campus housing needs to include a credit check (new students may not have a well-established credit history but still worth checking), a criminal background check, and probably most importantly reference checks.  Also for further security it might also make sense to require a qualified guarantor, first and last month rent and/or a security deposit.  A College student presents a larger risk when it comes to property damage.  The reason for a thorough tenant screening system both for traditional apartment lending and student housing rentals is the same it is risk mitigation.

With new student housing projects on the rise and more and more students enrolling in College new developers may not have a solid tenant screening policy in place or due to higher than expected costs may skip the vetting process altogether. This of course would be a huge mistake and could open the door to property damage, reputation loss and even eviction which can be a costly endeavor.

Landlords and property managers of new and old student housing units would be wise to partner with a professional tenant screening company and perform due diligence on all student applicants a process that greatly reduces risk and of course helps secure profits.  Tenant background checks can now be performed very quickly, efficiently and in a cost effective manner.  Spending a small amount of money on a thorough vetting process helps save lots of money in the long run.

To learn more about recent trends in student housing along with why tenant screening still plays an enormous roll in the apartment rental process read recent TenantScreeningUSA.com press release.

Filed Under: Tenant Screening

Ban-the-Box Type Policies May Impact College Admission Policies

September 7, 2016 By

In recent history “Ban-the Box” legislation has swept across the country and has been adopted in many local and State jurisdictions as well as with some private companies.  The core tenant of this type of policy is the removal of the “Do you have a criminal record” question on the job application form.  However, not all Ban-the-Box polices that have been enacted are identical as some differ significantly giving the movement a non-ubiquitous face. Now in 2016 this movement has reached Colleges and Universities in the USA.  The initial aim to protect job applicants from having to immediately divulge their criminal history is now being considered as an option for admission policies concerning student application forms and the student application process.

Certain College campus officials say the question of criminal history on the application helps them learn as much as they can about a prospective student and allows them to take the necessary steps to keep all the students on campus safe.  However opponents to this line of thinking believe the criminal history question creates an unnecessary barrier that harms some groups of students.

New York University is one key advocate of the new criminal history report policy but with critical revisions.  Instead of considering every criminal conviction as part of their admission application process they will now ask new questions like, “Have you been convicted of or disciplined for violent incidents.”

From the August 2, 2016 Gothamist.com:

(1)   Starting this month, New York University will no longer consider every criminal conviction on an applicant’s record, regardless of severity, as part of the undergraduate application process. Instead, the school is instating a new set of questions that require applicants to disclose whether they have been “convicted of or disciplined for violent incidents,” according to a press release from the school.  gothamist.com/2016/08/02/nyu_crime_disclosure_box.php

Recent new studies shows that the question of criminal history on college applications may not predict behavior in a significant way and may not make college campuses any safer.

Also from Gothamist.com (Aug. 02, 16):

(1)     Studies have shown that having the box on college applications doesn’t make campuses any safer, and NYU reached the same conclusion after an internal assessment of its own disciplinary records. “NYU took a look at the NYU disciplinary records of enrolled students who had checked the box against the overall undergraduate NYU population,” Knoll-Finn stated. “We found no meaningful differences in the rates of infractions.”  gothamist.com/2016/08/02/nyu_crime_disclosure_box.php

In Los Angeles Mayor Eric Garcetti has added his voice to those pushing for change in the application process.

From LATimes.com (Jul. 01, 16):

Eric Garcetti has recruited 32 other mayors across the country to join him in urging college admissions companies to stop asking applicants about their criminal histories.

(2)   In a letter, the mayors petitioned the Common Application Association and Universal College Application — two companies whose standard applications are used by many private universities — “to remove any box that inquiries into a person’s past criminal history from your admissions applications.”  latimes.com/local/education/la-me-garcetti-criminal-history-applications-20160701-snap-story.html

Changes concerning whether or not to ask applicants for their criminal history records along with if and when to ask for such information has substantially changed in the employment screening and tenant screening arenas.  Now it has found its way to College and University campuses.  These institutes of higher learning are now taking a hard look at their admission application policies and some are trying to enact ban-the-box type of policies.

The verdict is still being discussed as some people think keeping the question of an applicant’s criminal history on student application forms can harm certain potential students while other campus officials think that asking as much as possible on the application form helps them learn as much as they can about an applicant which enables them to take the steps necessary to ensure the safety of everyone on the campus.

Other research such as that conducted by NYU shows that having the criminal history question on student applications doesn’t predict behavior in a significant way and does not make college campuses any safer.  In any case it is a best practice for Colleges and Universities to partner with a professional background screening company to help them remain compliant with current law and if criminal background checks are performed for them to be accurate, current and complete.

To read more regarding what impact ban-the-box type polices may have on Colleges and Universities admission practices and why institutions of higher learning should use professional third-party background screening companies read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2016-8-24-Ban-the-Box-Type-Policies-May-Impact-Public-and-Private-Institutions-of-Higher-Learning-Admission-Policies.html

 

Filed Under: criminal background check

Self-Storage Unit Rentals and Background Screening

August 9, 2016 By

Tenant screening and employment screening are obvious areas where background checks are essential, however self-storage unit rentals is another area yet mostly overlooked.  There are certainly other areas where background screening can prove very useful.  It is important to note that regardless of who or why background checks are utilized they need to be performed in compliance with local, State and Federal Laws most particularly the Fair Credit Reporting Act (FCRA).  A professional third-party background screening or tenant screening company would be a best practice for self-storage facilities.

One area where background screening may not seem readily present is with the rental of self-storage units.

From insideselfstorage.com:

In fact, the easiest way to get around your security is to become a tenant. This may be shocking, but if you think about it, it’s quite brilliant. A thief who’s a tenant has easy access to units and can literally walk right past you without causing a doubt in your mind. You might have a break-in every month, increase security accordingly, and never know the burglar was right under your nose the whole time.

What’s even worse is these crimes won’t just cost you time and money; they’ll cost you customers and your company’s reputation as well.  (insideselfstorage.com/articles/2016/06/screening-your-selfstorage-tenants-preventing-internal-threats-to-your-business.aspx)

Reports used in tenant screening that could be applied to self-storage rentals are credit reports, eviction record checks, criminal background checks and personal and professional reference checks.  Criminal history records has come into question in recent history and highlights the need for self-storage landlords to work with a professional background screening company to help them create an effective and compliant background screening policy.  The company can also provide all the necessary tenant background checks to help make it easy for the landlord to make intelligent, well informed decisions thus decreasing their level of risk.

From insideselfstorage.com:

The best thing you can do is initiate strict tenant-screening practices that include background, credit and rental-history checks.  (insideselfstorage.com/articles/2016/06/screening-your-selfstorage-tenants-preventing-internal-threats-to-your-business.aspx)

Ultimately background checks used for employment or tenant screening or related service like self-storage rentals is about mitigating risk.  Critical background check tools utilized in background screening can be customized for specific industries or areas including self-storage rentals.  Professional tenant screening companies can help property managers in charge of rental units small and large and can also help self-storage landlords protect themselves, their other customers and ultimately the community.

To learn more about how implementing a thorough background screening policy as well as working with a professional tenant screening company can help thwart dangers presented by self-storage renters read recent TenantScreeningUSA.com press release:  http://tenantscreeningusa.com/tenant-screening-news/recent-thefts-at-self-storage-units-highlight-need-to-think-outside-the-box-with-background-screening/

 

Filed Under: Tenant Screening

Background Screening Should be Mandatory for Coaches

July 27, 2016 By

Before being entrusted with the responsibility of working with children coaches, teachers, caregivers and other volunteers need to go through a rigorous background screening to sift out malfeasant and dangerous job applicants from getting hired in a position with exclusive access to minors.  Throughout the year tens of thousands of kids participate in after school sports and parents entrust their children under the care of a coach or coaching staff.  However, recent news headlines show an urgent need for schools and other organizations to either create or update their current background screening policies.  Such a policy should include all available employment background checks.

In Maryland a soccer organization changed their employment screening policies after a coach was arrested for illicit behavior with a minor.

From NBCWashington.com (Jun. 30, 16):

The prior background system appeared to have failed last year, according to an April report by the I-Team. The report found … a man arrested in Fairfax County for trying to sexually exploit a young boy was able to continue coaching youth soccer for the Soccer Association of Montgomery after his arrest.

Changes have since been made to a year-round vetting process as opposed to a single annual check.

In Grand Rapids, Michigan a rowing coach was arrested for illegally recording female students changing from street clothes to athletic clothes.  He was subsequently fired.

From AOL.com (Jul. 11, 16):

Police say the Rockford men’s rowing head coach… was responsible for taking the videos by hiding the camera in the changing area. He was arrested and the Kent County Prosecutor’s Office has charged him with child sexually abusive activity, using a computer to commit a crime and child sexually abusive material.

In Florida a Titusville High School coach was arrested on a drug related offense forcing a greater scrutiny on background screening policies and procedures.

From a recent posting from WFTV.com (Jul. 07, 16):

9 Investigates discovered the Brevard County school district said it’s working to make sure people with a criminal past don’t slip through the cracks again and get hired to work with children.

This comes after an assistant coach failed to disclose his criminal history years ago on his employment application, and was recently accused of running a multistate drug ring.

It is imperative in the United States that persons working with or have supervision over children must be fully vetted as a first line of defense in protecting at-risk populations such as children.  The ever so common news of coaches or coaching staff being caught committing crimes as a coach or having demonstrated previous malfeasant behavior should never get the chance to work with or oversee children in any capacity.  Nefarious actions between coaches and children are being reported every month and now is the time for schools and organizations to either implement or update their background screening polices to further protect children.

A best practice to deter malfeasant individuals from being employed as a coach, athletic trainer or assistant coach either paid or volunteer having access to at-risk populations is to create a strong background screening policy.  A rigorous and thorough screening policy that is implemented correctly and is effectively publicized creates a strong barrier deterring potential nefarious individuals from applying for a coaching position as they would know their background history would be discovered.  Individuals seeking to harm or exploit children or young adults as a coach or related position would find it tremendously more difficult to get a job at a school or other organization that has a strong background screening policy.

To develop a strong and effective background screening policy it helps to employ a professional background screening company to assist with creating the policy as well as delivering the necessary background reports to ensure all critical data is used in determining who to hire for a coaching position.  Reports include criminal background checks, social security number trace, federal courts search, driving records check, employment verification, education verification and reference checks.

Recent headlines show a kind of epidemic across the country regarding coaches with criminal pasts or committing criminal acts as a coach or staff member.  Hiring coaches with a history of harming or exploiting children and young adults should no longer be acceptable.  Now is the time to make professional background screening for coaches and related staff mandatory in the USA.

To read more regarding why mandatory background screening of coaches is necessary in the USA and how schools and organizations can protect at-risk populations like children by creating a vetting process that is thorough and effective read recent CriminalBackgroundRecords.com press release: Background Screening Paid and Volunteer Coaches Should Be Mandatory, CriminalBackgroundRecords.com

Filed Under: background checks

Critical Employment Screening Reports Beyond Criminal Checks

June 29, 2016 By

Today’s modern workplace is changing and the employment background checks being utilized now by human resource professionals and other hiring managers is evolving.  In recent history there has been many new laws and guidance to adhere to in the employment screening process.  The use of criminal background checks as part of the pre-employment hiring process has significantly changed especially as to when in the hiring process a criminal records check can be performed.  Actions by the Equal Employment Opportunity Commission (EEOC) and the Department of Housing and Urban Development (HUD) has further highlighted the need for employers and landlords to use their guidance on the proper use of criminal background checks in the evaluation process of new applicants.  However, as important as criminal history is to a company looking for the best job applicants there are other background reports as well that should be utilized in addition to a criminal records check.

Current day savvy HR professionals know that there are other background reports available out there to help them properly vet new employment candidates.  These reports are in addition to criminal record reports and provide deeper information that an interview may not uncover.  There are three background reports that employers in the USA are currently using or should be using.  These include driving record checks, social security number validation with address history trace and professional verifications.  Depending on the job the most important verifications are education verification, license/credentials verification and previous employment verification.  HR staff and hiring managers should look beyond the criminal background check and take stock in the whole picture that can be revealed by utilizing additional background checks as listed above.

In light of the growing epidemic of job applicants lying on their resumes, the time is now to start performing education verifications and/or license or credentials checks.  An education verification will confirm whether or not a job applicant graduated from the educational institution they put on their resume.  It will also determine if in fact the applicant has the necessary credentials or license required for the job position.  An education verification and employment verification (new college grads may not have this), will serve as a great starting point on evaluating the worthiness of a new job applicant. If the resume does not accurately reflect the information derived from professional verification checks then the applicant may not be the best candidate for the job and that means time to look at other applications.

Driving history checks are an important piece to the vetting process even if the job position does not require operating a motor vehicle.  For risk mitigation purposes this is still a worthwhile background check as a negative driving history could be a red flag and could pose a liability concern.  Any incident related to driving during work hours could prove costly to the company.  Even if negative driving records are not found through a motor vehicle records check it also serves as a means to identify whether or not the job applicant has a valid driver’s license.  A single incident involving a company employee utilizing a company vehicle could create a significant liability.  It is always best to avoid the opportunity of exposure rather than invite risk.

To read more regarding additional critical reports for pre-employment background screening beyond criminal background checks and how the modern workplace’s background screening process and background reports utilized are changing read recent CriminalBackgroundRecords.com press release: http://www.criminalbackgroundrecords.com/news/2016-06-15-Critical-Reports-for-Pre-Employment-Background-Screening-Beyond-Criminal-History.html

Filed Under: employment screening

Hot Vacation Rental Market and Tenant Screening

June 22, 2016 By

With a hot short term rental market instead of selling a home to purchase a new home people are now considering converting their first home into a rental property.  The increase of short term rentals ranging from a one week rental to a month long rental makes it very appealing for new multi-home owners to enter the rental marketplace.  Additionally landlords and property managers who have been in the long term rental market for a long time are now changing to accommodate the growing short term vacation rental market.  The reason is clear, revenues per week are much higher for short term rentals compared to long term rentals.  Concentrating on short term rentals in a hot market is a smart idea but only if short term renters go through the same tenant screening process as long term renters.

From the Wall Street Journal (wsj.com; Mar. 17, 16):

The robust monthly market has encouraged landlords who used to rent long term to concentrate on short-term rentals.  wsj.com/articles/malibus-summer-rental-market-booms-1458223281

Even if the location of the rental property isn’t in the most ideal rental market, it only takes a surplus of potential renters combined with a shortage of rental units to create a viable rental market.  However, renting out a property for short term rental should not be taken blindly or lightly.  Many times new landlords or property managers without much experience with short term rentals have the tendency to skip the tenant screening process simply because it is a short term rental.  This is a big mistake and an oversight that could be a financial disaster or create a situation where a property is destroyed rendering it unrentable until a full renovation is made.  It may seem like easy money on the surface but short term renters pose just as great of a risk as long term renters, perhaps even larger.

Enter risk mitigation the key to successful rental relationships either short term or long term.  The best method of mitigating risk is to perform thorough tenant background checks on all potential renters.  Understanding the past behavior of a rental applicant is critical in determining viability as a good tenant.

From realestate.usnews.com (Feb. 24, 16)

It’s important to screen tenants, collect a damage deposit and have a strong rental agreement in place, as well as the proper insurance, to protect your home from damage.  realestate.usnews.com/real-estate/articles/what-to-know-before-renting-out-your-vacation-home/

The most important background reports to obtain during the tenant evaluation process is credit report, eviction records report, criminal background checks and reference checks.  A credit report will reveal the financial ability of a prospective tenant to pay the rent while an eviction search will discover if the applicant has ever been evicted from a previous property (this report alone can single handedly disqualify a rental applicant).  A criminal background check will search court records and show any felony convictions, sex offender records and sometimes misdemeanors and traffic infractions.  The use of criminal history information for tenant screening purposes has been changing but legally at some point in the tenant screening process it is allowed usually going back around 7 years.  Finally conducting personal and professional reference checks on a potential tenant will reveal personality, trust worthiness and professional relationships.

To learn more about how the hot vacation rental market is prompting new home owners to rent out their old homes for short periods of time and why previous long term rental properties are being converted to short term rentals along with why thorough tenant background checks should still be performed on short term potential renters read recent TenantScreeningUSA.com press release:  {Insert June TSUSA Press Release Link}

Filed Under: Tenant Screening

Guidance from HUD – What about Sex Offender Registry Checks?

June 3, 2016 By

The Department of Housing and Urban Development (HUD) just last month released their new guidance governing the use of criminal history reports as part of a tenant background check.  They are trying to drastically limit the use of criminal background checks in the tenant screening process due to the potential of discrimination against certain protected classes.

From WestfairOnline.com (Apr. 14, 16):

The HUD Office of General Counsel (OGC) finds that because African-Americans are arrested and convicted in higher numbers compared to the general population, they suffer a disparate impact when landlords disqualify tenants solely on the basis of arrests or felony convictions.

In some cases, primarily in the public housing area, exceptions remain regarding the use of criminal history records.

From Lexology.com (Apr. 29, 16):

HUD’s regulations require a criminal background check of applicants for federally-assisted public housing and reject those having a household member who is currently using illegal drugs, has been previously evicted from federally-assisted public housing for drug-related criminal activity in the past three years, or is a registered sex offender. State and federal regulations also list other prior criminal activity that may, but is not required to, be disqualifying.

Pulling records from the sex offender registry for purposes of tenant screening in the private sector is not well defined, at least in regards to the new guidance. Sex offender records are very important and are approved for public housing tenant screening purposes.  However the potential for the lawful use of sex offender reports appears high for private sector tenant background checks.

The question of whether or not it is okay to utilize sex offender registry records in the tenant screening process is not very clear.  Plainly speaking a sex offender registry record is basically a criminal record report, which is prohibited by the new HUD guidance.  However, without specific inclusion it may be presumed lawful.  The vagueness of this detail highlights the need for a professional tenant screening company to conduct tenant background checks on behalf of landlords and property managers.

Professional tenant screening companies make it their priority to remain current in all laws governing the use of public records including criminal background records as part of a complete tenant check, including sex offender registry records.

From Washington Multi-Family Housing Association (www.wmfha.org; Apr. 14, 16):

Unfortunately, the HUD Guidance does not mention sex offenders or persons with convictions for terrorism.  We can only assume that this was an oversight and that landlords can still reject persons with sex offenses who are required to register as sex offenders under state law.

The span and scope of the new HUD guidance has not gone without criticism, especially in regards to clarity over the lawful use of sex offender registry records.

From an Op-Ed on GrantCountyBeat.com (Apr. 15, 16):

There is only one specific exception to the rule; those convicted of manufacturing or distributing illegal drugs. Why not sex offenders too? So if I decide that someone with a history of burglary or assault, maybe 2 or 3 convictions, is not eligible, because I want to protect my property and/or the neighbors, I now have to consider whether or not I’ll be accused of unfair discrimination and could potentially lose my property because I don’t have the cash to pay the fine.

Just how much of an impact the new HUD Guidance is going to have in the private housing market remains unknown.  At this point it appears that criminal background checks including sex offender registry checks will remain an option in the tenant screening process for the private sector.  However history has shown that rules, laws and governance enacted in the public sector tend to migrate over to the private sector.  The potential for the lawful use of sex offender reports appears high for private sector tenant background checks.  In the end the HUD Guidance is trying to move the housing industry away from blanket disqualifiers and instead recommends evaluating one tenant at a time and giving them a fair chance at renting.

To learn more about the new HUD Guidance and questions it raises such as the proper use of sex offender records in the tenant screening process read recent TenantScreeningUSA.com press release: http://tenantscreeningusa.com/tenant-screening-news/in-light-of-recent-guidance-from-hud-sex-offender-registry-checks-presumed-to-remain-lawful/

Filed Under: Tenant Screening

Lying on a Resume – Not a Good Idea

May 25, 2016 By

High school and College graduations start this month and that means thousands upon thousands of new job candidates looking for employment.  With a lackluster economy and increased competition the temptation to lie on a resume is very palpable.  This means individuals willing to stretch the truth, embellish previous achievements or flat out put false information on their resumes are out there.

Almost everything on a resume can be verified through a professional background screening company offering in-depth employment background checks.  Pre-employment background screening for new hires typically include a criminal history check, license or education verification, employment verification, personal and professional reference checks and a social security number with address history trace.

A common embellishment on resumes is typically educational background.  Whether it be regarding a certain degree earned, group associations or awards received the lies go on.

From BusinessNewsWeekly.com (Apr. 21, 16) commenting on a recent Hloom.com survey of hiring managers:

The survey respondents said that lying about which college you attended is the most serious lie that job seekers can make on their résumés. Fibbing about an academic degree, foreign language fluency, college major and grade point average were also ranked among the six most serious résumé lies.

Other fabrications on a resume also include employment or work history, projects or portfolio, awards or accomplishments, promotions and College minor.

Further research also shows distinctions between “real lies” or significant lies and “white lies,” embellishments that are considered less offensive or less likely to cause considerable concern with a hiring manager.

From CheatSheet.com (Apr. 25, 16):

…the top “real” lies are mostly centered around education, work history, and accomplishments. The “white” lies, on the other hand, are harder to quantify or verify; it’s hard to make a call, or check out the paper work regarding someone’s “presentation skills,” after all.

A professional third-party background screening company has the ability to verify most items on a resume through the use of public records, phone verification, credential checks and identity verification techniques.

The temptation to lie or fabricate the truth can be very real for job candidates trying to get their dream job or the perfect job to kick start their careers.  However, being dishonest on a resume whether it be an outright lie or a stretch of the truth is not a good idea.  With modern background retrieval companies being utilized by most employers it is very difficult to get away with lies on a resume.  Not only could someone lose a great job opportunity, but they could also get branded as a dishonest person and that could hurt even more on their next attempt at gainful employment.

Many job candidates that believe telling lies on a resume won’t negatively affect them really think that their fabrications won’t ever be discovered.  These people certainly do not understand or are knowledgeable about how the employment screening industry works.  The truth is most employers utilize background screening agencies to complete background checks on new job applicants before hiring them.  These employment background checks typically include criminal background checks, education verification, previous employment verification (if applicable), personal and professional references and a social security number search with address history trace.  A combination of these types of background checks would discover the truth and almost any lie on a resume would be revealed.

Even if a job applicant does get hired because of the lies told on their resume, chances are at some point in the future the employer will find out the truth and that means immediate termination.  Then on the next job interview that individual would have to explain why they got fired from their job.  An explanation that will make it much more difficult to find another job.

No matter how you look at it being honest on a resume is a best practice.  Especially knowing that most employers utilize professional background screening companies that perform in-depth background checks using the most modern forms of record retrieval technology and verification techniques. In this day and age it is much easier to efficiently validate any job candidate’s history.  With the tools required to find the truth on nearly every aspect of a resume it is better to be safe and honest than sorry and unemployed.  Getting rejected for a job because of falsifying a resume will make it that much more difficult to find another job, as no company or organization wants to hire dishonest people.

To read more regarding why lying on a resume is a bad idea and how a thorough background check can verify the accuracy of the information put on a resume read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2016-05-18-Lying-on-Resumes.html

Filed Under: background screening

New HUD Guidance to Affect Housing Market and Minority Communities

May 3, 2016 By

The new guidance recently released by the Department of Housing and Urban Development (HUD) addresses the fair and lawful use of criminal background records as part of the tenant screening process.  Landlords and property managers need to take a close look at this and compare it with their current tenant screening policies.  They need to be sure they don’t illegally preclude housing to individuals of a protected class.  Even if the tenant application process appears to be none discriminatory on a larger scope could become a disparate impact.  This is where background screening and the application process on the surface looks non-discriminatory but overall could be negatively effecting a minority.

HUD is taking this a step further and is essentially saying that housing cannot be denied to individuals with a criminal history record.

From DallasVoice.com (Apr. 04, 16):

The Department of Housing and Urban Development today (Monday, April 4) released a new policy that would eliminate housing discrimination against people with a criminal history.

(1)               The new policy clarifies that using criminal history to justify a negative housing decision, such as the refusal to rent to or renew a lease for someone, or the refusal to sell to or to give someone a mortgage on a new home, may violate the Fair Housing Act.  dallasvoice.com/national-lgbtq-task-force-praises-hud-guidance-targeting-discrimination-based-criminal-history-10217163.html

 

The availability of affordable housing is certainly a critical issue affecting many metropolis’s, cities and highly populated geographic areas within the USA.  These apartments are in high demand for minorities and low income families and HUD is trying to make it easier for these people to get accepted into such an apartment.  This is why HUD is trying to remove the criminal background check portion of the tenant screening process in order to give people with a criminal past a second chance.  It has been shown that many individuals with a criminal history find it very difficult to reintegrate into society and are left with few options once released.  It is also clear that if these ex-offenders cannot find reasonable housing the chances of recidivism increases.

The new changes by HUD will have a broad impact on the housing market and will force landlords and property managers to update their tenant screening policies to reflect the new guidance.  They will have to become compliant with these new requirements and will have to bypass the criminal history screening portion of their application process.  This is why it is a good idea for landlords and property managers to utilize a professional third party tenant screening company to help them remain compliant with all rules and regulations regarding the tenant screening process within the apartment rental and multi-family industry.

To learn more about the new HUD Guidance and how finding decent housing for minorities and previous criminal offenders is a big challenge in the USA and why removing the criminal background check portion of the tenant screening process can affect these individuals read recent TenantScreeningUSA.com press release.

Filed Under: Tenant Screening

Summer Youth Programs and Volunteer Background Checks

April 26, 2016 By

Summer is coming and that means children around the country will be going to camp or other youth programs.  This means that children an at-risk populace of the USA will be spending in some cases unsupervised time with coaches, counselors and other volunteer personnel.  As recent news has highlighted it can be disastrous for children to be in this kind of environment with a sexual predator or other kind of criminal that puts the safety of a child at risk.

Laws are changing in regards to criminal background checks on employees and volunteers for youth programs like summer camp.  In Delaware a new law went into effect on April 7th 2016 “mandating background checks for all … summer camp employees.”  This new law originates due to a task force discovering a significant inconsistency in volunteer background screening.  http://delawarepublic.org/post/background-checks-required-summer-camp-workers-starting-april#stream/0

In New Orleans the recent arrest of a volunteer baseball coach highlights a clear need for volunteer background screening.

From NOLA.com (Mar. 10, 16):

(1)               …questions about the screening process arose after… a former football, baseball and basketball coach who had volunteered for decades, was arrested in October. In February, a grand jury charged him with aggravated rape of a child younger than 13, four counts of sexual battery, four counts of indecent behavior with a juvenile and nine counts of production of pornography involving juveniles.  nola.com/politics/index.ssf/2016/03/jefferson_parish_background_ch.html

The incident above clearly identifies the importance of vetting volunteers especially those with access to children.  Adults including counselors, coaches and volunteers whose positions give them unsupervised time with children must be properly vetted to both avoid harm to the children and to deter potential past offenders from applying for such a position .  It is a powerful preventative measure for past offenders to apply for such a position if they are aware that they will be professionally screened before being hired as they know their criminal history will be discovered.

Using public records like court records in addition to conducting an in-depth interview and a credentials check will act as a deterrent against potential predators along with weeding out individuals with a criminal past. Not doing this may prove catastrophic to at-risk populations like children.  For this reason and others it is incumbent for companies, organizations and youth programs to fully screen all their employees and volunteers through a professional background screening company.  It is also a good time to develop a clear and legal employment screening policy for full time employees, part time employees and volunteers.

The new Delaware law and recent cases of malfeasance conducted by volunteers has highlighted the need to work with professional third party background screening companies to help properly vet any employee or volunteer position that has unsupervised time with children.

Since children fall into the at-risk population it is imperative that all those spending time with children undergo a thorough background screening including a comprehensive national criminal background check and national sex offender registry search.  It also makes since to perform a social security number (SSN) validation with address history trace as this will discover if their SSN is valid along with revealing current and past addresses associated with the SSN.  The volunteer background screening should also include a rigorous face to face interview and reference checks both personal and professional.  Additionally those positions requiring certain degrees, certificates or licenses should also undergo a professional license verification.

To read more regarding volunteer background checks and how to help prevent at-risk populations like children from being harmed from previous offenders and predators read recent CriminalBackgroundRecords.com press release:  http://www.criminalbackgroundrecords.com/news/2016-04-20-Summers-Coming-and-Its-Time-For-Camp.html

Filed Under: background checks
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