Klasey Wojcik
kwojcik@srascreening.com
Direct: (754) 201-2693
Zulay Moreno
zmoreno@srascreening.com
Direct: (561) 569-8027
SRA Screening offers an electronic application solution through our QuickApp built for high-volume hiring. Instead of entering applicants one by one, you can launch background checks for an entire group simultaneously — saving valuable time, reducing manual effort, and streamlining your hiring process.
Minnesota and Iowa have both rolled out major changes to their employer drug-testing laws, with significant implications for workplace policies. Minnesota strengthened protections for medical cannabis patients—introducing a 14-day advance notice requirement for adverse actions, prohibiting retaliation, and increasing penalties for violations. At the same time, Iowa has streamlined how drug-testing notices can be delivered, clarified the definition of “safety-sensitive” roles, and shifted the legal burden in related disputes. Employers in both states should act quickly to review and update their policies to ensure full compliance.
To stay ahead of evolving workplace risks, employers are increasingly adopting social media rescreening as a proactive and ongoing safeguard. Employee behavior can shift over time, and without continued visibility, companies risk missing red flags—such as hate speech, threats, harassment, or illegal activity—that may arise after the initial hire. By regularly reviewing job-relevant, publicly available content like posts, comments, and videos, organizations can protect workplace safety, uphold values, and mitigate reputational or legal exposure. When conducted ethically—with consent, context-aware tools, and full legal compliance—rescreening promotes fairness, transparency, and a more accountable, respectful work environment.
A 29-year-old Florida woman, was arrested after allegedly posing as a registered nurse and treating more than 4,400 patients over nearly two years at AdventHealth Palm Coast Parkway. She reportedly used falsified documents and someone else’s license number to secure employment and even a promotion, all while never being licensed to practice. Cases like this are becoming increasingly common, as individuals use sophisticated fake credentials to bypass hiring safeguards. This underscores the critical importance of strictly following company verification protocols and thoroughly reviewing all required documentation before bringing any candidate onboard—especially in high-risk roles.
The Philadelphia City Council unanimously approved amendments to the city’s Fair Chance Hiring law, strengthening protections for job seekers with criminal records. Under the revised rules, employers may only disqualify an applicant if the nature of their conviction poses a direct risk to the specific job for which they are applying. In such cases, employers must provide a written explanation and give candidates the opportunity to present additional information for consideration. The amendments also shorten the look-back period for misdemeanor convictions from seven years to four, while felony convictions remain subject to a seven-year review.
Stay informed, stay compliant, and streamline your hiring process with SRA Screening.
