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Congresswoman Kat Cammack is pushing for stronger integrity and accountability on Capitol Hill with a new resolution that would require all U.S. House employees to undergo criminal background checks and disclose any foreign ties. The proposal aims to close critical security gaps, strengthen trust in congressional staff, and bring greater transparency to government operations. With this move, Cammack emphasizes that protecting the institution starts with ensuring those who serve are held to the highest standards of trust and transparency.
Arkansas Congressman Rick Crawford has introduced H.R. 4320, legislation that would require the FMCSA to include hair drug test results in its Drug & Alcohol Clearinghouse. Supporters, including major trucking groups, say hair testing offers a longer detection window than urine tests and would help keep impaired drivers off the road. But the bill also raises concerns about fairness and accuracy, with some operators warning that hair tests can produce false positives and may unfairly impact drivers’ livelihoods.
A 57-year-old teacher from Massachusetts, is facing serious legal trouble after being indicted on 21 counts tied to an alleged pattern of deception. Prosecutors say she forged degrees from multiple universities, fabricated professional credentials, and falsely claimed to have served in the military with honors such as a Purple Heart. These false claims reportedly helped her secure teaching positions she was not qualified for, raising concerns about how the deception went undetected for so long. While she initially passed standard reference checks and held a valid teaching license, the district moved quickly once discrepancies surfaced—placing her on leave, launching an investigation, and prioritizing student safety.
Employers enrolled in E-Verify must now regularly generate the new Status Change Report (launched June 20, 2025) to identify employees whose Employment Authorization Documents (EADs) have been revoked by DHS, even if the cards appear valid. The report, found under the Reports tab, provides case details and revoked document numbers to guide reverification. Employers must filter out inactive employees and reverify affected staff using Form I-9, Supplement B, without creating new E-Verify cases. Revoked EADs cannot be accepted, and employees must be allowed to present any valid List A or C document. While DHS has not set an exact deadline, reverification should occur promptly—generally within about 10 federal working days. This shift increases compliance responsibilities, making regular monitoring, documentation, and HR training essential.
The Park District’s internal review confirmed that the lifeguard involved had passed all background checks, highlighting critical gaps in oversight and documentation. In response, the District is implementing several reforms, including the stationing of a permanent security officer at Douglass Park, a reassessment of the park’s surveillance systems, enhanced staff training in de-escalation, mental health response, trauma-informed care, and active threat scenarios, plus the rollout of a centralized tracking system for verbal warnings and patron complaints. Additionally, the District is launching localized safety planning with community partners, bolstering cultural competency and staff support, and expanding its Lifeguard Explorers Program to recruit and train a more diverse aquatics workforce. This incident underscores the importance of proactive safeguards, bringing to light the measures all organizations should prioritize to ensure accountability, safety, and true risk prevention.
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