We'll keep you updated on the progress of the launch in the weeks ahead.

We strive to be a leader in our field and to ensure that you have the highest quality services to make your job easier and more productive. We appreciate your business and look forward to our continued partnership in the months and years ahead.

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Under the new regulations, employers would have a specified amount of time to clear up discrepancies. If they can't resolve them, the employers would have to fire workers whose numbers and names don't match the federal database. Employers who fail to comply with the new rules would be subject to stiff fines of up to $10,000, for knowingly employing an illegal immigrant.

Are you confident that your identity verification policies meet these new criteria? OPENonline can help - with our SSN Verification and ID Verification services.

Our SSN Verification service is an excellent first step in any employment screening program. This report contains when and where an SSN was issued, the name of the individual using the SSN, and current and previous address information. This type of search result will help to assure that the applicant or subject is presenting their true identity.

A more comprehensive report is obtained by using our ID Verification service. Using not only information from the Social Security Administration but also credit bureau information, this report includes SSN validation from the Social Security Administration, with the state issued and date range of issuance. It also includes the name(s) and address history associated with the SSN and also verifies if a death benefit has been paid on the SSN.

Both of these easy-to-read reports are obtained online instantly. With the low cost of these services, OPENonline can assist you to prevent major problems and expenses in the future.

If you have any questions on this or any of our services, contact Customer Support at 800-366-0106 or by email at customersupport@openonline.com.

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The Equal Employment Opportunity Commission (EEOC) is concerned that too often credit checks are used when they aren't really needed and that these credit checks unlawfully screen out a disproportionate number of minority applicants.

The EEOC is paying particular attention to cases where selection decisions are made based on names, arrest and conviction record, employment and personality tests and credit scores all of which may disparately impact people of color.

How does Title VII factor in? Suppose an employer is looking for a clerical employee who has no financial responsibilities. A credit check for this position would not be permitted by Title VII if it had a disproportionate impact on minority applicants.

Although Title VII challenges of credit checks are not new, there is an effort to put this on the EEOC's "hot button" list. OPENonline suggests that you make sure that your current screening policy is in line with the Title VII rules.

If you have any questions on this or any of our services, contact Customer Support at 800-366-0106 or by email at customersupport@openonline.com.

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One reason to conduct online research on a candidate is to make sure you have accurate information. Given recent scandals involving prominent executives who falsified their credentials and a heightened emphasis on workplace security in general, HR departments are more diligent in performing complete background checks.

There's no doubt that online research can help to uncover information about candidates. However, it is important to consider the relevance and credibility of the information obtained as it relates to the position for which the candidate is being considered.

It is important to keep in mind that discrimination laws remain the same no matter how the information is obtained.

Besides the potential legal issues, there is also a debate over whether searching an applicant's name on the Internet is ethical, because the search results might not be reliable or worthwhile.

Keep the following in mind the next time you "Google" an applicant's name:

• There could be others with the same name, making it difficult to determine which information applies to your applicant.
• The person's name could also be a verb (or noun, adjective, etc.) which will yield too many results to weed through. Examples: Stone, Cook, Gray.
• Anyone can post to a website using someone else's name. A person who wants to post anonymously might make up a name that is the same as your applicant's, whether intentionally done or not.
• The information is trivial, has no bearing on the individual as an employee, or is outdated. You may get a lot of hits that have nothing to do with the individual's qualifications.
• In applicant searches, wandering the web can be a big time-waster a nd often yields nothing.

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