Anaheim Hills CA (PRWEB) February 20, 2013
PeopleG2, a leader in the background check industry, is pleased to announce that they are fully compliant with Directive 306. This directive, handed down by The Office of Federal Contract Compliance Programs, is essentially an adoption of the EEOC Guidance which was ruled on in 2012. In 2012, PeopleG2 provided online seminars for all of its clients and interested parties, ensuring that everyone understood the EEOC ruling on Arrest and Conviction Records used as a part of the hiring process. The background checks provided by PeopleG2 are compliant with the FCRA and meet the requirements of the EEOC, and now are compliant with the OFCCP.
The Office of Federal Contract Compliance Programs has recently taken steps to ensure fair hiring practices. Under Directive 306, the OFCCP mandates that contractors who do business with the Federal government fulfill two goals: they not discriminate against job applicants or their employees, and that they treat both employees and applicants fairly with regard to race, color, religion, sex or national origin. This directive is very similar to the EEOC Guidance, and in essence the OFCCP is adopting this guidance into Federal Contract Compliance. This ensures that those companies awarded Federal Contracts are not using discriminatory hiring practices.
PeopleG2 is a 10+ year old Human Capital Risk Management firm founded on the core belief that all suppliers of services should “truly make a difference” – even if they’re operating in an industry that most people view as highly commoditized.
Their value-add approach to standard and custom pre-employment screening programs is based on keeping the element of "personal staff attention and critical thinking" noticeably in the mix when servicing all customer organizations.
Given recent multi-million dollar FTC fines against some of their competitors for ... "not using reasonable procedures to ensure the accuracy of information sold to customers" ... their adherence to a delivery model involving personal staff attention and critical thinking is how they make a difference as a supplier of HR-related decision-support services.
The accuracy and completeness of an individual's information contained on commercial and public/government agency databases should never be taken for granted, and employers making hiring or promotion decisions should feel assured that these decisions are not unduly omitting -- or erroneously considering -- key information. PeopleG2 is recognized industry wide as delivering the highest quality Human Capital Due Diligence services to support the highest quality employment and workforce decisions.
The recent attention PeopleG2 has received in some higher end publications highlights that they not only approaching this market differently, but also deliver higher-end, more strategic services that no other industry provider offers.