OHS Updates

 

 

Collection Site Changes

Please take note of the following Collection Site changes:

Concentra Medical Center
14747 N Northsight Blvd. Suite 101-105
Scottsdale, AZ 85260
Change: Site Closed
Alternate Site:
Concentra Medical Center
12808 N Black Canyon Highway
Phoenix, AZ 85029
Hours: M-F 7am - 7pm

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at   877-424-2457  or clientservices@sterlinginfosystems.com

 

 

LabCorp Patient Collection site changes

Please take note of the following Collection Site changes:

LabCorp PSC
11635 NORTH PARK DR STE 300
Wake Forest, NC 27587
Change: Site Closed
Alternate Site:
LabCorp PSC
3516 BUSH ST
RALEIGH, NC 27609
Hours: M-F 8am - 4:30pm

LabCorp PSC
2280 MCDANIEL STREET
North Las Vegas, NV 89030
Change: Site Closed
Alternate Site:
LabCorp PSC
3440 W CHEYENNE AVE A400
NORTH LAS VEGAS, NV 89032
Hours: M-F 9am - 12pm; 1pm - 3pm

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at  877-424-2457 or clientservices@sterlinginfosystems.com

 

 

Concentra Collection site changes

Please be advised that the following Concentra collection site has been relocated:

Concentra Medical Center
6920 Gatwick Drive
Indianapolis, IN 46241

The new address is:

5940 Decatur Blvd
Indianapolis, IN 46241
This new location will be open 24 hours

Please be advised that the following Concentra collection site has closed:

Concentra Medical Center
10110 Toebben Drive
Independence, KY 41051

The closest alternate Concentra location is located at:

1825 Airport Exchange Blvd, Ste 100
Erlanger, KY 41018

If this alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at  877-424-2457 or clientservices@sterlinginfosystems.com

 

 

Labcorp Patient Site Collection change

Please take note of the following Collection Site changes:

LabCorp PSC
400 30th Street, STE 10
Oakland, CA 94609
Change: No longer providing drug collections
Alternate Site:
LabCorp PSC
490 Post Street, STE 419
San Francisco, CA 94102
M-F: 8am - 12pm; 1:30pm - 4:30pm

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at  877-424-2457 or clientservices@sterlinginfosystems.com

 

 

Labcorp Patient Site Collection changes

Please take note of the following Collection Site changes:

LabCorp PSC
2330 Immokalee Road #3
Naples, FL 34110
Change: Site Closed
Alternate Site:
LABCORP PSC
9400 BONITA BEACH RD STE 202
BONITA SPRINGS, FL 34135
PH: 239-495-2151 
DRUG SCREEN HOURS: 9:00A-3:00P

LabCorp PSC
4425 South Cobb Drive SE STE 350
Smyrna, GA 30080
Change: Site Closed
Alternate Site:
LABCORP PSC
1680 MULKEY RD STE B
AUSTELL, GA 30106
PH: 770-941-4249 
DRUG SCREEN HOURS: M-F 8:00a-5:00p

LabCorp PSC
2825 Burnet Avenue
Cincinnati, OH 45219
Change: Site Closed
Alternate Site:
LABCORP PSC
4767 N BEND RD
CINCINNATI, OH 45211
PH: 513-661-9700 
DRUG SCREEN HOURS: MTWF 7:30AM-5:00PM TH 8:00AM-12NOON

LabCorp PSC
4407 Nelson Road
Lake Charles, LA 70601
Change: Site Closed
Alternate Site:
LABCORP PSC
228 STRICKLAND DR
ORANGE, TX 77630
PH: 409-883-6417 
DRUG SCREEN HOURS: 8A-11P 1P-4P

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at 877-424-2457 or clientservices@sterlinginfosystems.com

 

 

Labcorp Patient Site Collection changes

Please take note of the following Collection Site changes:

LabCorp PSC
4320 Wornall Road STE 324
Kansas City, MO 64111
Change: Site Closed
Alternate Site:
LabCorp PSC
6400 PROSPECT AVE STE 396
KANSAS CITY, MO 64132
M-F: 8am - 4:30pm

LabCorp PSC
6086 West Emerald Street
Boise, ID 83704
Change: Site Closed
Alternate Site:
Wienhoff Drug Testing (Quest Preferred)
5125 N Glenwood Street
Boise, ID 83714
M-F: 8am -5pm

LabCorp PSC
2400 Wayne Memorial Drive STE 195
Goldsboro, NC 27534
Change: Site Closed
Alternate Site:
LabCorp PSC
328 N BRIGHTLEAF BLVD
SMITHFIELD, NC 27577
M-F: 8am - 12pm; 1pm - 4:30pm

LabCorp PSC
10310 West Markham Street STE 195
Little Rock, AR 72205
Change: Site Closed
Alternate Site:
LabCorp PSC
500 S UNIVERSITY AVE STE 704
LITTLE ROCK, AR 72205
M-F: 8am - 5pm

LabCorp PSC
3320 Wake Forest Road
Raleigh, NC 27609
Change: Site Closed
Alternate Site:
LabCorp PSC
3516 BUSH ST
RALEIGH, NC 27609
M-F: 8am - 4:30pm

LabCorp PSC
1201 Piper BLVD Unit 22
Naples, FL 34110
Change: Site Closed
Alternate Site:
LabCorp PSC
2330 IMMOKALEE RD 3
NAPLES, FL 34110
MWF: 9am - 3pm, TTH: 9am - 4:30pm

LabCorp PSC
121 Lincoln Street
Worcester, MA 01605
Change: Site Closed
Alternate Site:
LabCorp PSC
702 ROGERS ST
LOWELL, MA 01852
MTUF: 6:30am - 5pm; W: closed, TH: 6:30am - 6pm

LabCorp PSC
2650 Bahia Vista Street
Sarasota, FL 34239
Change: Site Closed
Alternate Site:
LabCorp PSC
1217 S EAST AVE STE 103
SARASOTA, FL 34239
M-F: 8:30am - 3:30pm

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at 877-424-2457 or clientservices@sterlinginfosystems.com

 

 

New Labcorp Patient Service Center changes

Please take note of the following Collection Site changes:

LabCorp PSC
1150 N 5TH ST STE A
Springfield, IL 62702
Change: Site Closed
Alternate Site:
LabCorp PSC
2905 N main Street STE B
Decatur, IL 62526
M-F: 8am - 12pm; 1pm - 4:30pm

LabCorp PSC
21225 KELLY RD STE 8
Eastpointe, MI 48021
Change: Site Closed
Alternate Site:
LabCorp PSC
2191 S BLVD STE 104
Auburn Hills, MI 48326
M-F: 8am -1pm; 2pm - 4:30pm

LabCorp PSC
2330 IMMOKALEE RD #3
Naples, FL 34110
Change: Site Closed
Alternate Site:
LabCorp PSC
9400 Bonita Beach Road STE 202
Bonita Springs, FL 34135
M-F: 9am - 3pm

LabCorp PSC
2157 PINE RIDGE RD
Naples, FL 34109
Change: Site Closed
Alternate Site:
LabCorp PSC
9400 Bonita Beach Road STE 202
Bonita Springs, FL 34135
M-F: 9am - 3pm

LabCorp PSC
2106 LOOP RD
Winnsboro, LA 71295
Change: No longer performs drug collections
Alternate Site:
LabCorp PSC
109 Circle Drive
West Monroe, LA 71291
M-F: 8am - 4:30pm

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at 877-424-2457 or clientservices@sterlinginfosystems.com

 

 

Labcorp Collection Site changes

Please take note of the following Collection Site changes:

LabCorp PSC
7030 Mexico Road
Saint Peters, MO 63376
Change: No longer performing drug screens Closest Alternate Site:

LabCorp PSC
40 Gailwood Road
Saint Peters, MO 63376
M-F: 7:30am-12:30pm;
1:30pm-4pm; Sat: 8am-12pm

LabCorp PSC
393 Dunlap Street N STE 120
St. Paul, MN 55104
Change: Site closed
Closest Alternate Site:

LabCorp PSC
6545 France Ave S STE 641
Edina, MN 55435
M-F: 8am-5pm

LabCorp PSC
2400 Wayne Memorial Drive STE B
Goldsboro, NC 27534
Change: Site closed
Closest Alternate Site:

LabCorp PSC
2111 North Queen Street
Kinston, NC 28501
M-F: 8am-12pm; 1pm-3:30pm

LabCorp PSC
3200 Eagle Park Drive NE STE 105
Grand Rapids, MI 49525
Change: Site closed
Closest Alternate Site:

LabCorp PSC
12775 Escanaba Drive
Dewitt, MI 48820
M-F: 7:30am-12pm; 1pm-4:30pm

If the alternate site does not meet your drug testing needs, please contact your Account Manager or our Client Services Department at 877-424-2457 or clientservices@sterlinginfosystems.com

Background Checking Updates

 

 

Updates to Section 19 of the Federal Deposit Insurance Act

February 26th, 2013

Section 19 of the Federal Deposit Insurance Act prohibits a person convicted of a criminal offense involving dishonesty, breach of trust, money laundering or has entered into a pretrial diversion program from participating in the affairs of an insured institution without first obtaining a waiver from the Federal Deposit Insurance Corporation.  On December 11, 2012 the FDIC modified the de minimis exceptions regarding the potential fine and the number of days of imprisonment.  Individuals who don’t fit into the exceptions must obtain any waiver from the FDIC.

 

Highlights Include:

 

• The de minimis exceptions under which the FDIC will grant an automatic approval under Section 19 have been modified to reflect the following: "[t]he offense was punishable by imprisonment for a term of one year or less and/or a fine of $2,500 or less, and the individual did not serve more than three (3) days of actual jail time."
  
  
• Industry applications for employment, background check programs, and hiring practices must comply with Section 19. Offenses covered by Section 19 have no statute of limitations. Therefore, institutions must consider a job applicant's entire legal history.
  
  
• In matters related to Section 19, federal law pre-empts applicable state law(s).
  
  
• Individuals with convictions subject to Section 19 may apply to the FDIC for permission to participate in the affairs of an FDIC- insured institution and to the Board of Governors of the Federal Reserve System for permission to participate in the affairs of a bank holding company or a savings and loan holding company.
  
  
• An individual cannot be affiliated with, or employed by, an insured institution while a Section 19 application is pending with the FDIC.

 

 

More information on the change is available here.

 

 

 

 

New Background Check Requirements for Home Health Agencies in Ohio Effective January 1, 2013

Ohio home health agencies are now required to conduct a criminal records check on any applicant for a position providing direct care and on an employee who provides direct care on or after January 1, 2013.

The new rules apply only to applicants to a home health agency for a position providing direct care, and to employees of a home health agency who provide direct care, including:

(1) A person who is paid directly by the home health agency;

(2) A person who contracts as an independent contractor to provide direct care on behalf of the home health agency;

(3) A person who provides direct care on behalf of a home health agency pursuant to a contract between the home health agency and another business entity; and

(4) A person referred to the home health agency by an employment service or staffing pool.

A Home health agency is defined as a person or government entity, other than a nursing home, residential care facility, or hospice care program that has the primary function of providing any of the following services to a patient at a place of residence used as the patient's home:

(1) Skilled nursing care;
(2) Physical therapy;
(3) Speech-language pathology;
(4) Occupational therapy;
(5) Medical social services; or
(6) Home health aide services.

Prior to conducting a criminal record check, the chief administrator or his designee of a home health agency shall conduct for each applicant for a position involving the direct care and each employee who provides direct care, a check of the following databases:

(1) The "System for Award Management" maintained by the United States general services administration, available at http://www.sam.gov/;

 (2) The list of excluded individuals and entities maintained by the office of inspector general in the United States department of health and human services, available at http://exclusions.oig.hhs.gov/;

(3) The registry of employees guilty of abuse, neglect, or misappropriation maintained by the Ohio department of developmental disabilities, available at
https://its.prodapps.dodd.ohio.gov/ABR_Default.aspx;

(4) The sex offender and child-victim database maintained by the Ohio attorney general, available at
http://www.icrimewatch.net/index.php?AgencyID=55149;

(5) The database of inmates maintained by the Ohio department of Rehabilitation and Correction, available at http://www.icrimewatch.net/index.php?AgencyID=55149&disc=;

 (6) The Ohio nurse aide registry, maintained by the Ohio department of health, available at https://odhgateway.odh.ohio.gov/nar/nar_registry_search.aspx.

 If an applicant does not present proof of having been a resident of this state for the five year period immediately prior to the date of the database review, the chief administrator of a home health agency or his designee shall conduct a database review of the nurse aide registry in the state or states in which the applicant has lived.

The chief administrator of a home health agency or his designee shall conduct a criminal background check on employees who provide direct care as follows:
For employees hired prior to January 1, 2008, no later than thirty days after the anniversary of the employee's date of hire and at least every five years thereafter; or for employees hired on or after January 1, 2008, no later than thirty days after the fifth anniversary of the employee's date of hire and at least every five years thereafter.

If the applicant does not present proof of having been a resident of this state for the five year period immediately prior to the date the criminal records check is requested or provide evidence that within that five year period the superintendent has requested information about the applicant from the United States Federal Bureau of Investigation in a criminal records check, the chief administrator of the home health agency shall request that the superintendent obtain information from the United States federal bureau of investigation as part of the criminal records check of the applicant.

Except as provided in rule 3701-60-07 of the Administrative Code, which provides exclusionary periods for disqualifying offenses no employer shall employ or continue to employ a person in a position that involves providing direct care to an individual if the person has been convicted of any disqualifying offense which is listed in 3701-60-06.

Even if the applicant presents proof of having been a resident of this state for the five year period or proof of an United States FBI criminal records check as specified in paragraph (C)(1) of this rule, the home health agency may request that the superintendent include information from the United States federal bureau of investigation in the criminal records check.

Also, if the home health agency employed the applicant or employee in good faith and reasonable reliance on the report of a criminal records check requested under this under this rule, the home health agency shall not be found negligent solely because of its reliance on the report, even if the information in the report is determined later to have been incomplete or inaccurate.

The full listing of rules can be found here:
http://www.odh.ohio.gov/rules/recentfinalrules.aspx

 

 

 

Updates to FCRA Forms 

 

At Sterling Infosystems, maintaining compliance with Fair Credit Reporting Act (FCRA) regulations is our highest priority. To that end, on September 27th, 2012, we sent out a notice that there were important upcoming updates to our forms in order to reflect recent changes in Fair Credit Reporting Act enforcement from the Federal Trade Commission (FTC) to the Consumer Financial Protection Bureau (CFPB).  However, since the time the notice was sent, the CFPB has mandated further changes that have made it necessary for us to update our forms once again.

 

To ensure compliance and consistency, we have made changes to the contact information in the Summary of Rights, where applicable, in order to increase protection from litigation and Fair Credit Reporting Act violations.  The specific forms that will be affected are outlined below. Hyperlinks to these documents are listed for your convenience. 

 

Please Note: The Consent Form and Summary of Rights that was distributed on 9/27/2012 is still compliant, but is an older version that contains incorrect contact information.  It is not known when the Consumer Financial Protection Bureau will mandate the use of the new version so we are encouraging all clients to switch as soon as possible.

Consent and Disclosure:

 

For Paper Consent and Disclosure forms, Sterling will be distributing updated versions to you.  They will also be housed in our resource library.

 

For Electronic Consent and Disclosure forms that are housed on a Sterling platform, our Compliance and IT Departments will be working together closely in the upcoming weeks to update these forms.

 

If you use Electronic Consent and Disclosure Forms in which the consent is housed on a 3rd party platform or applicant tracking system, your client services team will work with you to update these forms.

 

 

Adverse Action:

 

 If you perform your own Adverse Action, we will be distributing updated Summary of Rights to you.  They will also be housed in our resource library.

If Sterling manages your Adverse Acti

on, our Compliance Department will update your adverse action team.

 

Hyperlinks  

Summary of Rights

Consent and Disclosure All States
Consent and Disclosure All States – Spanish

 

All clients must switch to these new forms by January 1, 2013. If you have any questions regarding these upcoming changes, or if you need to begin the process of updating your electronic consent and disclosure forms, please contact your client services representative at 888-889-5248 + client code.

 

 

 

North Carolina requires background checks on all child care providers

 

Effective January 1st 2013 North Carolina requires county, state and federal fingerprint background checks on all child care providers (including residents of in-home child care locations who are over 15 years old) prior to employment and every three years thereafter.  Previously the law only required staff members to have criminal history checks.  The background checks are conducted by the North Carolina Department of Health and Human Services through the State Bureau of Investigation and the Federal Bureau of Investigation. 

 

 

 

Criminal Background Checks: What employers Need to Know About Massachusetts' New CORI Law

 

Massachusetts employers must comply with a wide range of new obligations when the remainder of the Common wealth’s takes effect on May 4, 2012. The primary change will be the creation of a state-run “iCORI” database available to all employers, along with a complex set of rules governing how employers and consumer reporting agencies (CRAs) may access and use criminal record information. These new requirements follow the initial part of Massachusetts’ CORI reform law-known as the “ban the box” provision—which, as of November 2010, required employers to remove all questions about an applicant’s criminal record or criminal history on “initial written employment applications” (with certain limited exceptions). This Special Report describes the specific provisions of the second stage of the CORI reform law and what Massachusetts employers must do to comply.

 

© 2012 Jackson Lewis LLP.  Reprinted with permission.

Originally published at www.jacksonlewis.com.

Jackson Lewis LLP is a national workplace law firm with offices nationwide.

 

 

 

California Employers Ability To Obtain & Use Credit Reports Greatly Restricted Effective January 1, 2012

 

Effective January 1, 2012, California joins Connecticut, Hawaii, Illinois, Maryland, Oregon, and Washington as states which impose significant restrictions on an employer’s ability to obtain a credit report on an employee or applicant for employment purposes. California Assembly Bill (“A.B.”) 22, signed by Governor Jerry Brown earlier this week, generally only permits employers who are seeking to fill specific enumerated “exempt” positions to obtain and use credit reports to screen applicants and/or current employees. The use of the credit reports in other occupations generally is

 

prohibited. Further, employers will be required to provide a specific disclosure setting forth the specific basis permitting the employer to obtain a credit report.

Specifically, credit reports may only be obtained if the position to be filled falls into one of eight “exempt” categories:

• - Positions with the state Department of Justice;
  
  
• - Managerial positions, i.e. employees who qualify for the “executive exemption” under California wage and hour law, meaning an individual who is an exempt executive whose primary duty is the management of two or more people;
  
  
• - Sworn peace officers or other law enforcement personnel;
  
  
• - Positions where the information sought in the credit report must be revealed by law;
  
  
• - Positions that involve regular access to the personal information of others (i.e., bank or credit card account information, social security numbers, dates of birth) other than the regular solicitation of credit card applications at a retail establishment;
  
  
• - Positions requiring the employee to be a named signatory on the employer’s bank or credit card or otherwise authorized to enter into financial contracts on behalf of the employer;
  
  
• - Positions involving access to confidential or proprietary information of the employer; and
  
  
• - Positions that involve regular access to $10,000 or more in cash.
  

Credit reports also may be obtained for employees of financial institutions subject to Sections 6801-6809 of the United States Code. Technically such businesses are not required to disclose the statutory support for obtaining a credit report.

 

 

 

Connecticut becomes the 6th state restricting the use of credit reports effective October 2011.

 

Connecticut Governor Malloy signed legislation (S. B. 361) on July 13th, 2011 that generally prohibits employers from using credit reports in making employment decisions regarding applicants for employment or existing employees. The law, effective on October 1, 2011, applies to all employers in Connecticut that have at least one employee

Under the law, employers may not require an employee or prospective employee to consent to a credit report, subject to the following exceptions:

• - The employer is a financial institution, as defined under the law.
  
  
• - The report is required by law.
  
  
• - The employer reasonably believes the employee has engaged in specific activity that constitutes a violation of the law related to the employee’s employment.
  
  
• - Such report is substantially related to the employee’s current or potential job, or the employer has a bona fide purpose for requesting or using information in the credit report that is substantially job-related and is disclosed in writing to the employee or applicant.
  

Under the fourth exception, the report is “substantially related to the employee’s current or potential job” and allowable if the position:

• - Is a managerial position that involves setting the direction or control of a business, division, unit or an agency of a business.
  
  
• - Involves access to customers’, employees’ or the employer’s personal or financial information, other than information customarily provided in a retail transaction.
  
  
• - Involves a fiduciary responsibility to the employer, as defined under the law.
  
  
• - Provides an expense account or corporate debit or credit card.
  
  
• - Provides access to certain confidential or proprietary business information, as defined under the law.
  
  
• - Involves access to the employer’s nonfinancial assets valued at $2,500 or more, including, but not limited to, museum and library collections and to prescription drugs and other pharmaceuticals.
  
  

Sterling will be updating their consent forms to include all State specific language. The revised consent forms will be provided in the near future, well ahead of the start of the new laws in Maryland and Connecticut.

 

 

 

Indiana Law Imposes New Restrictions on Information That Can Be Acquired As Part of A Criminal Background Check

 

Effective July 1st 2011, Indiana law allows an individual to restrict access to their criminal record in the following situations:

 

• - Arrests that did not result in convictions due to charges being dismissed or being acquitted at trial
  
  
• - Vacated convictions
  
  
• - Convictions for misdemeanors or Class D felony cases that did not result in injury to a person.
  
  

The time frame in which an individual can seek to impose such restricted access is dependent on the record that is sought to be restricted:

 

• - An individual who is not prosecuted becomes eligible to seek such restriction 30 days after charges are dismissed, if the charges are not refilled
  
  
• - An individual who is acquitted becomes eligible to seek such restriction 30 days after the acquittal
  
  
• - A person who the charges were vacated against becomes eligible to seek such restriction one year after the final order of vacatur, if no appeal pending or the certification of the vacatur decision
  
  
• - An individual may seek such restriction for a conviction 8 years after they have met all obligations of their sentence.

 

Effects on employers

 

Employers may be unable to acquire some information that they currently receive. However, with the exception of the convictions, such information, such as vacated convictions and arrests that did not result in convictions, generally should not be used for disqualification decisions. If a court orders a person's records to be restricted under this chapter, the person generally may legally state on an application for employment or any other document that the person has not been arrested for or convicted of the felony or misdemeanor recorded in the restricted records. House Enrolled Act No.1211

 

 

 

Philadelphia Fair Criminal Record Screening Standards Ordinance

 

The Philadelphia "Fair Criminal Record Screening Standards Ordinance" was signed into law by Philadelphia Mayor Michael Nutter on April 18th, and becomes effective on June 17, 2011.  Similar to recent legislation in Massachusetts, the Ordinance prohibits employers that employ 10 or more persons within the City of Philadelphia from asking criminal history questions on job applications and prior to or during the first interview.

 

As a result, covered Philadelphia employers may no longer ask on their employment applications whether an applicant has ever been arrested or convicted of a crime. However, such inquires can be made following a first interview.  For purposes of the Ordinance, "interview" is defined as "any direct contact by the employer with the applicant, whether in person or by telephone, to discuss the employment being sought or the applicant's qualifications."  If any information is voluntarily disclosed during the first interview, the employer may ask questions regarding the conviction history.

 

The Ordinance also makes it an unlawful discriminatory practice to inquire about or take any adverse action against a person on the basis of an arrest or criminal accusation that is not then pending.

 

Consistent with existing Pennsylvania standards, Philadelphia employers should make employment decisions based on a criminal background only to the extent that such information is job related.

 

Violations of the Ordinance are subject to fines of $2,000 per violation.

 

 

Maryland Job Applicant Fairness Act

 

Effective October 1, 2011, Maryland employers generally are prohibited from using an applicant's or employee's credit report or credit history as a basis for denial of employment, discharge or determining compensation or other terms, conditions or privileges of employment.  Maryland has now joined Hawaii, Illinois, Oregon and Washington in imposing such limitations on private sector employers' ability to use such information in making employment decisions.

The prohibition does not apply to employers that are financial institutions, state-approved credit unions, investment advisors registered with the Securities and Exchange Commission, and companies that are required by federal law to examine credit history data. However, an employer who uses a credit report under an exemption must disclose its use of the information in writing to the employee or applicant.

 

Violations are subject to fines of up to $500 for a first offense and up to $2,500 for any subsequent violation.  Further, since the Act states Maryland public policy, any employee who is denied employment or terminated may file the equivalent of a wrongful termination or a failure-to-hire suit and seek compensatory and punitive damages.

There is also an exemption for use of credit information that is "substantially job-related."  The law does not define "substantially job-related," but it recognizes certain jobs as exempt under the law. 

 

Exempt positions include:

 

• - Managers and/or those who have the authority to set the direction or control of a business or a department, division, unit, or agency of a business.


• - Those that involve access to personal information of a customer, employee, or employer (including an individual's first and last name, and his or her social security number, driver's license number, or financial account number).  However, a position that involves access solely to personal information that is customarily provided in retail transactions is not exempt.


• - Those that involve a fiduciary responsibility to the employer, including the authority to issue payments, collect debts, transfer money, or enter into contracts.


• - Those that are provided an expense account or a corporate debit/credit card.


• - Those that have access to trade secrets, proprietary or confidential business information.

 

 

New York State Search Court Fee Increase

Please be advised that the New York State Office of Court Administration has implemented a price increase for Criminal History Record Searches effective July 1, 2010. An additional $10.00 search fee will be added per name. This court cost increase will be reflected in your July Sterling invoice. Should you have any questions, please contact us at 877-424-2457 or please contact your Sterling representative.

 

 

Service Price Changes/Updates

 

 

West Virginia MVR price fee increase

Please be advised that the State of WV MVR prices have increased by $1.00, effective October 1, 2010.

 

 

Oklahoma MVR price fee increase

Please be advised that the State of OK MVR prices have increased by $15.00, effective October 1, 2010.

 

 

State of Missouri Criminal price increase

Please be advised that as of October 1, 2010, the State of MO criminal search price has increased by $1.00. Individual county searches are not affected by this change.

 

 

New Mexico MVR price fee increase

Please be advised that the State of NM MVR prices have increased by $1.55, effective September 1, 2010.

 

 

Hawaii MVR price fee increase

Please be advised that the State of HI MVR searches have increased by $13.00, effective July 1, 2010.

 

 

New York State Search Court fee increase

The NY State Office of Court Administration has implemented a price increase for Criminal History Record Searches effective July 1, 2010. An additional $10.00 search fee will be added per name.