Hiring Tips Blog
Mississippi Employers More Open to Candidates with Criminal Records, Study Says
A new Mississippi study shows employers are becoming more willing to hire people with criminal records as businesses struggle with workforce shortages. The “Fair Chance Hiring Study,” conducted by the Mississippi Business Alliance Foundation and MAGCOR Industries,…
Two Years in Federal Prison for Florida Identity Thief
A Honduran woman has been ordered to serve 26 months in federal prison after a judge found she used a stolen identity to secure a job in Pinellas County, Florida. Nidia Roxana Maradiaga-Flores was sentenced by U.S. District Judge Steven D. Merryday following her…
Fake Nurse Faces Up to 100 Years in Prison, Indicted on 34 Counts
A grand jury has indicted Margarita Gonzalez on 34 counts, including identity theft, nursing without a license, abuse of a resident, distribution of controlled substances to a minor, and fraud, after investigators say she worked as an unlicensed nurse at four…
Fake Nurse, Physician, Sentenced to Prison After Working at 9 Assisted Living Facilities
A Pennsylvania man was sentenced to prison after impersonating a nurse, nurse practitioner, and physician at multiple assisted living facilities. Investigators said he worked at nine locations using fraudulent credentials, despite lacking proper medical training….
Maryland Man Sentenced 21 Months for $1.5M Fake Nursing Diplomas
A Maryland man, Patrick Nwaokwu, was sentenced to 21 months in federal prison for running a $1.5 million scheme selling fake nursing diplomas, transcripts, and licenses. Prosecutors said he helped unqualified individuals obtain credentials and pass exams, allowing…
Virginia’s Ban on Salary History Questions: What Hiring Managers Need to Know
Virginia’s SB 215, effective July 1, 2026, bans employers from asking applicants about prior salary and requires every job posting to include a good‑faith salary range. Employers may use voluntarily disclosed salary history only to confirm it or offer higher pay — not…
Reasonable Reinvestigation, Not Legal Adjudication: CRAs and Furnishers under the FCRA
Under the FCRA, consumer reporting agencies and furnishers must conduct reasonable investigations — not act as courts. Liability arises only when an alleged inaccuracy is objectively and readily verifiable through a reasonable reinvestigation. Courts consistently hold…
When “Disclosure” Isn’t Enough: A California Court Expands Risk Under ICRAA
A recent California court decision is a strong reminder that compliance in the background screening space is not just about checking the box— it’s about getting every detail right. In an alert, Atkinson, Andelson, Loya, Ruud & Romo highlights a case allowing…
California Court Allows Case to Move Forward Due to Background Check Form Technical Violation
The California Fourth Appellate District, Division One, recently held that an employee or job applicant does not need to prove actual harm beyond establishing a statutory violation to have standing under the California Investigative Consumer Reporting Agencies Act…
When “Can We Contact Your References?” Isn’t Enough Anymore
Traditional reference checks are no longer sufficient for employers trying to verify job candidates. While asking “when can we contact your references?” was once a standard step, it has become less reliable due to fabricated references, coached responses, and…
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