Improving Technology to Serve You Better!
Posted on: January 30, 2013
We’ll be conducting server upgrades Saturday February 2nd from 10pm – 8am CDT. During this window we will be moving our systems into the new blade server architecture with the following advantages:
High Density Blade Server Benefits:
• 20% more performance per watt then standard rack server architectures
• We will be doubling our servers processing power
• We will be increasing the amount of memory on our server by 50%
• Easy setup and with remote management
• Quick ramp up time for new services, capacity, and resources
• Simplified network infrastructure, power management and cooling
• Hot swappable technology
Network Speeds in partnership with Cisco Systems
• 40GB uplink between blade edge and core switch
• 40X faster than most networks
• Removes network latency in delivering information
• 10GB network
• 10X faster than most networks
This process requires no action on your behalf, and once completed, all services will be restored.
Use iprospectcheck.com for your E-Verify needs, Avoid Costly Mistakes!!
Posted on: January 16, 2013
From the Law Office of Barran Liebman:
On December 3, 2102, an Oregon homecare provider and the U.S. Department of Justice reached a settlement agreement on claims of discrimination in violation of the Immigration and Nationality Act (“INA”). The claims stemmed from the employer’s use of E-Verify to confirm employment eligibility for a new employee. E-Verify is the Internet-based program maintained by U.S. Citizenship and Immigration Services that compares data provided on an individual’s Form I-9 to data in the Department of Homeland Security’s (“DHS”) and Social Security Administration’s (“SSA”) records on the same individual.
In this case, the employer received a “Tentative Nonconfirmation” (“TNC”) notice, which means the data on the Form I-9 for the individual was different from either DHS or SSA records for the individual. In response to the TNC, the employer violated the INA in three ways: First, it failed to provide a copy of the TNC to the employee, which would have presented the employee with an opportunity to contest the mismatched data. Second, the employer demanded the employee produce an alien card or naturalization papers to show proof of employment eligibility; however, an employer is not permitted to request a specific identity document from an employee. Finally, the employer did not allow the employee to start working while contesting the TNC, which is required by the INA. As result, the employer agreed to pay a $1,210 fine, $525 in back wages and to be monitored by the Justice Department for eighteen months.
Are Your Background Checks Made in the USA? Why it Matters.
Posted on: January 2, 2013
Perhaps the importance of the “Made in the USA” label is rarely more critical than when an employer chooses a company to complete employment background checks.
When applying for employment in the United States the applicant will most likely have a background check completed on them at some point in the hiring process. The employer will order the background check by providing the background checking company with all of the necessary private personally identifiable information for the applicant including name, date of birth, Social Security number, driver’s license number, past employers and schools attended.
Some of the largest US background checking firms allow immediate access to all of this information to offshore service centers which are not bound by US laws regarding privacy protection and identity theft.
Unfortunately, in many cases the employer and the applicant have no idea that the background checking company routinely sends their private personally identifiable information offshore.
Ask your background checking company about offshoring. Make sure that you know where private personally identifiable information goes when you order a background check.