Is a Background Check on Employees Really Worth The Expense?

Do you request a background check on potential employees? Should you?

A jury in Texas just awarded a family over 1 million dollars in a wrongful death lawsuit. Read the story here. The company will pay dearly for this event but spending $100. on a background check was “too expensive”.

At Compliance Associates, Inc. our background checks include a nationwide search on both the name and social security number. County records are also searched for criminal charges. At times the county searches can go very slow if that county does not have its records filed electronically. That means a court clerk has to search the records by hand.


Call us if you would like to talk about Background Checks and how they would fit in to your hiring process. 866-844-0661

California Passed Proposition 64, Now What ?

On Tuesday, November 8, 2016, California voters decided to legalize marijuana for adults over 21. In fact is was 56.04% yes and 43.96% no. You can read the bill here.

So what happens now?   California Proposition 64

Adults over 21 can possess and consume up to an ounce of pot. Adults can grow 6 plants at private residence as long as the grow area is locked and not visible to the public.

California has a government entity to oversee this, the Bureau of Marijuana Control. They are responsible for regulating and licensing marijuana businesses. There are also taxes on cultivation and sales of marijuana. Local governments are allowed to add their own tax as well. They will begin licensing on January 1, 2018.

You are not allowed to smoke in public or to drive under the influence. Edibles have to be low dose and in child proof packages. Don’t try to take it with you on a plane or cross state lines, federal laws prohibit that.

But, and its a big but, federal laws classify marijuana as a Class 1 prohibited drug. So, the new pot stores are prevented from opening bank accounts, accepting credit cards or paying their taxes electronically. Marijuana is banned in national parks and other federal lands. Since some estimates are the pot business in California will add 6 billion dollars to the states economy, the feds will want to get involved. Right now it looks like a legislative mess!

Also in the bill passed on Tuesday is the criminal penalties change. Past offenders can apply to have their records expunged and/or get out of jail if they are there on pot related charges.

Employers now have to think about their policy and how to handle the issue. Business can have a drug free workplace and let prospective employees know that even legal drug use is not ok.

For those of you that have employees that are federally regulated like truck drivers, bus drivers, pilots and train engineers, nothing changes. Federal law still maintains marijuana as a Class 1 prohibited drug.

If you need help figuring out a policy for your business call us. We can help. 530-241-2099




According to US government regulations, an I-9 form must be completed for each person a business hires. In fact it is required to be completed within the first 3 business days of the employees first work day.

The first task is to get the required documents from the employee. Here is the link to the United States Citizenship and Immigration Services web site for acceptable documents. And you may think that its a good idea to get as much information as possible. But don’t because there is a regulation against over documentation.

After you have the I-9 completed and signed, you must keep the original in paper or electronic form for a period of time. Click here for the calculation for the time you must retain the I-9. And in whatever form you keep the I-9, you must have it available to inspectors in 3 business days.

Professional businesswoman standing in office

A good practice is to have all the forms needed in a “new hire” folder, such as W-4, I-9, emergency contacts and work place policies and procedures. Each type of business will have its own unique set of forms. As we approach the new year it is always a good idea to review your hiring practice and paperwork.