Do you know who you’re letting in your home/business?

Posted on: June 21st, 2017 by admin

Do you know who you’re letting in your home/business?

As consumers, we “expect” companies that we do business with to provide some level of personal protection during the course of contact.  Unfortunately, most companies do not do criminal checks.  Those who conduct criminal checks will have no problem telling you that they do – so the message is to “ask”.  If they say no, ask why not.

Many companies still consider background checks as reading resumes and calling prior employees at best.  From utility companies to lawn maintenance, carpet cleaning to repair companies – their employees has access to us, our children, spouses, parents and personal belongings.  Once at our residence, they learn very much about us.  Their employees can see if we have a security system, good locks, a dog, how to get in and out.   They learn if we live alone, have children, if we are married and our schedules.  They know when we may be alone or when the home will be empty and can readily see our valuables, usually through general conversation and just looking around.  They learn a great deal about us very quickly!  What do we know about them?  Usually NOTHING!  While we may know the owner/manager, they are not usually who we deal with.

To be realistic, we need to be aware and pay attention to anyone who has reason to be at our home.  Always ask for the name(s) of who is coming and if they have Identification Cards, uniforms and marked vehicles.  Make it known that you are concerned and would rather do business with a safe company than not.

As you read this, more crimes are being committed:

  • a murder occurs every 35 minutes
  • a violent crime occurs every 6.5 seconds
  • a burglary occurs every 12 seconds
  • a sexual assault occurs every 2 – 3 minutes

There are over 450,000 registered sex offenders in the United States – more than half are not in jail.  They are living in our neighborhoods right now!

Besides being vocal with your service companies, use the following tips to increase your personal safety:

  • Try never to be alone when you are expecting a repair/maintenance or delivery
  • Make it look like you are not alone – 2 coffee cups on table, have a man’s coat visible
  • Have family or a friend over or stop by
  • Don’t let them know you live alone or spouse is away
  • Have someone call you or have a fake conversation within earshot – “Okay, so you’ll be here soon”
  • Don’t display valuables – cash, jewelry, pocketbook, etc.
  • Close a bedroom door and tell service person husband/son is sleeping – not to wake them up
  • Do not provide personal information
  • Make it known that you have an appointment or are expected somewhere shortly
    • You pick the time of day when you are able to Minimize Opportunity
    • Present safety picture

 

Presented by Adam Safeguard/Litigation Discovery

www.adamsafeguard.com

www.litigationdiscovery.com

 

 

Do you know that New Jersey has a “Ban the Box” rule?

Posted on: June 19th, 2017 by admin

On August 11, 2014, New Jersey joined the growing number of jurisdictions banning the box on job applications that require job applicants to disclose criminal history information. This new legislation, the Opportunity to Compete Act (the “Act”), is designed to give individuals who have “paid their debts to society” a fresh start with regard to opportunities for employment. The Act became effective on March 1, 2015, but there are many employers who are not aware of this law that affects them.

The Act, which applies to employers with 15 or more employees who do business, employ people or take applications for employment in New Jersey, prohibits employers from doing the following:

• You cannot post job advertisements indicating that persons who have been arrested or convicted of a crime will not be considered for employment
• Your job application cannot require disclosure of any criminal history.

This “Ban the Box’ legislature only pertains to the initial employment process, which includes both the job application and the first interview of the job applicant. However, an Employer is not prohibited from running a criminal background check on an applicant and advising them of this process after the first interview and a signed Released has been obtained.

In the following limited circumstances, the Act allows employers to request criminal history information before the first interview:

• If an applicant brings up his or her criminal history during the initial application process, the employer may make a limited inquiry regarding only the criminal history that the applicant disclosed;
• Where the applicant is being considered for a position in law enforcement, corrections, the judiciary, homeland security or emergency management;
• Where the applicant is being considered for a position where a criminal background check is required by law, rule or regulation;
• Where the applicant may be legally precluded from holding the position by virtue of his or her criminal background; and
• Where any law, rule or regulation restricts an employer’s ability to engage in specified business activities based on the criminal records of its employees.
• Employers who violate the Act may be subject to civil penalties for noncompliance. A first violation carries a fine of $1,000; a second violation $5,000; and each subsequent violation $10,000.

Welcome to Our New Blog!

Posted on: June 19th, 2017 by admin

Check back soon as we will be adding content shortly!