Daniel Wetsel 2/2/26 Daniel Wetsel 2/2/26

February 1st 2026: Don't be caught frozen in time. Monitor Continuously

The History of VINE and How CRAs Became Involved

The VINE system—short for Victim Information and Notification Everyday—was created in the early 2000s to address a serious gap in the U.S. criminal justice system. Victims of crime often had no reliable way to know when an offender was booked, transferred, or released from custody. Notifications were handled manually, if they happened at all, and missed updates could place victims in real danger.

VINE was built as an automated, event-driven notification network. By connecting directly to jail management systems, departments of corrections, and some court systems, it could monitor custody and case-status changes in near real time. When an event occurred, registered users were notified automatically. From the beginning, the system was designed to answer a narrow but critical question: Has something changed? It was never intended to explain the legal meaning or final outcome of that change.

As victims’ rights legislation expanded and public-safety technology improved, VINE spread rapidly across the country. States and counties adopted it as a standard service, and over time, it became one of the largest criminal-justice notification infrastructures in the United States. Its strength was speed and coverage, particularly around arrests, bookings, incarceration status, and release events. Accuracy at the identity or disposition level, however, was not its primary design goal.

Years later, the background screening industry began confronting a different problem. Employers, especially in healthcare, transportation, and regulated environments, started asking what happened after a background check was completed. Annual or bi-annual rescreens felt slow in a world where risk could emerge at any time. That pressure led to the rise of what the industry began calling “continuous monitoring.”

In searching for ways to identify risk events sooner, some consumer reporting companies and monitoring vendors took notice of systems like VINE, not as a source of reportable data, but as an early-warning signal. A booking or custody event could indicate that something warranted further review, prompting a new court search or investigation through traditional, verifiable sources.

As monitoring products became more marketable, some vendors began aggregating public safety data feed often including VINE-adjacent information, and packaging them into turnkey solutions for CRAs. This is where important compliance questions surfaced. Arrests do not equal convictions, custody does not imply guilt, and notification systems are not built around employment screening standards or Fair Credit Reporting Act requirements.

Important pieces of information must be maintained and recognized by the end user to ensure a standard of compliance is understood and met. End users who chose to utilize monitoring products have a heightened obligation to produce and keep updated an employee list with the needed information. Additionally end users should review with their legal counsel to have verification of disclosure granting monitoring capabilities by the end-user. Monitoring can be used as an enhancing tool to take the consumer report picture of an overall employee or applicant to a more maximum accurate view due to the level of searching. A simplistic breakdown of what could be argued as most accurate could be shown through three levels of varying end user report policies.

Basic - End User #1 only runs one background check at the time the employee is onboarded. No further checks run for the life of the employment
Intermediate - End User #2 runs a background check at the time of employment and runs a once a year check to see if anything happened in the last 365 days that could be reportable
Advanced - End User #3 runs a background check at the time of employment, a yearly background check, and also enrolls in monitoring services so they can be notified in a timely manner of when to run an updated check due to the possibility of something being able to be reported.

Today, VINE remains influential but firmly adjacent to background screening. Its legacy is not that it became a consumer reporting tool, but that it demonstrated the value of event-driven awareness. When used correctly, it can signal that something may have occurred, nothing more. In the background screening world, verification, context, and court-level confirmation must always come next.

DISCLAIMER

The information and opinions expressed are for educational purposes only and are based on current practice, industry-related knowledge and business expertise. The information provided shall not be construed as legal advice, express or implied.

Daniel Wetsel 2/2/26 Daniel Wetsel 2/2/26

January 1st 2026: Navigating new challenges for Background Screening

THE WORK NUMBER

The Work Number remains a dominant and valuable resource in employment verification. But their recent price increase can cause us to search for change and other solutions. There are many other options available and we can customize our searches to fit your needs.

What is it?

The Work Number (Equifax) is a third party service provider we can use with millions of contributing employers. They can provide instant employment information to verify applicant provided data. A TWN report will pull from their list of contributing employers to find any employment history from an applicant’s past. The report can include details such as employer name, job title, dates of employment and current employment status.

How we plan to keep your cost down

Our verifications team can offer some options to help avoid higher fees:

Our Verification team maintains an internal directory of sources listing their best verification methods. This saves us time and effort in knowing the best way to approach a specific employer. We have thousands of listings from many enterprise-size businesses and common employers that our clients recruit from and we are always adding more.
Argyle is an additional third-party service that uses applicant-provided credentials to access payroll accounts, giving us the data stored there. We've found that many of the same employers that can be found on The Work Number can also be located using Argyle for a much cheaper pass-thru fee. If you already approve Third Party Fees there is nothing you need to do to include Argyle as we check that site for each order.

Third-Party fee approval choices - We can set up notes for your account to ask for fee approval for any third-party fees, or to deny all third-party fees to suit your needs. Contact us to change that setting.

New Year, New Laws

2026 is Hitting the Ground Running

As we head into the new year of 2026, the entire industry from end-users, to employers, to consumer reporting agencies, all the way to consumers themselves are about to embark on a year of new labor and employment law that could potentially alter workplace compliance, employee rights, and business operations. Highlighted below are some laws & regulations effective in January of 2026.

Washington D.C. Clean Slate Law Code of the District of Columbia

§ 16–802. Effective 01/01/2026 - Enacted in 2023, is set to begin automatic expungement processes in January.

Pennsylvania: Philadelphia Ordinance No. 250373 Effective 01/06/2026 - Amends the Fair Criminal Record Screening Standards Ordinance to clarify and expand the required procedures for individualized assessments and adverse action notices regarding criminal records in hiring decisions.

Maryland MD SB432 Effective 01/31/2026 - Expunge criminal records after completing their sentences. The measure will also require the state to automatically shield from public view records for roughly 175,000 people who were pardoned by Governor Moore last year for minor cannabis convictions.

As always the industry is always evolving. An additional resource for more new employment laws is being provided for reference. If some laws/regulations included are cause for question or concern please contact your account manager for more information.

Resource - Littler New Year, New Employment Laws

DISCLAIMER

Daniel Wetsel 2/2/26 Daniel Wetsel 2/2/26

December 1st 2025: We’re making a list and checking it twice; Holiday Case Studies on County Criminal Searches

Season’s greetings! Whether you’ve frozen hiring for the holidays or are busier than Santa’s workshop, records don’t stop updating.

Our last newsletter brought us the SSN Trace but pairing your SSN Trace with county criminal searches helps avoid unwelcome surprises under the tree this year.

A county-level criminal records search is performed by court researchers to retrieve the most current, jurisdiction-specific criminal court records that are often missed in the Instacriminal Multi State Alias search.

What it is

A county‑level criminal records search conducted by experienced court researchers to capture the most current jurisdiction‑specific criminal court information for a single county: including filings, dockets, and dispositions that national aggregators often do not keep on record.

Why it matters

County‑level checks simply fill in the small gaps national databases can miss. County courts often contain the freshest filings, municipal/traffic cases, clerk‑only entries, and final dispositions that don’t always flow to aggregators. Pairing an SSN/address trace with targeted multi‑court county searches gives you a more complete, up‑to‑date picture; helping you make confident hiring decisions and avoid surprises.

Below are three anonymized, hypothetical case studies that illustrate how relying on a single-county criminal-record check can fail to find relevant records - the consequences, root causes, and prevention steps you can use to harden your screening practice.

Case study 1 — Healthcare staffing firm hires nurse; out‑of‑county felony assault missed

Situation: A regional healthcare staffing agency ran a criminal check only in the county where the candidate applied to work. The candidate had a recent conviction for felony assault in a neighboring county where they had previously lived. Because the agency only searched the single county, the conviction was not found.
Consequence: The nurse was placed at a long‑term care facility. After an incident involving patient harm, a post‑incident investigation revealed the out‑of‑county felony. The facility faced regulatory review, reputational damage, and potential civil exposure; the agency faced claims for negligent hiring and lost business.
Why it was missed:

The agency’s policy limited searches to the county of application rather than all counties of residence and employment history.
No cross‑jurisdiction search (state repository, national databases, or a social security trace) was performed to identify other jurisdictions where the candidate had records.

Lessons / prevention:

Require candidates’ full residential and employment history and use a trace (SSN or address) to determine which county courts to search.

Case study 2 — Childcare center hires assistant; sex‑offense registration missed due to alias and county limitation

Situation: A small daycare screened an applicant by running a criminal search in the county where the job was located. The applicant had used an alternate last name (married name vs. previous name) and had a sexual‑offense conviction and registration in a different county under the prior name.
Consequence: The assistant worked with children for several weeks before a parent recognized the person from a community registry and raised concerns. The center faced immediate closure by local enforcement and substantial liability exposure.
Why it was missed:

The search used only the applicant’s current name and one county.
No alias search or social security trace was performed to reveal prior names or other counties.
The center did check statewide sex offender registries or national registries but the search was limited to current name and current county

Lessons / prevention:

For child‑facing roles, always check statewide and national sex‑offender registries and search aliases and prior names.
Use identity‑tracing methods (SSN trace) so searches cover all jurisdictions and name permutations.

Case study 3 — Construction subcontractor wins government work; out‑of‑county convictions missed because only one county was searched

Situation: A prime contractor required subcontractors to be free of certain criminal convictions. The GC’s compliance team ran a county criminal check only in the subcontractor owner’s home county. The owner had two prior state felony convictions (fraud and theft) in counties where his previous businesses operated; those records were in those other county court dockets and did not appear in the home‑county search.
Consequence: After contract award, a routine pre‑award audit by the contracting agency uncovered the out‑of‑county convictions. The subcontractor was disqualified from the project, the prime contractor had to replace them mid‑project, incurred delay penalties and extra costs, and faced reputational damage and increased scrutiny on future bids.
Why it was missed:

The compliance check was limited to a single county (the owner’s current residence) rather than all counties where the owner had lived or done business.
No identity trace (SSN or address history) was used to discover other counties of residence or business activity.
The screening policy did not require comprehensive county criminal checks for subcontractors on sensitive or regulated contracts.

Lessons / prevention:

County searches must be driven by an identity trace (SSN or address history) that reveals all relevant jurisdictions; searching only the current home county creates a blind spot.
For contracts with regulatory or reputational risk, may require multi‑county and statewide searches as part of vendor due diligence, and document the jurisdictional scope and rationale for each check. Continuous monitoring or re‑checks should be considered for long project

Short summary

Single‑county checks are inexpensive and fast but create a systemic blind spot: records outside that county (other counties, state repositories, federal courts, registries, aliases) can or will be missed. For low‑risk roles a limited search may be acceptable if supported by policy, but for regulated, safety‑sensitive, or government work you should adopt a multi‑jurisdictional, identity‑trace screening workflow (SSN/address trace, county and statewide searches, federal dockets, and fingerprint checks where needed) and include continuous monitoring and vendor governance.

Key Takeaways (Holiday Checklist)

Don’t rely solely on nationwide aggregators; they’re fast but not comprehensive.
Run county-level searches in all counties where a candidate lived, worked, or was arrested following state reporting laws
Expect an average turnaround of ~2 business days per county; some searches require on-site clerk assistance and can take longer.
Extended-year searches are available for an extra fee when you need a deeper history.
Understand court structure: felonies, misdemeanors, and traffic cases may live in different courts within the same county.

Final Note 🎁 Gift Yourself Peace of Mind this year

This holiday season, trade the risk of surprises for the confidence of thorough, county-level criminal searches. If you’d like a quick consult on which counties to include or how to schedule extended searches, our team is ready to help - even during the busiest time of year.

Happy (and safe) hiring - from our CRA elves to your team’s operations.

DISCLAIMER

Daniel Wetsel 2/2/26 Daniel Wetsel 2/2/26

November 1st 2025: Thankful for SSN Trace

Understanding the Difference Between SSN Traces and SSN Validations

As we enter the season of gratitude, there’s plenty to be thankful for. Friends, family, pumpkin pie, and for those of us in the background screening world, the humble Social Security Number Trace.

It might not sound as festive as cranberry sauce or a big turkey dinner, but this foundational search is one of the most valuable tools in ensuring your hiring process is thorough, compliant, and fair. Still, it’s often misunderstood, especially when compared to another process that sounds similar: the Social Security Number Validation (such as through the Department of Homeland Security’s E-Verify system).

This article unpacks the differences between these two important tools, why each serves a unique purpose, and why we can all be thankful for the insight an SSN Trace brings to the table.

The SSN Trace: The Unsung Hero of Identity Development

When you order a background check, one of the first steps often taken by your Consumer Reporting Agency (CRA) is a Social Security Number Trace, also known as an Identity Development Report.

Despite the name, an SSN Trace doesn’t “verify” that the number belongs to your candidate. Instead, it’s a data-gathering tool that helps your background screening provider develop a roadmap for the search process.

Here’s how it works:

The CRA runs the SSN provided by the candidate through a network of credit header databases (information derived from major credit bureaus).
This search returns names, aliases, and addresses that have historically been associated with that SSN.
From there, the CRA uses those addresses to determine which counties or jurisdictions should be searched for criminal records.

Think of the SSN Trace as the background screening equivalent of your Thanksgiving grocery list. You’re not buying the food yet—you’re figuring out where to shop and what ingredients you’ll need before you start cooking.

An SSN Trace doesn’t confirm identity, eligibility to work, or whether the SSN is legitimate—it simply paints a picture of where your applicant has lived, worked, or used their identity in the past. That information then guides the rest of the screening process.

The SSN Validation: Confirming Work Authorization

Now let’s talk about the Social Security Number Validation—sometimes confused with the SSN Trace, but serving a completely different purpose.

An SSN Validation typically occurs through official government systems like the Social Security Administration (SSA) or the Department of Homeland Security’s “E-Verify” program. Rather than tracing past addresses, this check confirms that the SSN is real, valid, and belongs to the person who provided it.

Here’s what an SSN Validation or E-Verify check can tell you:

Whether the SSN was issued by the SSA.
Whether the number matches the individual’s name and date of birth on record.
Whether the person is authorized to work in the United States (via DHS verification).

This process is part of employment eligibility verification, not pre-employment background screening. Employers perform it after a conditional job offer, as part of the I-9 verification process.

SSN Validation is like checking Grandma’s Thanksgiving guest list.
You’re not looking up everyone’s past addresses or where they’ve been — you’re just making sure:

- The person at the door is on the list (SSN exists).

- Their name matches the invite (name + DOB align).

- They’re actually allowed to attend (authorized to work).
It’s a “You belong here” verification, not a “Where have you been?” investigation.

Key Differences Between SSN Trace and SSN Validation

Feature

SSN Trace

SSN Validation (E-Verify)

Purpose

Identity development and address history for background checks

Verifying legal work authorization and identity with SSA/DHS

Data Sources

Credit header and public record databases

Social Security Administration and Department of Homeland Security

Timing

Conducted before criminal and other searches

Conducted after a conditional offer of employment

Output

Names, aliases, and addresses tied to SSN

Confirms SSN validity and work authorization

Compliance Role

Guides the CRA in determining which jurisdictions to search

Ensures employer compliance with federal hiring laws

FCRA Applicability

Part of the consumer report process (regulated under the FCRA)

Separate from background screening; part of I-9 compliance

Understanding these differences keeps your process compliant and efficient—and ensures you’re not mistakenly using one in place of the other.

Why SSN Trace Matters More Than You Think

The SSN Trace might seem like a small step, but it’s foundational to producing a complete and accurate background check.

Imagine skipping this step. Without a trace, a CRA might only search the county where an applicant currently lives. But what if the individual committed an offense five years ago in a different state? The SSN Trace exposes those previous addresses, allowing your CRA to search all relevant jurisdictions—creating a much more comprehensive report.

It’s also helpful in detecting potential fraud or identity mismatches. For example:

If an SSN Trace shows addresses in multiple states within a short time span, it could indicate stolen identity activity.
If the alias names don’t match your applicant’s known history, it may warrant further review.

In short, the SSN Trace provides context. It tells the story of where to look—making sure nothing falls through the cracks.

A Season for Gratitude (and Due Diligence)

As HR professionals, risk managers, and compliance officers, it’s easy to take the SSN Trace for granted. It runs quietly in the background, rarely making headlines—but it’s the unsung hero of thorough, compliant background checks.

In the spirit of Thanksgiving, let’s give thanks for:

Transparency: A trace that reveals hidden addresses ensures fairness in the search.
Compliance: Proper identity development aligns with FCRA obligations and helps CRAs report only accurate, relevant data.
Peace of Mind: Employers can make informed hiring decisions with a full understanding of an applicant’s history.

Just as every great Thanksgiving meal starts with careful preparation, every great background check starts with a well-executed SSN Trace.

ProScreening wishes you and your team a safe, joyful, and gratitude-filled Thanksgiving season.
Stay informed, stay compliant, and—as always—trace before you validate.

DISCLAIMER

Daniel Wetsel 10/9/25 Daniel Wetsel 10/9/25

October 1st 2025: The Spooky Side of the Background Screening Industry

One of the most crucial areas of compliance within the background check industry is Adverse Action. Not only is adverse action extremely regulated & litigated, but it has also been around since the very beginning of the background check industry. The history of adverse action notices in the U.S. is rooted in one of the landmark pieces of consumer protection legislation: the Fair Credit Reporting Act (FCRA) of 1970. This law helped establish a consumer's right to be informed when they are denied credit, employment, or insurance based on information found in a report from a third-party agency.

What is it?

FCRA Definition Adverse Action - §603(k)(1)(B)(ii) … denial of employment or any other

decision … that adversely affects any current or prospective

Employee…

FCRA Definition Pre-Adverse Action - §604(b)(3)(A) … before taking any adverse action

based in whole or in part on the report, the person intending

to take such adverse action shall provide to the consumer …

(i) a copy of the report; and

(ii) a description in writing of the rights of the consumer …

FCRA Definition Adverse Action Notice Requirement - §615(a) … If any person takes any adverse action with respect to any consumer that is based in whole or in part on any information contained in a consumer report, the person shall (1) provide oral, written, or electronic notice of the adverse action to the consumer;

Adverse Action Scope - employment denial, promotion,

retention, or other action with adverse impact for all of the following parties:

Employment, Direct employees, and Independent contractors and volunteers

Wait?!?!

Pre-Adverse Action – FTC (Federal Trade Commision) Guidance:

One of the enforcement and educational government bodies in regards to the FCRA law is the FTC (Federal Trade Commission.) The FTC sets forth advisory opinions which are guidance document from the Federal Trade Commission (FTC) or its staff that provides their legal interpretation of how a specific, proposed business conduct or business arrangement would be viewed under FTC rules and laws. The FTC has given two separate advisory opinions pertaining to the waiting period of Adverse Action.

“… the clear purpose of the [adverse action] provision

[is] to allow consumers to discuss reports with employers

or otherwise respond before adverse action is taken.”

- FTC Opinion Letter; Advisory Opinion to Hawkey (12-18-97)

“… the five day period that you proposed appears

reasonable.”

- FTC Opinion Letter; Advisory Opinion to Weisberg (06-27-97)

Pre-Adverse Action Additional Requirements May Include:

Length of waiting period, Identification of specific items

of concern in background

Report, Special notices, or Special forms requiring

employer completion

Pre-Adverse Components

Consumer Report & Summary of Rights (FCRA Required)

Common Practice: Pre-Adverse Written Notice with Certain Content (Not Required by FCRA)

An adverse decision is possible based in whole or in part on a background report

No final decision made
Candidate’s right to dispute and the time frame to dispute
CRA contact information
CRA has no part in the decision
“Individualized Assessment”

Adverse Action Notice Requirements

Notice Provided After Waiting Period Elapsed
Name, address, and toll-free number* of CRA preparing consumer report
Statement CRA did not make an adverse action decision and cannot provide reasons action was taken
Consumer’s right to obtain free copy of consumer report from CRA within 60 days
Consumer’s right to dispute with CRA accuracy or completeness of consumer report content
Some ban the box laws have added requirements

ProScreening AA Overview

ProScreening through our Service Agreement advises the client that they have specific, legal requirements regarding taking adverse action based on consumer reports. The User Agreement also advises client that they should consult with their legal counsel prior to taking adverse action based on a consumer report.
Sample Documentation can be provided
Clients place order for letter & notices through the system - Help Desk Link w/ call to action
ProScreening platform provider set up with all Pre & Adverse notices. Triggers set by jurisdictional settings

State, County, and City Adverse Action Requirements

Below is a list of jurisdictions that require specialized pre-adverse and adverse action notices in addition to the Federal FCRA requirement:
Please reach out to Account Manager for more information
Arkansas, California, California - Los Angeles, Delaware, Florida - Gainesville, Georgia, Illinois, Illinois - Chicago, Maryland - Prince Georges & Montgomery Counties, Maryland, Massachusetts, New Jersey, New York, New York - New York City, North Carolina, North Dakota, Oklahoma, Oregon - Portland, Pennsylvania - Philadelphia, Rhode Island, Tennessee, Texas - Austin, Virginia, Washington - Seattle, Washington, West Virginia
States, Counties, and Cities are always proposing new laws and following suit of other jurisdictions. The list is reflective of the requirements as of now in time. Additional pieces will always be in the pipeline to becoming requirements.

DISCLAIMER

Daniel Wetsel 9/9/25 Daniel Wetsel 9/9/25

September 1st 2025: How Smart Employers Shrink Background Screening Time - The Batch Order Playbook

Why Batches Matter

Batch orders aren’t a nice-to-have — they’re the practical tool you reach for when you need to run checks at scale: annual MVR audits, hiring fairs, post-merger onboarding, seasonal ramp-ups, or any other mass-ordering event. Instead of placing dozens or hundreds of single orders, you submit one spreadsheet and get back a consolidated, auditable package. It’s not flashy, but it’s the reliable way to meet compliance, satisfy insurers, and get large groups processed consistently and predictably.

What batch ordering does:

Instead of ordering checks for each person individually, you upload a single spreadsheet with everyone’s info. We run the checks and return an organized package of reports. For MVRs, that often means same-day or next-day results instead of logging into the portal for every single employee. It’s not flashy; it’s practical—and that’s why people use it.

What type of batches we run:

QuickApp / authorization-based: You trigger an electronic release to the candidate. The candidate signs, and the order runs. This works well for new hires who need to complete a Disclosure and Authorization Form, or when certain details are unknown and need to be collected (i.e SSN’s, Addresses, Driver License Numbers, etc.)
Non Quick App or Injected batches (MVRs and direct runs): You upload a CSV with driver license numbers, states, DOBs, etc., and we run the orders directly. This is the go-to when you already have authorization on file or for annual fleet checks.

Most providers have a low minimum (often around 10), so batches work whether you’ve got a handful of people or a couple hundred. Be aware of a few state quirks (for example, PA, AK, WA), and confirm cutoff times for same-day processing with your account manager. Results typically come back as password-protected PDFs—make sure you follow your redaction and storage policies.

Why it saves time (for real)

One upload vs. many clicks: For a small HR team, that’s the difference between a few hours of work and an entire day.
Fewer errors: Templates force consistent formats for SSNs and DLs (treat DL and SSN columns as text to preserve leading zeros). That reduces rejected orders and back-and-forth with support.
Better visibility: MVRs usually come back quickly. Criminal and county searches take longer, but getting everything in one organized package is a big efficiency gain.
Cleaner compliance: One well-labeled package is easier to store, audit, and share with auditors or insurers than dozens of single-order PDFs.

FAQ

Minimum batch size? Usually around 10—check with your AM.
Cutoff for adding to a batch order? Often early afternoon (some providers use a 2:00 PM cutoff). Confirm with your AM.
What if someone doesn’t click the QuickApp? Clients often run reminders and many teams personally follow up. Some clients will continue reminders for a period (e.g., up to 60 days).
Turnaround times? MVRs are fastest; criminal/county searches take longer.
State exceptions? Yes—PA, AK, WA and others may have special rules. Ask your AM.
How are results delivered? Password-protected PDFs organized by employee and batch.

Closing thought

Batch ordering isn’t a magic fix, but it’s an obvious operational improvement for teams that regularly run checks. If your HR team spends real time entering orders or chasing results, a 25–100 record pilot will show you the difference. Prep the file, pre-notify your people, and let the process do the heavy lifting.

Want to Learn More?

Your dedicated account manager can walk you through how batch orders can integrate into your current screening workflow—and help you

Disclaimer

Daniel Wetsel 9/9/25 Daniel Wetsel 9/9/25

August 1st 2025: Cost/Benefit Analysis of Drug Screening Methods

Choosing the right drug screening method isn’t just a matter of cost—it’s a strategic decision that affects turnaround time, candidate experience, operational complexity, and legal defensibility. At ProScreening, we offer three primary specimen collection workflows: Standard Lab-Based, Rapid (Clinic-Based Point-of-collection-test(POCT)), and Employer Collect. All workflows can have customized panels and options, but some are easier to customize than others. Here’s how they compare.

How It Works

1. Standard Lab–Based Drug Testing
Candidate visits a clinic where a specimen is collected and shipped to a certified laboratory. The specimen is placed in the mail and shipped to the laboratory; no testing is performed with the kit or at the clinic. The lab conducts full–panel analyte testing with automatic GC/MS or LC/MS confirmation on non–negative results. Every result is reviewed by a Medical Review Officer (MRO).

2. Rapid (Clinic–Based POCT)
Candidate visits a clinic and provides a specimen using a specialized cup like the eCup+®. A digital reader scans the sample for up to 14 drugs, producing a Negative or Non–Negative result in under 5 minutes. Only Non–Negative results are sent to the lab for full analyte and confirmation screening. Non–Negative readings are returned immediately without further need for confirmation testing.

3. Employer Collect Testing
Client purchases rapid test kits (urine or oral fluid) and performs collections on–site. Similar to the Rapid method, tests show a preliminary result, and only Non–Negatives are shipped to the lab for analyte confirmation. Employers use the eScreen® portal to document and manage results.

There’s no “best” test—only the right test for your hiring process.

Use Standard testing when compliance and legal defensibility are paramount.
Use Rapid testing when speed and efficiency are key, but you still want clinic oversight.
Use Employer Collect when flexibility, cost control, and in-house workflow control outweigh the need for third-party oversight.

ProScreening provides full support for each method, including setup, training, and documentation. If you're unsure which route is best for your team—or want to pilot a new model—reach out. We're happy to help tailor a program that balances cost, speed, and risk with any panel configuration you choose.

DISCLAIMER

Daniel Wetsel 7/1/25 Daniel Wetsel 7/1/25

July 1st 2025: Clean Slate Vs. Set Aside Laws

Second Chances. Different Rules

What you miss can cost you. What you include can too.

Both law types are designed to help individuals move on from past criminal convictions, but they function differently. Clean Slate laws typically provide for the automatic sealing or expungement of certain criminal records after a set period, assuming eligibility criteria. For example, no new offenses and completion of a sentence are met. These laws aim to reduce barriers to employment and housing without requiring the individual to take action. In contrast, Set Aside laws require individuals to actively petition a court to have their conviction set aside or dismissed, usually after fulfilling specific conditions. While both can limit what appears on a background check, Clean Slate relief is often automatic and broader, whereas Set Aside relief is case-by-case and may still require separate expungement to fully remove the record from view.

Clean Slate Laws:

Expungement or Sealing of Records: Clean Slate laws typically focus on automatically expunging or sealing certain types of criminal records after a predetermined period of time has passed, especially for non-violent offenses.
Automatic Process: In some cases, Clean Slate laws establish an automatic process for the expungement or sealing of eligible records, meaning individuals do not need to petition the court for relief.
Broad Application: Clean Slate laws often apply to a wide range of offenses and may have fewer eligibility requirements

Set Aside Laws:

Judicial Discretion: Set Aside laws, also known as record sealing or expungement laws in some states, generally require individuals to petition the court to have their criminal records set aside or expunged.
Case-by-Case Basis: Set Aside laws typically involve a case-by-case review by a judge to determine whether a person's criminal record should be expunged or sealed.
Limited Eligibility: Set Aside laws often have specific eligibility criteria regarding the type of offense, the time elapsed since the conviction, and the individual's behavior since the conviction.

State Examples of both:

Infographic showing the development of clean slate laws across the U.S. since 2018

Currently, 12 states have enacted some form of Clean Slate Law or Set Aside Laws: California, Colorado, Connecticut, Delaware, Michigan, Nebraska, New Jersey, New York, Pennsylvania, Oklahoma, Utah, and Virginia. Advocacy groups are lobbying to add the remaining states.

More Information: The Clean Slate Initiative is a movement focused on automatically clearing eligible criminal records for individuals who have completed their sentences and remained crime-free. It aims to remove barriers to employment, housing, and education for millions of people by streamlining the process of record clearance and expanding eligibility. This initiative is a bipartisan effort working at both the state and federal levels to pass and implement laws that automate record sealing.

LEARN MORE HERE!

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DISCLAIMER

ProScreening

8610 Sandy Pkwy #100, Sandy, UT 84070

Daniel Wetsel 6/2/25 Daniel Wetsel 6/2/25

June 1st 2025: Education and Employment Spotlight: Cutting Through the Noise. Getting to the Facts.

🔍 Why Verifications Matter

In a competitive labor market, speed and certainty are everything. HR leaders are under pressure to fill roles quickly while maintaining compliance and mitigating risk. Verifications play a critical role in that process—confirming a candidate’s past employment, education, or licensure isn’t just about accuracy, it’s about protecting your organization from liability and poor hiring decisions. At ProScreening, we’ve optimized the verification process to reduce turnaround time, improve completion rates, and eliminate manual burden on your internal teams—so you can keep hiring on track without compromising quality.

⚙️ How It Works

The concept is simple: we contact former employers or educational institutions and confirm the details provided on the candidate’s application. For employment verifications, we confirm job title, dates of employment, and reason for leaving. For education, we verify the degree obtained, graduation date, and GPA, when applicable.

ProScreening offers flat-rate pricing, so our clients can budget with confidence—regardless of how many attempts it takes to get a response.

✅ Automated Dialing Technology
Our system uses call center-grade technology to automatically dial the next verification in the queue, eliminating time lost to misdials and manual searching. This system also ensures that all calls follow a designated priority order—no cherry-picking “easy” calls.

✅ Paced Workflows, Higher Output
Each call flows like a conveyor belt: team members get 30 seconds to document their last call before the next one starts automatically. This steady rhythm means our team completes 15–20% more calls per day than traditional methods.

✅ Team-Based Execution
Instead of siloing work to individuals, we assign verification tasks to dedicated teams with shared goals. Team leaders manage handoffs in real time, eliminating delays and increasing throughput without sacrificing accountability.

✅ Smart Timing & Geo-Targeting
We’ve learned that timing matters. Our system adjusts outreach based on time zone and location, increasing the chances of reaching someone when they’re actually available.

✅ Local Presence Technology
Our phone system displays a local area code or toll-free number when making calls, increasing answer rates and speeding up verifications. People are simply more likely to pick up when it looks like a neighbor is calling.

✅ Internal Source Directory
Our team maintains a comprehensive directory that details the most effective verification methods for previously confirmed employment and education sources. This enables us to streamline the verification process by quickly identifying and utilizing the optimal method, rather than starting from scratch each time.

⚡ Built for Speed and Accuracy

What sets ProScreening apart isn’t just that we verify—it’s how we verify.

📈 The Value for You

These innovations lead to faster turnaround times, higher verification completion rates, and reduced internal workload. Whether you run a small HR department or manage hiring at scale, outsourcing verifications to ProScreening means more time saved, more accuracy, and fewer hiring delays.

Want to Learn More?
Your dedicated account manager can walk you through how our Verifications Service can integrate into your current screening workflow—and help you hit the ground running.

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