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August 29, 2008

Warren mayor pushes for wider drug testing

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Mayor Jim Fouts pledged Thursday to make Warren the first major city in the state to have random drug and alcohol tests among all of its employees.

The first-term mayor said he would not approve any union contracts without employees agreeing to random Breathalyzers and urine tests in an effort to set an example in a city with an apparent surge in drug and alcohol use in children and adults.

His declaration came a day after he and 10 of his appointees were chosen at random for drug and alcohol tests for the first time under a policy he initiated earlier this year. The alcohol tests were all negative. Results for drug use were still pending. All of Fouts’ roughly 50 appointees, including the police commissioner and public service director, are subject to random tests.

Any staff members found with drugs or alcohol in their systems will be fired immediately, Fouts said.

But the rest of the city’s nearly 800 employees, including police officers and firefighters, cannot be forced to submit to random testing unless they agree to it in their labor contracts.

"I will not tolerate anyone being under the influence of drugs or alcohol," Fouts said. "We have to let young people know that we hold a high standard that drugs won’t be tolerated."

Whether Fouts can persuade unions to agree to random testing remains to be seen.

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August 27, 2008

Drug testing for contractors moves closer in Putnam

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WINFIELD - Putnam County commissioners took the first step Tuesday to ensure contractors employed by the county enforce a drug- and alcohol-free work environment.

The proposal will require all contractors employed in the county to implement a drug- and alcohol-testing program for its workers on county-funded construction projects.

Implementing and adhering to a testing program will be the responsibility of the contractor.

The commission will review a resolution based on the proposal at its next meeting.

The proposal stems from the West Virginia Alcohol and Drug-Free Workplace Act passed by the state Legislature in February.

The law went into effect July 1 and requires all businesses that are awarded public improvement contracts with the state to regularly test employees for drugs and alcohol.

The new law, however, does not apply to county-funded projects, said Dave McComas of the state Building and Trades Council, an umbrella organization that represents unions across West Virginia.

McComas pointed to a report from the Substance Abuse and Mental Health Administration that found one in 12 full-time workers in the United States acknowledged having used illegal drugs in the past month.

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August 22, 2008

Industry-wide drug testing approved for all unionized construction sites in B.C.

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VANCOUVER — Contractors and unionized construction workers in British Columbia are heralding what they say is a groundbreaking drug and alcohol testing policy.

But it hasn’t been tested in a practical sense yet and civil libertarians are skeptical.

The Construction Labour Relations Association and the Bargaining Council of British Columbia Building Trades Unions trumpeted the policy Thursday as the first industry-wide pact on substance abuse in Canada.

"One of the unique factors is that it is the only one negotiated between the two parties as opposed to the employer imposing it," said Clyde Scollan, president of the construction association that represents 350 contractors in the province.

A spokesman for the trades unions was not available to comment but Scollan said it was unanimously approved by workers in all 14 trades unions involved.

Drug and alcohol testing will be conducted on employees involved in workplace accidents or near misses, or when there’s reasonable suspicion of on-the-job impairment.

Drug tests before a worker is hired are also permitted, but those tests are voluntary.

In B.C., the policy would likely cover major industrial projects, which are usually all union. The home-building sector is almost entirely non-union.

Under the policy, the owner or client of the project can call for workers to be tested before the project begins, under what is called "pre-access testing."

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August 21, 2008

Political Twist to the Background Check Scandal in Tennessee

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The State Trooper investigation into background checks has now taken a political twist.

We told you how the department of safety was investigating a trooper for unauthorized background checks.

State lawmakers were paying close attention.. And now we know why.

A democratic political activist now says it was him, not the trooper, who dropped off court records on a lawmaker’s desk.

Keith Talley is the political director of the House caucus.

Those records disclosed a DUI case against Republican A.J. McCall who was running for the state house.

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August 20, 2008

U.S. airlines cite gender gap in plea for drug-test delay

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U.S. airlines want to delay implementation of a new rule forcing them to observe urine collections for employee drug tests, saying employers need time to hire and train more workers.

Airlines need more test-sample collectors who are the same gender as test takers, the carriers said through their Washington trade groups. Currently, most employees tested are men, while the majority of those who collect the samples are women, the groups said.

The gender divide was previously inconsequential because observation was required in only a few cases, the Air Transport Association and Regional Airline Association said in a petition to the U.S. Transportation Department released Tuesday.

The two airline groups’ members include carriers such as Chicago-based UAL Corp.’s United Airlines, AMR Corp.’s American Airlines, Mesa Air Group Inc. and Pinnacle Airlines Corp.

The airlines’ request follows a similar petition by railroad trade associations on Aug. 6. Also, Burlington Northern Santa Fe Corp., the second-largest U.S. railroad, and eight labor unions filed a legal challenge to the new rule Aug. 13.

The Transportation Department has received the industry requests and "will respond to these petitions," the agency said in an e-mailed statement.

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August 13, 2008

How to Catch Olympic Cheats

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Athletes using performance-enhancing drugs can’t stay ahead of detection methods for very long.

Athletes aren’t the only ones racing against the clock this week in Beijing. A team of skilled scientists is working 24 hours a day at a drug-testing lab in Beijing’s Olympic Sports Center, analyzing approximately 4,500 blood and urine samples for banned substances. Their work is part of an ever-evolving arms race between scientists and sports cheats who try to stay one step ahead of the latest detection methods.

On Monday, the International Olympic Committee (IOC) announced the first athlete to fail a drug test in Beijing: Spanish cyclistMaria Isabel Moreno, who tested positive for the red-blood-cell-boosting hormone erythropoietin (EPO). But IOC president Jacques Rogge has predicted that 30 to 40 athletes will test positive during the games.

EPO is used therapeutically to treat anemia, but it also boosts blood oxygenation in healthy people, and it has proved troublesome for scientists to detect. For one thing, traces of the drug are quickly eliminated from the body. "When the drug is gone, the urine test becomes negative, but the effect of the drug lasts longer and the athlete is still enhanced," says Don Catlin, founder of Anti-Doping Research, a nonprofit research institute based in Los Angeles that is helping oversee drug testing in Beijing during the games. "Therefore, athletes game the test, trying to figure out the dosing regimens that will keep them beneath the radar."

In an attempt to catch those athletes out, the Olympic antidoping lab has dramatically stepped up testing compared with previous games, conducting 1,000 more tests than in Athens in 2004 and double the number at the Sydney games in 2000. That increase comes largely from greater numbers of tests per sample, rather than from an increase in the number of samples collected.

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August 11, 2008

Recruiting? Watch out for fake CVs

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Indian firms are waking up to the problems and threats posed by fake résumés, creating a new business opportunity for screening companies

A talent crunch and pressure to recruit are leading Indian companies into a new fight—against fake résumés.
 
Till now, the problem was thought to be restricted largely to the information technology (IT), IT-enabled services (ITeS), banking and insurance sectors. In the last six months, consumer goods, retail and health care firms have seen increasing instances of staffers fudging résumés and claiming non-existent qualifications.
 
Companies are gradually waking up to the problem. Ashish Dehade, managing director, West Asia, First Advantage Pvt. Ltd, a background screening and verification company, says that more than 90% of the registered companies still don’t undertake detailed background checks on education, address, previous employment, criminal record, if any, and references.
 
But if most companies are making do with limited lines of enquiry, some large companies have begun to insist on comprehensive checks. The growing importance of candidate verification has spawned a new business opportunity for background screening companies.
 
ICICI Bank Ltd, for instance, found that of the 17,000 new recruits in 2007, 400-500 had misrepresented facts in their résumés, says K. Ramkumar, group head of human resources, or HR, for the bank.
 
Sony Entertainment Network, now known as Multi Screen Media Pvt. Ltd, puts the percentage of fudged résumés at 3% of total new hires. The discrepancies include falsification of educational qualifications, work experience, job roles and projects, and inflated compensation figures. Some also submit fake certificates and documents, say HR managers.
 
“It is a serious issue that can have long-lasting repercussions,” says Rohit Mahajan, executive director, forensic services, KPMG India. A bad hire not only impacts business efficiency, but can have consequences such as theft of intellectual property, leakage of confidential information or misuse of resources.
 
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August 7, 2008

Panel suggests Mansfield schools perform better employee background checks

Filed under: News and Articles

Better background checks and more updates on district finances will be among recommendations the financial oversight committee presents in its first report to the Mansfield City Schools Board of Education today.

Using district data provided by Treasurer Jim Leh-mann — which included numbers of students, administrators and support staff — the committee compiled several recommendations Tuesday.

A more thorough staff selection procedures was high on the list.

Legal fees, settlements, insurance and other litigation expenditures related to last year’s resignation of former director of strategic planning Al Warner and the departure of former chief academic officer Ruth Kotler cost the district $464,277.

"I think we’re putting the cart before the horse," Lehmann said. "We interview and hire people and then say, ‘OK, now go get a background check.’ There’s no doubt we’ve made some personnel decisions that were lacking."

"And costly," added Highland Local Schools Director of Special Education John Opperman.

Lehmann suggested the board receive updated financial data monthly rather than once a year.

"This will allow (board members) to see how things are going more regularly, instead of doing it at the beginning of the year for the whole year," Lehmann said. "Things change."

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August 5, 2008

The Same Old Story

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In the aftermath of the shooting at Northern Illinois University in February of this year, Americans struggled to understand how Steven Kazmierczak could have perpetrated such a terrible tragedy. National media outlets quoted close friends of Kazmierczak who described him as "probably the nicest, most caring person ever." His professors said he was "a nice kid" and "extremely respectful." NIU Police Chief Donald Grady said that law enforcement had "no indications at all this would be the type of person that would engage in such activity … There were no red flags."

They were wrong.

A recent article in Esquire, published more than five months after the shooting, paints a far different picture. Unlike the sweet, award-winning graduate student that we heard about in February, Esquire writer David Vann tells the story of a troubled, volatile individual who was clearly a threat to himself and those around him.

The warning signs in Kazmierczak’s behavior date back to his childhood. In high school, he idolized serial killers like Jeffrey Dahmer and Ted Bundy, and was fascinated by Hitler and his crimes against humanity. Along with this obsession with violence, Kazmierczak developed severe mental health problems as a teenager. By the time he graduated from high school, Kazmierczak had attempted suicide three times, taken eight different medications for mental illness, and been institutionalized on five different occasions–including a stay at the Mary Hill Residence, a psychiatric hospital, where he spent nine months in in-patient care.

After leaving Mary Hill, Kazmierczak decided to join the Army. When it was found he had lied on an enlistment form, Kazmierczak was sent to the William Beaumont Army Medical Hospital’s psych ward. The Army then determined he was a potential danger to himself and others, and Kazmierczak was given an "uncharacterized" discharge and kicked out of the service.

After 22 troubled years, Kazmierczak arrived at Northern Illinois University, where he tried his best to conceal his past from his new peers, friends and mentors. However, his disturbing behavior continued. At NIU, Kazmierczak engaged in long, detailed conversations about school shootings with a friend on campus. When Seung-Hui Cho killed 32 fellow students at Virginia Tech, Kazmierczak was excited. He studied everything about Cho–his writings, his planning, his timing, and how he obtained his guns.

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August 1, 2008

Child Protective Services criticized for lax employee screening

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AUSTIN – Child Protective Services doesn’t regularly run criminal background checks on most of its employees, including at least 90 percent of workers who perform sensitive tasks with abused and neglected youngsters.

Two key lawmakers, after learning of a CPS supervisor’s assault conviction and an indecent exposure charge against a caseworker, said Thursday that the agency’s current background checks aren’t sufficient.

"The technology has reached the point where there is simply no excuse for people with serious crimes falling through the cracks of our background checks," said Sen. Jane Nelson, R-Flower Mound.

Ms. Nelson, the Senate’s chief social services policy writer, said the state should run FBI fingerprint checks of all new employees who work directly with vulnerable Texans.

Rep. Patrick Rose, D-Dripping Springs, the House’s point man for human services programs, criticized CPS’ current policy of running Texas background checks on virtually all the people it hires – and then re-checking each year for only 250 of its more than 6,600 "direct care delivery" staff.

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