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The SHRM Employment Verification Survey “was conducted for the purpose of assessing, evaluating and monitoring current employment verification procedures and practices in US organizations as reported by HR and immigration professionals. The survey results give US authorities, governing bodies, business professionals and public policy makers with empirical evidence and context they can use when comparing organizations’ current practices with established employment verification rules, laws and regulations set forth by the US government. The key finding of the report showed that 83 percent of employers surveyed strongly or somewhat strongly support a mandatory electronic verification system, but 92 percent of employers on average reported they would support a mandatory electronic verification system if it included the following specific features: * Provides brief period to resolve work authorization disputes In 2016, among employers who did not participate in E-Verify, 37 percent reported that the primary reason for not participating was the fact that e-Verify does not eliminate the requirement to manually complete the Form I-9.

29 states plus Washington D. C. have enacted laws allowing for the use of marijuana for medical purposes, while eight states (AK, CA, CO, MA, ME, NV, OR and WA plus DC) recently passed laws legalizing the personal use of this drug. The legalization of marijuana use for medicinal or recreational purposes in many states across the United States has forced employers to review their workplace drug policies. The legalization of marijuana use for medicinal or recreational purposes doesn’t remove the many reasons for screening for this drug, including workplace safety, productivity and health concerns. A new U. S. Drug Enforcement Administration report found that of the employees who test positive for marijuana, 55 percent of them are involved in more industrial accidents, 85 percent have more injuries and 75 percent of them have a higher absenteeism rate than those who test negative for marijuana in a pre-employment exam.

The Human Resources team drives a series of unique life enrichment interventions ranging from Yoga, Zumba, Music, Photography and Painting based workshops besides celebrating festive celebrations that are diverse & inclusive and various indoor & outdoor Sports events that make Sterling a Fun place to work for our employees! World HRD Congress (WHRDC) is a highly recognized global platform that brings Industry & HR leaders together to discuss key HR trends and practices that impact business, human resources and human capital management. The event witnessed participation of 1,400 Business and HR leaders, 208 speakers from organizations across the world and 90 knowledge sharing sessions moderated by 20 industry leaders. As our technology and organization continues to grow through mergers and acquisitions, we have been recognized with multiple awards for our company as well as our leadership, including WorkForce Management Hot List of Background Screening Providers, Stevie Awards for Women in Business, HRO Magazine’s Baker Dozen Best Background Screening Providers, Best in Biz 2016 Executive of the Year and The Inc. 5000 List of Fastest Growing Companies.

Marijuana lacks an acceptable level of safety for use even under medical supervision The Drug & Alcohol Testing Industry Association (DATIA) found that marijuana causes impairment inconsistent with workplace safety costing the U. S. economy $246 billion annually in decreased productivity, turnover, medical costs, increased accidents and absenteeism. Studies have shown that employees who use marijuana have 75% more absenteeism, 55% more industrial accidents and 85% more workplace injuries over employees not using the drug. The legalization of marijuana use has forced employers to review their workplace drug policies or even to implement an employee drug screening program. Companies who promote a drug-free environment will need to review their policy with legal counsel, consistently apply drug testing policies across all candidates and employees and consider the health and safety of all workers in the application of the predetermined drug screening policy.