This website and many affiliated sites will be “censored” on January 18th, 2012 in protest of the SOPA and PIPA bills currently before Congress. Our site will have a “censored” page displayed on the top of our page when you first visit. You can choose to click-through or visit the SOPA Blackout information site.

Why?

PIPA and SOPA are Anti-Piracy bills (and we would like digital piracy to end), HOWEVER, the wording of these bill drastically affects how the internet operates and will affect how we provide services to our customers. This will cause many online business unfair hardship and expense.

Please take the time to read about SOPA and PIPA. Make your opinion known.

http://sopablackout.org/learnmore/

http://www.webpronews.com/sopa-blackout-set-for-january-18th-heres-all-the-info-2012-01

Thank you

Website  Management.

Why did the SSA make this change?

The SSA receives death reports from various sources, including family members, funeral homes, hospitals and financial institutions.  As of November 1, 2011, the SSA will no longer include certain protected state death records in the Death Master File (DMF) it distributes through the National Technical Information Service (NTIS) for the following reason:

Section 205(r) of the Social Security Act prohibits the SSA from disclosing state death records the SSA receives through its contracts with the states, except in limited circumstances.

What does this mean to you as a client of Quorum HR Solutions?

This change does not affect the operation or availability of Quorum HRS services. However, the content of the DMF, provided by the SSA, will be altered as follows:

• The historical Public DMF contains 89 million records. SSA will remove approximately 4.2 million records from this repository.

• In the previous year, 2010, the SSA shared roughly 2.8 million death records through the DMF. This number will be reduced by roughly 1 million records each year going forward.

How has this change affected Quorum HR Solutions products and services?

As previously stated no service or report will be directly impacted. However, Quorum HR Solutions urges clients to review and carefully consider how they use information from the Death Master File from the SSA as part of their screening process.

Note: Per both the SSA and NTIS, users of the DMF should always investigate and verify the death listed in the file before taking any adverse action against any individual.

You can reference the SSA FAQs on the matter by visiting http://ssa-custhelp.ssa.gov/ci/fattach/get/601/

For additional information on governance specified in the Social Security Act, you can refer to the SSA Section 205r of the Social Security Act by visiting http://www.ssa.gov/OP_Home/ssact/title02/0205.htm

Should you have any questions regarding this matter, please feel free to contact Client Services on our Support page or via phone.

We are constantly looking to acquire additional up to date sources for our reports.

These new data-sets are now available from the Quorum HR Solutions system, provided by National Background Data by CoreLogic.

Indiana

Hendricks County
This database contains data from Hendricks County AOC and consists of Circuit and Superior Court filings. The data contains felonies and misdemeanors. This data dates back to 1993 and ends on August 31, 2011. This data includes name, DOB, address, offense description, file date, disposition/disposition date, severity and case number. This data is no longer updated.

Noble County
This database contains data from the Noble County AOC and consists of Circuit and Superior court filings. This data contains felonies and misdemeanors. This data dates back to 1993. The data includes name, DOB, address, offense description, file date, disposition/disposition date, severity and case number. This data is updated monthly.

Archived Indiana Counties

This database consists of court data from Blackford, Dekalb, Floyd, Hamilton, Harrison, Huntington, Monroe, Owen, Park Rush, Tipton and Warren counties. This database consists of felonies and misdemeanors. This data includes name, address, offense description, file date, disposition/disposition date, severity, case number and statute. This data dates from 1990 to December 2009 based upon availability at each court. This is an archived database and does not receive updates.

Ohio

Logan County Court of Common Pleas
This database contains felony cases. This data dates back to 1999. This data contains name, DOB, offense description, file date, disposition/disposition date, sentence date, sentence length, severity, case number, statute and probation length. This data is updated monthly.

Washington Municipal Court, Fayette County, OH

This database consists primarily of misdemeanor cases dating back to the early 1990′s. The data contains name, DOB, address, offense description, disposition/disposition date, commitment date, sentence length, release date, severity, case number, fine, statute and suspended sentence details. This data is updated monthly.

Texas

Department of Corrections

This database contains primarily felony information for individuals who have been under the jurisdiction of the TX Department of Corrections. This data consists of name, DOB, race, sex, height, weight, eye color, offense description, conviction date, conviction location, commitment location, sentence length, release date, release location, state/federal ID’s and case number. This data is updated monthly.

Quorum HR Solutions is a provider of Background Screening tools as part of its Human Resource Software tool set.

Quorum HR Solutions offers tools and services shaped for H.R. that enable H.R. personnel to consistently perform better. These tools include employment reference management, I-9 verification, applicant screening, and pay roll processing. Quorum is working on Legal Compliance Review, applicant & employee tracking, on-line training and electronic document management. All of these service are focused on our core mission:

Restoring Sanity to Human Resource Management..

To request more information click here.

AB 1825, signed in 2004, requires California employers with 50 or more total employees (including temporary service employees, independent contractors and employees outside the state) to provide newly hired or promoted supervisors working in California with two hours of classroom or other interactive sexual harassment training within six months of assuming a supervisor position.

Who Must be Trained

Employers must provide training to all employees who have supervisory authority, which generally includes anyone who has independent authority to:

• Hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees;

• Direct the work of other employees; and/or

• Resolve employee conflicts.

Employees who make recommendations to managers about such matters also must receive training if their recommendations are likely to be acted upon.

Training Must Be Interactive

California law also requires that the training be interactive. This means that video training alone is likely insufficient without discussion, role-playing, a question-and-answer session, or other similar techniques led by a qualified trainer. Businesses that do not complete the training are subject to a corrective order from the state Department of Fair Employment and Housing as well as increased exposure to harassment claims, lawsuits and liability.

Training and Tracking Compliance

Specifically, if a company started training supervisors and managers in 2005, it must have updated that training in 2007 and 2009. This also means that 2011 is time for another update. Employers can choose either of the following methods or a combination of the two methods to track compliance:

1. Individual Tracking: An employer may track its training requirement for each supervisory employee, measured two years from the date of completion of the last training of the individual supervisor. For example, a supervisor trained February 15, 2009 must be trained by February 14, 2011.
2. Training Year Tracking: An employer may designate a “training year” in which it trains some or all of its supervisory employees and thereafter must again retrain these supervisors by the end of the next “training year,” two years later. For example, a supervisor trained February 15, 2009 must be trained by the end of 2011.

If newly hired or promoted supervisors receive training within six months of assuming their supervisory positions and that training falls in a different training year, the employer may include them in the next group training year, even if that occurs sooner than two years. An employer shall not extend the training year for the new supervisors beyond the initial two-year training year.

For example, with the training year method, assume that an employer trained all of its supervisors in 2009 and sets 2011 as the next training year. If a new supervisor is trained in 2010 and the employer wants to include the new supervisor in its training year, the new supervisor would need to be trained in 2011 with the employer’s other supervisors.

Independent Contractors

California’s Fair Employment and Housing Act (FEHA) protects independent contractors from workplace harassment. Although California law does not specifically require that independent contractors receive sexual harassment information sheets, you should provide them to independent contractors. This practice ensures that independent contractors are aware of your anti-harassment and reporting policies, including their obligation not to engage in harassing conduct.

The Cal Chamber recommends that employers:

• Ensure all training, including name of provider and dates of training, are maintained for all supervisors.
• Provide mandatory sexual harassment training, such as Cal Chamber’s online, interactive 2-Hour California Harassment Prevention Training, every two years based on the tracking method(s) the company chooses.
• Give all employees a copy of the employer’s anti-harassment policy and a sexual harassment information sheet at least once a year but always upon hire.

If you have questions, please contact your Account Manager.

This notice is intended for information purposes only and is not to be considered legal advice.

Originally Posted: 2011-03-28  by Staff

Quorum HR Solutions sponsors Learn Differently Auction with a week-long stay at a Hawaii resort.
Quorum Human Resource Solutions has partnered up with Learn Differently, a website dedicated to meeting the needs of exceptional children. The executive team at Quorum HR Solutions has sponsored a 1 week stay at the WorldMark Kihei Hawaiian Resort in Maui, Hawaii. All profits from this auction will be used to toward a scholarship for educational trips to the nation’s capital.

Learn Differently is a website focused on both Gifted and Talented Education (GATE aka TAG) and High Energy Learners (aka HELP) like ADD/ADHD children. Find out more about meeting the educational and emotional needs of our exceptional children at Learn Differently’s site.

Quorum Human Resource Solutions creates software and services designed for Restoring Sanity to Human Resource Management.

• Pay Roll Processing and Management
• Applicant Screening and Assessment
• Applicant and Employee Document Tracking
• HR Policy and Legal Compliance
• Full HR Outsourcing

You can find out how Quorum can restore integrity and sanity to your company’s HR process at Quorum HR’s web site.

Originally Posted: 2011-03-28  by Staff

Originally posted : 2011-03-16  by Staff

Quorum HR Solutions has moved offices from the old location in La Jolla, CA to the Grand Professional Building in Escondido, CA. Please be sure to check all correspondence to the company and ensure the new address is used. Quorum HR’s new address is posted here:

http://www.quorumhrs.com/contact

Quorum Human Resource Solutions creates software and services designed for Restoring Sanity to Human Resource Management.

• Pay Roll processing and management
• Applicant Screening and Assessment
• Applicant and Employee Document Tracking
• HR Policy and Legal Compliance
• Full HR Outsourcing

You can find out more about Quorum and how they can improve  your company’s HR process at Quorum HR’s web site.

Originally posted : 2011-03-16 by Staff

It is our intention to discuss HR trends that effect the way we all do business. This will include new laws, standards, and even tools that redefine our market. Additionally, we want to highlight policies that are already de facto and how they have changed the rules of the HR community.

Compliance with the  Sarbanes Oxley bill is still being waded through by many organizations. What steps are you taking to comply?

In our discussion we hope to educate and help you find solutions through products, services, or other resources that are already available. Make sure you chime in, we can only pull the curtain back if you ask the questions.

Thank you for your time, and your contribution.

Gary Cartagena is a part-time contributor to this blog as Director of Business and Product Development at Quorum HR Services,
and Founder of the Education Focused web site: Learn Differently.
View Gary Cartagena’s profile

© 2008-2012: All content on this and other pages within the QuorumHRS.wordpress.com or QuorumHRS.com domains are the specific intellectual property of the Quorum HR Solutions, LLC. Content may not be reused or reproduced without the specific written permission of Quorum HR Solutions, LLC or a reference to the source. Opinions may be generated from content obtained from other sources and such content is referenced as appropriate.