EnCompass Background Screening Solutions

01/23/2026

𝗪𝗵𝗮𝘁 𝗔𝗿𝗲 𝗬𝗼𝘂𝗿 𝗗𝗿𝘂𝗴 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗢𝗽𝘁𝗶𝗼𝗻𝘀 𝗮𝘀 𝗮𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗶𝗻 𝗮 𝗦𝗼𝗰𝗶𝗲𝘁𝘆 𝗪𝗵𝗲𝗿𝗲 𝗠𝗮𝗿𝗶𝗷𝘂𝗮𝗻𝗮 𝗜𝘀 𝗟𝗲𝗴𝗮𝗹?

Ma*****na may be legal in many states—but that doesn’t mean employers have lost the right to maintain a safe, productive, and drug-free workplace.

This is one of the most common questions employers ask today:
“If ma*****na is legal, can we still drug test?”

The short answer: Yes—but how you test, what you test for, and how you use the results matters more than ever.

Ma*****na Laws vs. Workplace Safety
State ma*****na laws focus on criminal legality, not workplace standards. Employers are still responsible for:
Workplace safety
Productivity
Duty of care to customers, patients, tenants, or the public
Compliance with federal regulations (where applicable)

In many states, employers may still prohibit impairment at work, even if off-duty ma*****na use is legal.

Common Drug Screening Options for Employers
1️⃣ Urine Drug Testing
Most widely used and cost-effective
Detects ma*****na (THC) and other substances
Indicates recent use, not current impairment
Often used for pre-employment and random testing
Best for: General workforce screening and consistency
2️⃣ Oral Fluid (Saliva) Testing
Detects very recent drug use
Shorter detection window than urine
Less invasive and harder to adulterate
Best for: Reasonable suspicion and post-incident testing
3️⃣ Hair Testing
Long detection window (up to 90 days)

01/21/2026

𝗛𝗼𝘄 𝘁𝗼 𝗥𝗲𝗱𝘂𝗰𝗲 𝗬𝗼𝘂𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴 𝗗𝗼𝗼𝗿 𝗕𝗲𝗳𝗼𝗿𝗲 𝗗𝗮𝘆 𝗢𝗻𝗲 𝗶𝗻 𝟮𝟬𝟮𝟲!

If you feel like you’re constantly rehiring for the same position, the problem usually isn’t effort—it’s fit.

Most employee turnover happens early, often within the first 90 days. And in many cases, it has nothing to do with work ethic or attitude. The role simply didn’t match the candidate’s skills, working style, or expectations.

That’s where pre-hire assessments and skills testing come in.
Background checks tell you who someone is.

Assessments and skills tests help tell you how they’ll perform.
Resumes and interviews are limited. Candidates can interview well and still struggle once the real work begins.

Pre-hire assessments add a layer of objectivity by evaluating communication style, reliability, adaptability, and problem-solving—traits that directly impact retention.

Skills testing answers an equally important question: Can the candidate actually do the job?

Whether it’s technical ability, accuracy, attention to detail, or job-specific knowledge, skills tests reduce guesswork and help set realistic expectations on both sides.

When employers use these tools correctly, they:
Hire more intentionally
Reduce early-stage turnover
Shorten onboarding and training time
Improve manager confidence and team stability

The key is alignment. Not every role needs the same assessment, and the best hiring programs tailor tools to the position. When assessments are job-related, consistent, and legally compliant, they support fair hiring decisions while protecting your organization.
Reducing turnover isn’t about hiring faster—it’s about hiring smarter.

At EnCompass Background Screening Solutions, we help employers integrate pre-hire assessments, skills testing, and background screening into one streamlined, compliant process—so your next hire is positioned to stay, succeed, and grow.

01/19/2026

𝟮𝟬𝟮𝟲 𝗙𝗮𝗶𝗿 𝗖𝗵𝗮𝗻𝗰𝗲 𝗛𝗶𝗿𝗶𝗻𝗴: 𝗕𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗖𝗵𝗲𝗰𝗸 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗨𝗽𝗱𝗮𝘁𝗲

W𝗵𝘆 This Matters
Many employers encounter this moment: a conditional offer is out, a background check is complete, and something in the report raises concern. What happens next is no longer just a judgment call—it’s a regulated process with legal, reputational, and human consequences.

Fair chance hiring laws continue to expand in 2026, moving beyond “Ban the Box” toward documented, individualized decision-making.
What Is Fair Chance Hiring?

Fair chance hiring is designed to ensure candidates are not automatically disqualified based solely on criminal history.
“Ban the Box” laws removed criminal history questions from initial applications, requiring employers to evaluate qualifications first. Today, fair chance laws go further by regulating how criminal history is evaluated later in the process.

What’s Changed
In many states and cities:
Background checks must occur after interviews or a conditional offer
Employers must perform an individualized assessment
Candidates must receive written notice and time to respond
Decisions must remain open until the process is complete
States like California and New York already require these steps, and more jurisdictions are following.

What an Individualized Assessment Must Consider
Employers are expected to evaluate:
The nature of the offense
How long ago it occurred
Its relevance to the specific job
Evidence of rehabilitation or mitigating circumstances
Blanket “no record” policies create unnecessary risk and are increasingly difficult to defend.

Why Employers Should Act Now
Fair chance hiring reduces compliance risk
It supports consistent, defensible decisions
It expands the talent pool
It aligns with EEOC guidance and evolving state laws
Even where not legally required yet, these practices are quickly becoming the standard.

01/16/2026

🗽 New York State Bans the Use of Credit Checks in the Employment Context
Effective Date: November 8, 2021
(Still in force for 2026 compliance)
What Changed?
New York State law prohibits employers from requesting or using consumer credit history when making employment decisions for most positions. This includes:
Hiring
Promotion
Compensation
Discipline
Termination
The law applies to both public and private employers in New York State.
🚫 What Employers May NOT Do
Employers generally may not:
Request a credit report
Ask credit-related questions
Use credit history in employment decisions
Rely on credit information obtained from a third party
✅ Limited Exceptions (Very Narrow)
Credit checks may still be allowed only for specific roles, such as:
Certain law enforcement positions
Jobs requiring bonding
Positions with fiduciary responsibility involving substantial assets
Roles where credit history is legally required by federal or state law
⚠️ These exceptions are strictly interpreted and should be reviewed with legal counsel before use.
📌 What This Means for Employers
Credit checks should not be part of your standard background screening process in NY
Employment applications and screening packages must be reviewed for compliance
Violations may result in complaints, fines, and legal exposure
🔍 Best Practice Recommendation
Employers should focus on legally permissible screening tools, such as:
Criminal background checks (where allowed)
Employment and education verification
Profess

01/14/2026

𝟮𝟮 𝗠𝗼𝗻𝘁𝗴𝗼𝗺𝗲𝗿𝘆 𝗖𝗼. 𝗣𝘂𝗯𝗹𝗶𝗰 𝗦𝗰𝗵𝗼𝗼𝗹𝘀 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗹𝗮𝗴𝗴𝗲𝗱 𝗶𝗻 𝗯𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗿𝗲𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.

Twenty-two Montgomery County, Maryland Public Schools (MCPS) employees were flagged—two with disqualifying criminal charges and 20 with Child Protective Services findings—during a recent rescreening to clear a backlog of nearly 10,600 background checks for school-based staff, MCPS told Bethesda Today on Friday.

According to Maryland law, there are 14 disqualifying criminal offenses that would impact employment eligibility. The offenses range from assault to child sexual abuse. "Indicated findings" by Child Protective Services (CPS) means there is "credible evidence which has not been satisfactorily refuted" that child abuse or neglect occurred, but this is not equivalent to being convicted of a crime, according to Maryland regulations and the Montgomery County inspector general’s office.

If current employees are found with one of the criminal offenses, due process and disciplinary proceedings must be followed, according to MCPS staff. If there are "indicated findings" on the CPS checks, the findings are sent to the MCPS Department of Compliance and Investigations for review.

01/07/2026

Changes in Philadelphia
Philadelphia has amended its Fair Criminal Record Screening Standards Ordinance, commonly known as the Ban-the-Box law. These updates significantly expand who is covered, clarify how criminal history may be considered, and strengthen notice and enforcement requirements. The changes go into effect January 6, 2026, and employers with operations in Philadelphia should review hiring and screening practices to ensure compliance.

Key Changes to Be Aware Of
Expanded Coverage: The law now applies broadly to employees, independent contractors, temporary workers, gig workers, and rideshare drivers.
Post-Offer Rule: Criminal history inquiries may be made only after a conditional offer of employment, promotion, or rehire.
Time-Based Limits:
Felonies may be considered if they occurred within the past 7 years
Misdemeanors may be considered if within the past 4 years
Summary offenses may not be considered
No Sealed or Expunged Records: If records appear in a background report, applicants must be provided the opportunity to show proof of sealing or expungement.
Individualized Assessment Required: Employment decisions cannot be based on blanket exclusions. Employers must evaluate factors such as the offense, job duties, rehabilitation, and work history.
Stronger Retaliation Protections: Adverse actions taken within 90 days of a protected activity may be presumed retaliatory.
Enhanced Enforcement & Penalties: The Philadelphia Commission on Human Relations (PCHR) will h

01/02/2026

Happy New Year! Are you confident your Pre-Hire Screening Program can meet the evolving challenges of 2026? With the new year on the horizon, it’s the perfect moment to evaluate your protocols and ensure comprehensive protection for your workforce, clientele, and reputation. Focus on these vital components:

1️⃣ Written Consent – Always request clear, written consent from applicants prior to screening. Outline what will be reviewed and the intended use of information—building trust and staying compliant with privacy laws.

2️⃣ Compliance & Training – Assign screenings only to trained professionals using approved methods. Keep current on FCRA, GDPR, and all applicable legal requirements to protect both your company and candidates.

3️⃣ Job-Relevant Focus – Filter out personal or protected information, focusing strictly on factors impacting job performance and safety.

4️⃣ Secure, Automated Tools – Choose modern, secure tools that highlight relevant issues, respect privacy, and ensure you follow best practices.

5️⃣ Shield your organization from future risks with a robust, ethical screening process. Let EnCompass Background Screening Solutions be your partner in hiring wisely and responsibly for 2026 and beyond.

Happy New Year! From The EnCompass Background Screening Solutions TEAM!
Your Disabled Navy Veteran Owned, Screening, Assessment & Skills Testing Partner.

Let us know how we can help you and your company.
📞 +1 719 377 7589
✉️ solutions@encompass.com
🌐 www.encompass

12/31/2025

Stepping into 2025, all of us at EnCompass Background Screening Solutions want to extend our heartfelt appreciation to those who make our journey meaningful—our hardworking team, cherished clients, reliable partners, and the entire EnCompass community.

Your steadfast trust inspires us to continue delivering honest advice and dependable service, supporting you in making hiring decisions that keep your business and your people safe.

Here’s to strengthening partnerships, growing together, and enjoying the peace of mind that comes with building successful, protected teams.

May the New Year bring you happiness, health, and prosperity!

Ready to build a safer, stronger workforce? Contact EnCompass today to discover how we can help you safeguard your business in 2025.

12/29/2025

🧬 Discover the Power of the Big Five (OCEAN) Personality Assessment
A Scientific Solution for Confident Hiring

Great hires go beyond the résumé—they’re about finding people who truly fit your team’s rhythm and values. EnCompass Background Screening Solutions includes the Big Five Personality Assessment in our pre-hire package, giving you actionable insights into every candidate’s potential and fit.

🧠 What Is the Big Five (OCEAN) Assessment?
The Big Five measures five core personality traits, each linked to workplace behaviors that matter:

🔹 **Openness to Experience**
Creative, adaptable, quick to embrace new ideas
vs.
Methodical, grounded, prefers established routines

🔹 **Conscientiousness**
Systematic, reliable, detail-focused
vs.
Flexible, easy-going, may need structured guidance

🔹 **Extraversion**
Dynamic, sociable, flourishes in group settings
vs.
Quiet, reflective, excels in focused roles

🔹 **Agreeableness**
Trustworthy, team-oriented, supportive
vs.
Straight-shooting, independent, critical thinker

🔹 **Neuroticism**
Gauges emotional steadiness and stress management
High = May need encouragement during high-pressure periods
Low = Unshakable, resilient

🔍 **How the Big Five Strengthens Your Hiring**
✅ Place candidates in roles where they’ll excel
✅ Minimize risk of turnover with better alignment
✅ Foster stronger, more harmonious teams
✅ Tailor onboarding to each individual’s strengths

🛠️ **Get the Full Picture**
The Big Five is part of a robust screening

12/25/2025

HAPPY HOLIDAYS!

Season’s Greetings from all of us at EnCompass Background Screening Solutions! To every business, non-profit organization, property manager, landlord, and professional we’re fortunate to meet, partner with, learn from —Merry Christmas and Happy Holidays.

We deeply appreciate your trust in us to help you foster safe, ethical workplaces and vibrant communities. Your commitment motivates our work every single day.

May your holiday season be filled with joy and tranquility, and may the New Year bring prosperity and success

12/22/2025

🧭 Unlock Better Hiring with the DiSC Assessment

Confident hiring starts with understanding your candidates beyond the resume.

Every new hire doesn’t just fill a gap—they influence your culture, your team’s synergy, and your organization’s future growth. That’s why so many hiring leaders are embracing the DiSC Assessment as a strategic tool in the recruitment process.

At EnCompass Background Screening Solutions, DiSC is a core part of our pre-hire toolkit. We help you learn how candidates think, communicate, and lead, so you can make truly informed decisions.

🧠 What Is DiSC?
The DiSC Assessment is a science-backed personality tool that reveals how individuals respond to challenges, collaborate, and tackle work tasks. It highlights four core work styles:

🔵 D – Dominance: Driven to achieve, assertive, likes to take the lead
🟢 I – Influence: Sociable, enthusiastic, motivates others
🟡 S – Steadiness: Dependable, patient, values teamwork
🔴 C – Conscientiousness: Precise, analytical, high attention to detail

Everyone brings a unique mix, helping you see the bigger picture of team fit.

📈 How DiSC Enhances Your Hiring:
✅ Assess Culture Match: Find out how each candidate might thrive within your unique environment—whether it’s fast-moving, highly collaborative, or structured.
✅ Match Roles to Strengths: Align natural tendencies to job requirements—D for leadership, S for service, C for compliance, I for sales.
✅ Foster Team Cohesion: Predict interaction styles

12/19/2025

🟨 Minnesota Broadens Ban-the-Box Law—Here’s What Leaders Need to Know

The Ban-the-Box regulation in Minnesota has been expanded to cover all private employers with 10+ employees. Asking candidates about criminal records is now only allowed after a conditional job offer (unless otherwise legally required). This impacts your company’s entire hiring process.

Prevent expensive errors and legal setbacks—protect your workforce and your reputation with our expert guidance.

Please contact us here at EnCompass should you have questions! EnCompass Your Disabled Navy Veteran Screening Partner!

📞 +1 (719) 377-7589 | solutions@encompass.com
Learn more: www.encompass411.com

EnCompass background screening solutions in Lexington, KY is an FCRA Compliant company that gives quick and accurate data for background check and tenant screening services.