About Us

Pre-Employment Profiles, Inc. is the premiere provider of pre-employment screenings and executive level background investigations to California employers. As members of the National Association of Professional Background Screeners (NAPBS) we are committed to exacting standards, ethical practices and compliance with all federal and state regulations. As leading edge professionals in the background screening industry it is our mission to protect the integrity of your business, while guarding the rights of applicants. We are not a "one size fits all" service provider. Call us today and discover how we can provide you with the information necessary to always 'HIRE INFORMED!'
San Luis Obispo Court Fee Schedule Challenge Update

Posted in: Blog, Legislation, Uncategorized by parkerpi on January 15, 2015 | No Comments

This firm partnered with other members of the California Association of Licensed Investigators in a challenge to the July 2014 decision by the San Luis Obispo (SLO) Court to begin charging the public $15 for each ten minute time increment while performing basic records research requests submitted by members of the public.  This firm, after meeting with the California Office of Legislative Counsel,  submitted the formal challenge directly through the office of California 35th District Assembly Member Katcho Achadjian.

On January 5, 2015, we were notified by Assembly Member Achadjian’s office that “After months of research and discussion, Legislative Counsel has issued an opinion which states that the new fee structure put forth by San Luis Obispo Superior Court is not authorized by law.”

While we fully expect that there may be future challenges and appeals to this ruling, at this time we are pleased to have been a part of the process of protecting the rights of citizens and businesses operating within the state of California.



Posted in: Blog, Legislation, Uncategorized by parkerpi on August 5, 2014 | No Comments

August 05, 2014 Guest Contributor: Katy Raytis, Employment Law Attorney, Belden, Blaine & Raytis, LLP
The recent “ban the box” movement is a national civil rights push that aims at assisting those with criminal backgrounds to find new employment. The concept is to preclude a prospective employer from having a question on a job application which asks if the individual to check the “box” if he or she has ever been convicted of a crime. This new legislative push should not be that surprising, given that recent studies estimate that approximately 1 in 4 American adults have a criminal conviction in their past.
For some employers, the question of whether or not to “ban the box” on employment applications has been answered for them, in the form of a legislative mandate. In California, for example, as of July 1, 2014, state and local government employers may no longer ask for criminal record information on job applications. Likewise, a recent ordinance in San Francisco prohibits private employers with more than 20 employees from asking about criminal history in the job application. Other states have enacted similar legislation. To date, twelve states have passed some form of “ban the box” law and many others have proposals in the works.
For employers who are not yet legally bound to remove the criminal history inquiry from job applications, the question remains as to whether this might be an advisable practice, even if it is not yet legally required.
For those with multi-state operations, a standard job application that is used nationwide may prove problematic, unless the criminal background question is removed. This is because the various state “ban the box” laws each have their own disclaimers and restrictions. Importantly, an illegal job application makes the employer an easy class action target, so multi-state employers must ensure that they are in compliance with each of the various iterations of the ban the box laws. As a practical matter, simply removing the criminal history question may prove far simpler than trying to wade through the various distinctions that exist from state-to-state.
Removing the criminal history question may also be advisable for employers even if they do not have multi-state operations. Recent guidance from the EEOC emphasizes the fact that the use of criminal history to exclude applicants may result in disparate impact discrimination against minorities. Since that guidance was issued in 2012, the EEOC has filed suit against various employers around the country alleging that the use of criminal background information to exclude applicants resulted in illegal discrimination under Title VII. Given these recent developments, coupled with the fact that the EEOC has announced that disparate impact discrimination remains a top priority, employers who remove the criminal history question from the job application may lessen their chances of ending up in the EEOC crosshairs.
California employers may also be motivated to revise job applications such that they no longer request criminal background information considering the fact that ban the box legislation will likely apply to private employers in the not-so-distant future. In California, this trend has gained increased momentum (as is often the case with employee-friendly legislation) and it is expected that additional legislation will follow in the wake of San Francisco’s recently enacted ordinance.
Of course, proponents of the legislation would also tell you that you should remove the criminal history inquiry from the applications because it will broaden the applicant pool and may result in improved hiring practices.
If it sounds like private employers should “ban the box” themselves, you may want to consider the counter arguments. As with all legal issues, there is, of course, another side to this story.
Including a criminal background inquiry on the job application can be extremely useful for both the employer and the employee. The criminal history question allows the candidate an opportunity to provide the employer with important, relevant information, and perhaps to offer an explanation or other mitigating information related to the conviction. In addition, because there is no protection allowing applicants to provide false information on a job application, if an applicant is dishonest with respect to their criminal background, the employer will have legitimate grounds for termination when that falsification is discovered. This can be critical, particularly in cases where an employee later claims wrongful termination.
It is also worth noting that employers may actually invite increased scrutiny if they remove the question from the application. An applicant who has his or her hopes up about a job, but is then turned away after a criminal background check, may be more likely to question and complain about the use of criminal background information in the hiring process. And increased scrutiny leads to one thing…increased lawsuits.
As it turns out, there is no easy answer to the question of whether you should remove the criminal history question from your current job application. Regardless of how you opt to proceed, it is essential that employers clearly understand that a blanket prohibition on hiring candidates with criminal convictions is not advisable. Instead, an individualized inquiry focused on the nature of the conviction as compared to the nature of the job is required. When in doubt, seek legal advice. Remember, consulting with an attorney is always cheaper than defending a lawsuit.

San Luis Obispo County Court Update

Posted in: Uncategorized by parkerpi on July 10, 2014 | No Comments

Effective July 7, 2014, the CEO of the San Luis Obispo County Courts has instituted a policy of requiring a fee of $15.00 for every ten (10) minute increment of time that a court clerk is involved in researching a name to determine whether or not criminal records exist for that individual.

The financial impact upon employers who are requesting pre-employment screening of prospective employees is significant.  It appears that the primary focus of this new policy is to thwart the efforts of court researchers who are tasked with reviewing case files to verify that a “hit” is actually the applicant, and then to determine the facts of the case which will allow a determination to be made as to whether or not the matter is reportable to the potential employer, and whether or not the information shoould be used in the hiring process.

For those of us engaged in the daily screening of job applicants this onerous fee schedule will further erode our ability to promptly screen and clear qualified job applicants.  The unintended consequence is an unnecessary delay in California jobs recovery and a disparate impact upon potential employees who have lived, worked, or gone to school in San Luis Obispo County, where many of the brightest engineers are educated at the California Polytechnic University, commonly known as CAL-POLY SLO.

Mortgage Fraud Continues to Rage…

Posted in: Uncategorized by parkerpi on December 2, 2009 | No Comments

The new predators have come with the proliferation of “loan modification” companies. They seem to spring up overnight…scam artists who pledge to get a mortgage loan modified. But first…the borrower, already in dire financial straits, must send anywhere from $800-$3,000 in “upfront fees”…most of which do not result in any action whatsoever that will benefit the already strapped borrower. This year the FBI expects to track “at least” 174,000 reports of suspicious activity in mortgage related fraud cases. This is a 276 percent increase over 2008.

Many of the fraudsters are former mortgage brokers, real estate agents, and pushy telemarketers. If you, or anyone that you know are considering falling prey to a “loan modification” plan that is not directly associated with the company holding the mortgage…i.e., your lender, should immediately begin a due diligence investigation of those folks who are requesting that they send money.

New Website Launch

Posted in: Blog, Uncategorized by admin on July 22, 2009 | No Comments

Parker & Associates, Professional Investigations is pleased to announce the launch of their new website. The website now makes it easier to request services and download forms.