At Atlantic Employee Screening, we know that great hiring decisions start with reliable information and seamless processes. That is why we created this quarterly newsletter to keep you informed, prepared, and confident in every step of your background screening program.

Inside, you will find helpful updates on our services, technology integrations, and compliance insights, along with practical tips to streamline your workflows and enhance efficiency.

Whether you are managing large scale onboarding or handling sensitive verifications, this newsletter is designed to support your team and deliver value where it matters most.

We welcome your feedback and topic suggestions as we continue to evolve this resource to meet your needs.

As we step into the second half of 2025, I want to take a moment to thank you for choosing Atlantic Employee Screening as your trusted partner. Your confidence in our team is what motivates us to keep raising the bar, ensuring you have the tools, technology, and support needed to build safe, compliant, and efficient hiring programs. 

Whether you have been with us for years or recently came on board, we are honored to play a role in helping you make informed hiring decisions that strengthen your organization. 

In this issue, we are sharing updates designed to help you stay ahead, including a new integration with Paylocity, fresh compliance and risk insights, practical process tips, and helpful reminders to keep things running smoothly. 

We hope you find this information useful, and we would love to hear what topics you would like to see in future editions. Thank you again for the opportunity to support your team every hire, every step of the way.

New features, faster processes, smarter tools—see what we’ve rolled out to make your background screening experience even better.

To better support you, we established a Customer Care team with a dedicated email for faster support:  customercare@atlanticscreening.com.

Additionally, our processing and LiveChat hours have been extended to 7:00 AM to 5:00 PM EST, Monday through Friday.

We’ve refined our approach to employment verifications to align with industry best practices and deliver more complete, timely reports. While we will continue to honor candidates' requests not to contact their current employer, we will now verify previous employment even when the candidate selects the "do not contact" option. This change improves accuracy and turnaround time while still respecting a candidate’s intent to protect their current employment. We encourage you to communicate this policy to your candidates during the application process to ensure transparency and set clear expectations. 

These updates are part of our ongoing commitment to delivering dependable service and results you can trust

Discover how our latest HR tech integration can save you time, reduce errors, and simplify your onboarding workflow.

We’re excited to announce our new integration with Paylocity, designed to streamline your hiring process and reduce administrative steps. 

With this integration, your team can initiate a background check directly from the candidate’s profile within the Recruiting Module. The system will automatically collect required information and authorization, keeping everything in one place. 

Throughout the process, real-time updates are displayed in Paylocity—allowing you to easily track the progress of each section of the background check. At a glance, you can see what’s pending and what’s completed, broken down by product. 

When the report is ready, simply click a button to view it within Paylocity and move forward with your onboarding workflow without delay. 

If you’re a Paylocity Recruiting Module user and would like to activate this integration, you can find the link on your Paylocity home page or click the button below to submit your request. 

Stay one step ahead of evolving laws and regulations with easy-to-digest updates that help you protect your team and stay compliant.

Effective August 1, 2025, this new ordinance prohibits employers from taking adverse action based solely on a candidate’s criminal history—unless it can be clearly demonstrated that the offense is reasonably related to the duties of the position. Employers must now conduct an individualized assessment before making a decision. This reinforces the importance of considering context, job relevance, and consistency in your screening policies. Read more about the city ordinance here:  Minneapolis Anti-Deisrimation Law Revised

Originally enacted in 2018, Washington’s amended Fair Chance Act further restricts when and how employers can consider criminal history. These changes apply to employers with 15 or more employees on July 1, 2026, and all other employers on January 1, 2027. Read more about the amended law here: Washington’s Fair Chance Act: What Employers Need to Know

Now is a great time to review your internal screening practices to ensure they align with changing regulations—especially if you operate in multiple states. Our team is here to support you with guidance and help you implement compliant, fair, and effective policies.

A common compliance oversight in the background screening process is failing to send the final adverse action notice within the appropriate timeframe. This step is critical to maintaining compliance with the Fair Credit Reporting Act (FCRA) and protecting your organization from risk. 

To help with this, we offer an optional reminder feature that can alert your team to send the final adverse letter based on your organization’s policy. This small automation can go a long way in keeping your process compliant and consistent. 

If you would like this reminder enabled for your account, simply reach out to Customer Care at customercare@atlanticscreening.com and we will get it set up for you. 

Before rejecting a candidate based on background check results, employers are legally required to follow the adverse action process outlined in the FCRA. 

This includes two key steps: 

1. Pre-Adverse Action Notice – Notify the candidate in writing of the potential decision, include a copy of the background check report and Summary of Rights under the FCRA, and allow the candidate an opportunity to respond. 

2. Final Adverse Action Notice – After a reasonable waiting period, send the final notice if the decision is made to not hire. 

Note that some jurisdictions impose additional requirements, such as an individualized assessment, specific disclosures, or defined waiting periods between the two steps. 

Even if the decision feels straightforward, skipping or rushing this process can expose your organization to legal risk. Taking the time to follow the proper steps not only ensures compliance—it demonstrates fairness and transparency in your hiring practices. 

Catch us live! See where the Atlantic team is heading next and find out how to get the VIP treatment if you’ll be attending too.

The Atlantic Employee Screening team will be attending the following upcoming events, and we would love to connect with you! 

We will have our interactive displays set up at both expos, along with some great giveaways. If you plan to attend, let us know—so we can invite you to our VIP experience and connect in person. 

We look forward to seeing you there! 

We’re always looking to provide content that’s timely, helpful, and relevant to your needs. If there are specific topics, challenges, or insights you’d like us to cover in upcoming newsletters, let us know!  Your input helps us better support you and your team—thank you for being part of the Atlantic Employee Screening community!