"The First Choice in Credit & Screening"



12. January 2017 00:01
by mthomas
0 Comments

New Soft Credit Report Service!

12. January 2017 00:01 by mthomas | 0 Comments

SoftPreQual by CIC Credit
Prequalified Borrowers – No Disclosures


Get ready for SoftPreQual, the newest consumer lending offering from CIC Credit. SoftPreQual is a
prequalification tool to turn customers into borrowers faster! SoftPreQual helps you qualify more
consumers with soft inquiry credit reports and without the need for disclosures. SoftPreQual is an
easy software application for you to put on your website.

As a prequalification tool, SoftPreQual only requires name and address, so it moves consumers
quickly through the process. It is designed to target the millennial generation who does a majority of
their research and work online instead of face-to-face, the goal of which is to then feed
instantly-prequalified consumers into full loan applications.

Key Points:


  •  SoftPreQual reduces cost and brings lenders more qualified leads
  •  SoftPreQual reduces application fallout rate
  •  SoftPreQual doesn’t impact Borrower score because it uses a soft inquiry
  •  SoftPreQual requires no firm offer of credit
  •  SoftPreQual does not require declination letters or risk-based pricing notices

 Technical Description and Product Features


SoftPreQual is a simple-to-use, smart web page that lenders place on their website to turn
consumers into borrowers. When used by consumers, it orders and delivers a single-bureau
ExperianTM credit report. It posts a soft inquiry to the bureau, so the consumer score will not be
impacted. The returned credit report cannot be used as an application for credit, meaning that you
will need to order a full hard-inquiry report when the borrower is ready to fill out a full loan
application.

The benefit is that the disclosures that you normally would need to deliver (Risk-Based Pricing
notice, Declination letter) are not required. SoftPreQual saves you the time and hassle of not having
to disclose an offer of credit when the borrower doesn’t prequalify.

  • The SoftPreQual report is only a pre-qualifying report and is not meant to be used for firm offers of credit.
  • SoftPreQual posts to ExperianTM as a soft inquiry.
  • SoftPreQual is fully private label friendly: Your brand, your name, nothing else.
  • If you have existing bureau codes, you can use your own codes, or use our solution.

Turn Consumers into Borrowers Instantly with Names Texted to Your Device


When consumers use SoftPreQual, loan officers instantly receive a text message, letting them know
that they have a lead to reach out to. Loan Officers know the borrower name, address, email and
phone number immediately. In this high-touch world of text messaging, nothing shows millennial
borrowers quality service like instant responses.

SoftPreQual can be fully private labeled with your brand, and your loan officers can create individual
pages too.

SoftPreQual Management Console


You have access to a fully-equipped management console to set up and configure the criteria exactly
how you want. The SoftPreQual management console allows you to give authorized users in your
office access to SoftPreQual. You can configure your own borrower-facing pages with custom
products, automated decision, borrower messaging, and more.

Private Branded Web Links


SoftPreQual delivers customized web links to you per user, allowing loan officers to present products
and services directly to borrowers. Loan Officers can promote their sales efforts further by putting the links to
their SoftPreQual page on local business websites such as car dealerships, home improvement
centers, realtors, and more.

Ask your CIC account executive to be setup today!
615-386-2282 or sales@ciccredit.com 

9. November 2016 21:11
by mthomas
0 Comments

Fannie Mae™ Day 1 Certainty™ - CIC has the products you need now!

9. November 2016 21:11 by mthomas | 0 Comments

On October 24, 2016, Fannie Mae™ announced Day 1 Certainty Initiative offering income, assets, and employment validation services to lenders through its DU system. One of the key factors of interest is Fannie Mae™ will provide relief from reps & warrants. CIC Credit is a proud reseller of AccountChek™ powered by Formfree and of The Work Number™ powered by Equifax®. CIC is also working diligently to become a provider in the program for our TaxReturnVerifications.com 4506-T IRS transcript services. Please contact your CIC Credit account representative or call 800-352-5882 to learn how to use your existing provider with the new Fannie Mae™ program.

20. August 2016 02:08
by mthomas
0 Comments

Temporary SSA-89 agent name change

20. August 2016 02:08 by mthomas | 0 Comments

Starting Saturday, August 27th, 2016 you must use a new temporary agent name on your form SSA-89.

 Old agent name:

 Martin Information & Investigations LLC dba USinfosearch.com;

5330 East Main Street Ste# 101b Columbus, OH 43213

 

TEMPORARY AGENT NAME, STARTING AUG 27, 2016:


Computer Information Development, 713 W Duarte Rd #106, Arcadia, CA 91007

 This change is temporary, as our volume will exceed Martin's allotment of SSN verifications provided by the SSA under their CBSV program and they are unable to provide Martin with more until October 1, 2016. We fully appreciate this type of change can be disruptive to your business, but we have exhausted all options to convince the SSA to allow Martin more SSN verifications before October 1. This issue is a one-time problem as our allotment going forward has greatly increased.

 

Starting on August 27th if your form SSA-89 shows the agent name Martin Information & Investigations, we will reply with an error message requiring you to submit a new form with the agent name Computer Information Development, before we can process your order.


Please do not use the temporary agent name before August 27th or after September 30th.

 

The return time of your form SSA-89 orders may be a little longer, but we will strive to continue to return your SSN verifications as soon as they are available. Thank you for your continued business, and again, we apologize for the inconvenience.

 For further information, please contact your CIC account executive.

TEMP FORM DOWNLOAD CLICK HERE

19. August 2016 08:08
by mthomas
0 Comments

MLA - Military Lending Act Solutions

19. August 2016 08:08 by mthomas | 0 Comments


Time to brush off those compliance plans and ensure you are prepared for the new regulations, specifically surrounding the Military Lending Act (MLA).

 

Last July, the Department of Defense (DOD) published a Final Rule to amend its regulation implementing the Military Lending Act, significantly expanding the scope of the existing protections. The new, beefed-up version encompasses new types of creditors and credit products, including credit cards. While the DOD was responsible for implementing the rule, enforcement will be led by the Consumer Financial Protection Bureau (CFPB).

 

The new rule took effect on October 1, 2015, and compliance is required by October 3, 2016. Compliance, however, with the rules for credit cards is delayed until October 3, 2017.

 

While there is no formal guidance yet on what federal regulators will look for in reviewing MLA compliance, there are some insights on the law and what’s coming.

 

Why was MLA enacted?

 

It was created to provide service members and their dependents with specific protections. As initially implemented in 2007, the law:

 

  • Limited the APR (including fees) for covered products to 36 percent;
  • Required military-specific disclosures, and;
  • Prohibited creditors from requiring a service member to submit to arbitration in the event of a dispute.
  • It initially applied to three narrowly-defined “consumer credit” products:

 

Closed-end payday loans;

Closed-end auto title loans; and

Closed-end tax refund anticipation loans.

What are the latest regulations being applied to the original MLA implemented in 2007?

 

The new rule expands the definition of “consumer credit” covered by the regulation to more closely align with the definition of credit in the Truth in Lending Act and Regulation Z. This means MLA now covers a wide range of credit transactions, but it does not apply to residential mortgages and credit secured by personal property, such as vehicle purchase loans.

 

One of the most significant changes is the addition of fees paid “for a credit-related ancillary product sold in connection with the credit transaction.”  Although the MAPR limit is 36 percent, ancillary product fees can add up and — especially for accounts that carry a low balance — can quickly exceed the MAPR limit.

 

The final rule also includes a “safe harbor” from liability for lenders who verify the MLA status of a consumer.

 

Under the new DOD rule, lenders will have to check each credit applicant to confirm that they are not a service member, spouse, or the dependent of a service member, through a nationwide CRA or the DOD’s database, known as the DMDC.

 

If you have inquiries about the new Military Lending Act regulations, feel free to email sales@ciccredit.com or contact your CIC CREDIT Account Executive directly.

18. August 2016 09:08
by mthomas
0 Comments

SCREENING NEWSLETTER V08172016

18. August 2016 09:08 by mthomas | 0 Comments

 

Your CIC Screening News & Updates

 

This month, we're bringing you updates, featured products and more!

 

 

Featured Products



County Court Criminal Record Search

 

County Court Criminal Record Search is a search of felony and misdemeanor county court criminal records located at the county seat or central county courthouse, and are available from county courts in over 3100 counties nationwide.

 

CIC Credit offers and recommends that a County Court Criminal Record Search to be order with a National Criminal Rapsheet Search. Turnaround times vary from 2-5 days.

 

 

Updates



Join Us! 

 

CIC Credit will be attending the THCA/THCAL Convention and Trade Show on 8/28-8/31 in Knoxville, TN. 

 

We will be hosting a compliance breakout session on Monday, 8/29 from 5:15pm-6:00pm

 

 

        Compliance Watch

 

N.Y. - Albany County Legislators Join "Ban The Box" Movement

 

Excerpted from wamc.com, by Dave Lucas

 

Do you have a criminal record? That can be a daunting question for a job seeker. Some Albany County legislators are taking steps to eliminate that query from county job application forms. Discriminating against an individual because of a criminal history is illegal, but it remains a stigma when an employer is considering making a hire.  

 

"The Center For Law and Justice did a survey several years ago, asked employers whether they would consider someone with a conviction record for employment, and 70 percent of them said 'no.' What we really have to do is find some way of allowing people with conviction records to be considered for jobs on the same basis as other people." 

 

Executive Director of the Center for Law and Justice Alice Green says "The Albany County Fair Chance Act" is a beginning step.  According to the National Employment Law Project, there are an estimated 70 million U.S. adults with arrests or convictions, many of whom are turned away from jobs despite their skills and qualifications.

 

Most States Require Criminal Background Checks on Doctors - Colorado Doesn't

 

Excerpted from denverpost.com, by Christopher N. Osher

 

Colorado relies on self-disclosure when making sure doctors do not have past criminal convictions that would flag them as potentially unfit to provide care.

 

It's a level of trust that puts Colorado increasingly out of step with other states. As of 2014, 45 state medical boards required criminal background checks to license a doctor.

 

The Denver Post previously took a look at the issue of criminal checks for nurse licensing in Colorado. That review found that the state's loose screening of applicants allowed nurses with criminal convictions for sexual offenses, drug offenses and crimes of violence to escape detection, sometimes for years.

 

For the full article, click here

 


Meeting EEOC Guidelines with Criminal Matrix 

 

The EEOC has recently stepped up enforcement against employers that use criminal background-screening procedures, though with mixed success.

 

In June 2013, the EEOC brought suit against Dollar General and BMW, alleging that the employers' use of criminal-background checks in the hiring process without individualized assessments violated Title VII of the Civil Rights Act of 1964. "These two pending class-action lawsuits demonstrate that the EEOC is aggressively pursuing enforcement of the individualized assessment requirement. For employers, cases like these are all the more reason to stay on top of this issue.

 

Nine out of 10 employers run criminal background screens on applicants as part of the hiring process, according to research from the Society for Human Resource Management. And the number of Americans who have a criminal history on file-about 30 percent, or 92 million people, according to the Bureau of Justice Statistics-has increased exponentially in recent years.

 

So what happens when a job candidate's background check reveals a criminal record?

Experts advise employers to stay current with the state and federal regulations that govern the use of criminal records in background screening; use a hiring matrix to make consistent decisions; assess applicants individually; and stay in legal compliance by understanding the adverse action and record dispute processes.

"If your candidate has a criminal background, the first step is to educate yourself on the top legal issues," said  president of compliance and general counsel at background screening firm. Your focus should be on compliance with the Fair Credit Reporting Act (FCRA) and anti-discrimination laws.

 

"It is imperative that employers are familiar with their obligations under the FCRA," said Seyfarth Shaw attorney and nationally recognized background screening expert Pamela Q. Devata. Employers that obtain an applicant's criminal history information from consumer reporting agencies must follow the FCRA. "The majority of FCRA lawsuits allege either a violation of the consent requirement that an employer uses to procure the report; or when the two-step adverse action procedures are not adhered to," she said.

And, although federal law does not explicitly protect applicants from discrimination based on their criminal records, it does protect against discrimination based on race and ethnicity.

 

The Equal Employment Opportunity Commission (EEOC) published updated guidance on employers' use of criminal background checks in April 2012 to address its concern that criminal background checks have an unintended discriminatory impact on particular minority groups. "When a background check reveals that a candidate has a record, employers should review the EEOC guidance to ensure that the nature and gravity of the offense are taken into account along with the time that has passed since the conviction and the nature of the job held or sought,"

 

In addition, some 11 states and 60 municipalities have enacted ban-the-box ordinances prohibiting employers from asking about arrest records at the time of application, according to the National Employment Law Project. These measures mostly apply to public employers, however, four states (Hawaii, Massachusetts, Minnesota and Rhode Island) and a growing number of local governments have passed ban-the-box laws that apply to private employers also.

 

While none of these measures prohibits checking for criminal records entirely, the laws vary as to when employers can ask about criminal history. The range includes employers being permitted to ask about criminal history any time after the initial application (Massachusetts), after the applicant has been selected for an interview (Minnesota), or only after a conditional offer of employment has been made (Hawaii).

Furthermore, what employers can ask applicants varies by state. Some laws explicitly prevent employers from asking about non-conviction arrests or expunged records at any time during the hiring process. In some states, certain industries or positions are exempt (such as positions in child care, health care, and financial institutions).

 

Using a Hiring Matrix

Employers have the option of creating a hiring matrix specific to their workplace, which can help determine which criminal convictions the company considers relevant. The guidelines are applied consistently and create a clear standard against which every applicant is measured.

 

"There is no set formula for creating a hiring matrix. As a rule of thumb, qualifications based on criminal history should be position-specific, and should not include blanket policies. For example, positions involving driving might take applicants' DUI convictions into account. Theft convictions may be considered for jobs involving access to money, and violent crimes for jobs involving access to vulnerable populations.

Whatever the format, the hiring matrix can be a useful tool to avoid any unintended bias, ensure that hiring managers are held to a consistent standard, and to document that a criminal background screening policy is job-related and being applied in a nondiscriminatory way," Preston said.

 

Individualized Assessments

The 2012 EEOC guidance on the use of criminal records created a de facto new requirement, according to experts: the individualized assessment.

 

"Their [the EEOC] position is that the guidance is not new, but rather intended to be a more-useful iteration of what's always existed. But that phrase did not exist," remarked Melissa Sorenson, executive director of the National Association of Professional Background Screeners. In order to prevent the potentially discriminatory impact of criminal records on the hiring process, employers are instructed to inform applicants through writing, by telephone, or in person that they may be excluded because of past criminal conduct, and provide them with an opportunity to demonstrate that the exclusion does not properly apply to them. Some employers have been doing something which looks like the EEOC's individualized assessment for years, but now it is guidance, Sorenson said.

 

According to the agency, some factors to consider when conducting an individualized assessment include:

  • Additional facts or circumstances surrounding the offense.
  • Age at the time of the offense or the time of release.
  • Evidence that the individual performed the same type of work post-conviction with no known incidents of criminal conduct.
  • Employment history before and after the offense.
  • Rehabilitation efforts.
  • Employment or character references along with any other information regarding fitness for the particular position.

There appears to be some room for interpretation on what employers' policies and processes look like for individualized assessments, said Sorenson. "Many employers have noted that they have had to either tweak existing processes, or create whole new processes that met what we're all now calling individualized assessments," she said.

Employers would be wise to include in their background screening policies consideration of the Green factors, said Devata, referring to the three components identified by the Eighth Circuit in the 1975 Green v. Missouri Pacific Railroad decision that were relevant to assessing whether a criminal record exclusion is job related for the position in question and consistent with business necessity. The three factors to consider are:

  • The nature and gravity of the offense.
  • The time that has passed since the offense and/or completion of the sentence.
  • The nature of the job held or sought.

Another challenge for employers is when the EEOC's guidance conflicts with state law, placing businesses and background screeners in the difficult position of inviting an EEOC investigation simply by complying with state laws that limit who can be hired for certain positions.

 

"For example, when an employer is prohibited from hiring or licensing someone for a certain conviction, but feel that they have to conduct an individualized assessment, with the knowledge that they can't hire that person," said Sorenson. The EEOC is aware of the issue, she added, "but have not directly responded to it." Complying with state law is certainly something an employer should present as part of their defense if it finds itself in an EEOC investigation, she said.

 

To learn more, click here

 

 

     See Us At:

  • Tennessee Healthcare Assoc Conference - August 28th in Knoxville, TN
  • Washington State Healthcare Human Resource Assoc - September, 14th - 16th in Stevenson, WA

 

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 CIC Credit | 800-352-5882 | screening@ciccredit.com | www.ciccredit.com