Phone: +1-833-814-3833
Sentry Security Agency of St. Louis is proud to announce its WBE Certification.
The St. Louis Airport Authority (SLAA) has declared Sentry Security Agency of St. Louis as a certified Women Business Enterprise (WBE) Company. John and Catherine Mueller, owners of Sentry Security Agency of St. Louis, completed the application and process required to become WBE certified.
Sentry Security Agency of St. Louis has provided Security Guard and Patrol Services for over 50+ years in the greater St. Louis and surrounding areas. The company also began performing corporate employment background screening for many major company's
including World Wide Technology, Schnucks, and Steris Corporation.
John Mueller has been with Sentry for 30+ years whereas his wife, Catherine, began taking a much more active role over the past 10 years. Her responsibilities include articulating the mission/purpose of the business; determining its managerial and reporting structure; as well as continuing to manage the financial accountability of the company. Catherine holds a Bachelors’ degree in Business Administration from the University of Missouri - St. Louis with an emphasis in IT.
Becoming WBE Certified marks a significant milestone for Sentry Security Agency of St. Louis as it continues to expand its footprint and enhance its service offerings in the St. Louis region. The company aims to leverage cutting-edge technology and best practices to provide top-tier security solutions to its clients. “I am excited to accept the WBE certification for Sentry Security Agency and lead us into its next phase of growth,” said Cathy, "At this point, we have empowered a new, almost 85%, all women management team to bring Sentry Security to new heights".
Sentry Security Agency of St. Louis is a premier provider of security solutions, dedicated to safeguarding businesses, communities, and individuals.
On March 10, 2014, the Federal Trade Commission ("FTC") and the Equal Employment Opportunity Commission ("EEOC") jointly issued two short guides on the use of background checks in hiring and personnel
decisions. Generally speaking, these guides do not break new ground, but serve more as reminders to employers of their existing obligations under federal law when inquiring into or otherwise considering an applicant's or employee's background information.
Within the last few years, both the EEOC and FTC have faced challenges to their traditional roles of monitoring employment-related background checks and enforcing applicable laws. Indeed, several months ago the EEOC waged an unsuccessful court challenge
to an employer's background check policy (EEOC v. Freeman, RWT 09cv2573, 2013 WL 4464553 (D. Md. Aug. 9, 2013)). Moreover, under the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, the
FTC has seen its rulemaking authority under FCRA shift to the new Consumer Financial Protection Bureau.
Nevertheless, these brochures indicate that the EEOC and FTC have a continued interest in policing employer background checks. Given this sustained scrutiny, employers should review the new guides and
make sure that their practices and policies are in compliance with federal law. Employers also should remember that there are a host of other state and local requirements that may be applicable to running a background check and taking an adverse action
based on the results.
http://www.proskauer.com/publications/client-alert/background-check-guidance-from-the-ftc-and-eeoc/
Complying with the Fair Credit Reporting Act, conducting credit background checks and running a criminal check to avoid negligent-hiring lawsuits. Employers and HR professionals should make it their policy never to hire a candidate without an employment background check. Your organization could be held liable for “negligent hiring” or “failure to warn” should an employee turn violent on the job.
When conducting a job background check,make sure you comply with the Fair Credit Reporting Act, which regulates not only credit background checks but also checking criminal records and driving records.
Employment Background Check Guidelines shows you how to properly conduct reference/background checks, select third-party background firms and why screening candidates online on social networking sites is legally risky business.
A joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission
When making personnel decisions — including hiring, retention, promotion, and reassignment — employers sometimes want to consider the backgrounds of applicants and employees. For example, some employers might try to find out about the person’s work history, education, criminal record, financial history, medical history, or use of social media. Except for certain restrictions related to medical and genetic information (see below), it’s not illegal for an employer to ask questions about an applicant’s or employee’s background, or to require a background check.
However, any time you use an applicant’s or employee’s background information to make an employment decision, regardless of how you got the information, you must comply with federal laws that protect applicants and employees from discrimination. That includes discrimination based on race, color, national origin, sex, or religion; disability; genetic information (including family medical history); and age (40 or older). These laws are enforced by the Equal Employment Opportunity Commission (EEOC).
In addition, when you run background checks through a company in the business of compiling background information, you must comply with the Fair Credit Reporting Act (FCRA). The Federal Trade Commission (FTC) enforces the FCRA. This publication explains how to comply with both the federal nondiscrimination laws and the FCRA. It’s also a good idea to review the laws of your state and municipality regarding background reports or information because some states and municipalities regulate the use of that information for employment purposes.
