This slideshow features 9 realities that we believe will strongly impact your role in the year ahead.

1. 9 Burning Issues
for HR in 2019
HIRING AND RETENTION

2. Hiring and retention are becoming
more complex and more critical.
$160,000
is the average cost for claims
that resulted in defense &
settlement payments in 2017.
The Department of Labor (DOL)
administers and enforces more than
180federal
laws.
U.S.-based companies have just over a
10% chance
of having an employment claim filed against them.
Hiscox 2017 report
It costs employers
33%of a worker’s annual salary
to hire a replacement.
Employee Benefit News
1 in 3will leave a job within 2 years.
WillisTowersWatson

3. In turn…The job of HR is complex and critical.
Here are 9 realities that will impact your role in the year ahead.

4. HR Takes its Place at
the Risk Table
“It’s no surprise that the biggest and most
successful companies in the world have
invited HR to sit at the table.”
Daniel Chait, CEO, Greenhouse
HR is now tasked with seeing both the likely shifts and risks in the
workforce and adapting company tactics to accommodate them.
1

5. The Gig Economy Continues it Rise
20 to 30 percent of the working-age population of the
United States and Europe—about 162 million people—
engages in independent work.
McKinsey Global Institute
2
By 2027, more than half of the U.S. workforce will
consist of contract workers.
Bureau of Labor Statistics
As a best practice, background screening should be an
ingrained part of the contract worker hiring process,
just as it is for traditional employees.

6. Workplace Violence
and the Threat of Active
Shooters is ‘a Thing’
Over 20 years of
FBI data shows the
incidence of active
shooters is on the rise.
3
There are about
2 million reported cases
of workplace violence
every year.
OSHA
Approximately
80% of all active
shootings occur in
the workplace.
!2M
Know Your Workers
Employment
screening
Warning signs Whistleblower
programs

7. Individualized Assessments of
Criminal Backgrounds Are an
Expected Part of the Process
4
Federal, state, and municipal Fair
Hiring laws increasingly mandate
individualized assessments.
A process that allows an employee or job candidate to explain
why their criminal background should not exclude them from
being considered for the position or promotion at hand.
The assessment takes place if an employer is considering
excluding the individual on the basis of their criminal
background.
What is an individualized assessment??

8. Ban the Box Continues
its Momentum
Ban the Box laws generally aim to
eliminate the practice of having a
blanket hiring policy of rejecting any job
applicant who has a criminal history.
5
‘Ban the Box’ comes from
the idea of eliminating the
criminal history question
from job applications.
According to
the National
Employment Law
Project (NELP),
three-fourths of the
U.S. population lives
in a jurisdiction that
has banned the box.

9. FCRA-Based
Class Action Lawsuits
Remain a Serious Threat
6
“A new wave of class action lawsuits are based largely on
technical violations of the Fair Credit Reporting Act (FCRA).”
Lanette Suarez, Law.com
The often minor and possibly inadvertent violations of the rules
in this process have led to the increase.
A well-known car rental company agreed to pay
$2.7M in November 2017 over a class-action
lawsuit that alleged the company used improper
background check procedures, including failure
to provide adverse action notices.

10. Cannabis Infiltrates
the Workplace
So far, 9 states plus D.C. have legalized recreational
and medicinal marijuana for residents over 21 years of age.
7
Employers have several kinds of risks to cope with:
What is legal
about it?
How does
it impact
workplace
productivity
and safety?
How does
it impact
drug testing
policies?
What about
drug-free
workplaces?
What if it’s
being used
for a medical
condition?

11. The Opioid Epidemic
Continues to Wreak Havoc
An alarming 70 percent
of employers reported that their
business had been affected by
prescription drug abuse.
8
11.8 million persons over 12
years old abused opioids sometime
during the past 12 months. This is
about 4.4% of the population.
Employers need to adopt up-
to-date policies on opioid use.
Research shows that about half
of them have not.
The federal Substance Abuse
and Mental Health Services
Administration publishes a “toolkit”
to help employers establish a drug-
free workplace policy.

12. Occupational Fraud Keeps
Rearing Its Ugly Head
Weak internal security was responsible for almost half of the
fraud instances in the 2018 ACFE Report.
9
Prevention measures include:
Communication
strategies
Pre-employment
background
screening
Setting the
tone for integrity
at the topOngoing
anti-fraud training
Maintaining a
fraud reporting
mechanism
Re-screening and employee morale surveys can
be helpful in monitoring changes in employee
morale or life events that may impact their
continued safety and capacity on the job.

13. Learn More
9 HR Trends that Will Impact Hiring and Retention in 2019
Covering topics from the opioid crisis and legalization of
cannabis, to workplace violence and the rising tide of class
action lawsuits, this detailed resource will help guide your
processes in the months and perhaps even years ahead.
Download your copy at proformascreening.com

14. Make Better Hiring Decisions
proformascreening.com