Private Eyes Inc.



In this issue    
Minnesota Expands "Ban The Box" To Private Employers
New Colorado Law Regarding The Use Of Credit Reports In Hiring Decisions
New Form I-9 Goes Into Effect

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Industry Specific Services 

We are proud to announce that is now certified through WBENC as a Woman Owned Business.  

We have automated the ordering process on our new website as well as allowed for credit card ordering.


The process is completely automated! Come check it out at:

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Announcement: can now be used to not only verify Income but as a way to also verify employment.  Using this program will allow one to verify sensitive information through our secure site. It is fast and easy!

Looking to run a SSA-89? can accomplish this too!

For more information, click here  


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June 2013  

Message from Our President, Sandra James   


Sandra opposite way
Are you feeling the heat? Spring is about to turn into Summer as we continue through the busy season. Along with all the conferences I hope to see you at, WBENC National Conference, Premier Breakthrough Conference; we are in the process of solidifying our second office location in Reno, Nevada!

Twice the office space means twice the outstanding customer service. With all these new things taking hold we want to make sure we keep all our clients up to date with the latest labor and employment guidelines and regulations. In this article we have topics covering issues in Minnesota and Colorado; we also have more comprehensive topics covered in our blogs.
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Minnesota Expands "Ban The Box" To Private Employers
We here at Private Eyes, Inc. want to bring you the most up to date information. This particular update pertains to Minnesota; the article also includes a link to penalties that may be imposed.
Governor Mark Dayton signed a bill expanding the "Ban the Box" law to private employers that will go into effect beginning Jan. 1, 2014. 
"Ban the Box" has applied to public employers in Minnesota since 2009. The law requires public, and now private, employers to wait until a job applicant has been selected for an interview or a conditional offer of employment has been extended before asking a job applicant about criminal records or conducting a criminal record check. This law offers the vast majority of individuals with a non-violent criminal record a second chance at an opportunity for employment to better their lives.
To read the full report: click here  
 New Colorado Law Regarding The Use Of Credit Reports In Hiring Decisions
Colorado's law goes into effect July 1, 2013 and is the ninth state to enact such laws restricting the use of credit checks in pre-employment screening. Other states that have enacted similar laws are California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont and Washington. 

This past month, Colorado Governor John W. Hickenlooper signed into lawColorado Senate Bill 13-018 (the "Employment Opportunity Act"), which will significantly restrict the ability of Colorado employers to use "consumer credit information" for hiring and other employment purposes unless use of the information is limited to the narrow category of positions set forth in the statute.

The nationwide trend towards banning employers' use of credit history is expected to continue at both the state and federal level. Similar legislation has been introduced in several states, including Florida, New Jersey, New York and Pennsylvania. 

For the full article on the new law: click here  

New Form I-9 Goes Into Effect

The U.S. Citizenship and Immigration Services (USCIS)

recently released an updated Employment Eligibilty

update key

Verification Form I-9. The new Form I-9 must be used for all new hires, including re-verification or rehires. The new Form I-9 denotes a revision date of March 8, 2013 in the lower left hand corner of the form and is available on the USCIS's website. Employers are not required to complete the new Form I-9 for current employees if they have maintained properly-completed unexpired forms on file for those employees.


Key Changes

While the new Form I-9 does not change an employer's obligation to verify employee identity and employment authorization, it does alter the list of acceptable documentation and adds several data fields.


To read more and a link to the new form: click here
Here's rooting for you,

Sandra James
President, CEO
Private Eyes, Inc.