Message from the Editor:
Welcome to another edition of ‘Inside Background Screening’ our new newsletter. Our goal is to bring to you cutting edge news and information about what is happening in the background screening world to help keep you informed and to position you to make the best possible hiring decisions.
We hope you enjoy ‘Inside Background Screening’ and that you will share your interest and thoughts with us.
Lorenzo
Lorenzo Pugliano
CEO
Lpugliano@nsshire.com
EMPLOYMENT SCREENING
What’s Changing in 2026: New Rules for Criminal Background Checks
Starting in 2026, several U.S. jurisdictions are tightening criminal background check rules. Washington, Philadelphia, Virginia, and D.C. require post-offer inquiries, individualized assessments, and limit which convictions employers can consider. Automatic disqualifiers are restricted, and sealed or expunged records must be treated as non-reportable. Employers must update policies, applications, and workflows, provide pre-adverse notices, allow candidate responses, and maintain thorough documentation. Proper training and compliance coordination are essential to meet these stricter hiring and screening requirements.
Washington Employers: Prepare for Hiring Practice Shifts as New Background Check Requirements Take Effect in 2026 + 2027
Washington State’s 2025 Fair Chance Act expansion restricts employers from asking about criminal history until after a job offer, bans automatic disqualifiers, and requires individualized assessments before denying employment. Employers must notify candidates, allow them to provide context, and document decisions. Certain federal contractors and positions involving vulnerable populations are exempt. The law applies statewide and is enforced by the attorney general, who can impose penalties. Employers should update policies, forms, and vendor contracts to ensure compliance.
Verifying Qualified Candidates
AI is transforming background screening, offering efficiency in document parsing, task automation, and fraud detection, but human oversight remains crucial. Misuse of AI in hiring has led to costly legal settlements for discrimination and errors. Best practices include identity verification, live interviews, comprehensive background checks, vendor AI clauses, and standardized staff training. As AI-generated fraud rises, organizations must balance speed with accuracy, ensuring ethical use, compliance with evolving laws, and reliable candidate verification.
Opexus Claims Background Checks Missed Red Flags on Twins Accused of Insider Breach
Federal contractor Opexus acknowledged shortcomings in its hiring and termination processes after employing twins Muneeb and Sohaib Akhter, who had prior federal fraud and hacking convictions. Although the brothers passed standard background checks, Opexus later fired them and said they retaliated by deleting and stealing sensitive government data. The company has since strengthened vetting, access controls, and screening protocols following the alleged insider attack.
New Year, New Employment Laws – What Takes Effect January 1, 2026?
As 2026 begins, employers face sweeping labor and employment law changes nationwide, expanding worker protections and compliance duties. New laws address criminal background checks, paid leave, AI use, data privacy, pay transparency, gig worker rights, and workplace safety. Many measures take effect January 1, requiring employers to review policies, update practices, and consult counsel to stay compliant across jurisdictions.
Medical Debt in Credit Reports: What Employers Need to Know Amid Legal Shifts
Legal changes are reshaping how medical debt appears in employment credit checks. Although several states restrict reporting, recent court decisions and CFPB guidance assert federal preemption under the FCRA, allowing more medical debt data to surface. Employers are urged to use credit checks cautiously, limit consideration of medical debt, obtain consent, and apply policies consistently to avoid discrimination, as medical debt offers limited insight into job-related financial risk.
Highway’s New Feature Allows Brokers to Screen Carriers with Non-Domiciled CDL Driver
Highway has launched an optional screening feature that flags carriers whose primary account owners hold non-domiciled CDLs, allowing brokers to manage risk amid new FMCSA rules tightening eligibility and oversight of such licenses. The move responds to safety concerns, insurer scrutiny, and fraud patterns, even as court action temporarily pauses enforcement. The feature aims to reduce liability while giving brokers flexibility, though it may affect capacity and market dynamics if widely adopted.
EMS Company Says Background Check Didn’t Reveal Nathan Mitchell’s Past Trouble
Quality EMS leaders said former EMT Nathan Mitchell, now accused of sexually abusing four boys, passed all required background and child abuse checks under his legal name. Investigators later learned he previously faced child-related charges in California under another name and received a pardon that cleared his record. The case has prompted Quality EMS and Pennsylvania to tighten screening, including requiring aliases and new FBI fingerprint checks for future EMS applicants.
Fake Pilot Exposed After Flying Passengers Across Europe, How?
A pilot at Avion Express flew commercial flights across Europe using forged captain credentials, bypassing simulator checks and experience requirements for months before a routine audit uncovered the fraud. The individual had previously served as a co-pilot for Garuda Indonesia. The case highlights risks in document verification for wet-lease operations, which supply crews to multiple airlines, including Eurowings. Avion Express confirmed the pilot is no longer employed and launched an internal investigation focused on safety and compliance.
OCCUPATIONAL FRAUD
Fake Nurse in Pediatric Diabetes Scam Flees Las Vegas to Albania, Faces 70+ Felony Charges
Crystal Scott, 44, faces over 70 felony charges in Las Vegas for impersonating a nurse and providing fraudulent diabetes care to children, including possession of forged prescriptions and practicing without a license. She allegedly ran a business, “Glucose N Glow,” offering unlicensed medical services to families and schools. Scott has fled, reportedly moving to Albania while out on bail. Authorities continue investigating, highlighting the dangers of medical fraud and the importance of professional oversight in protecting vulnerable patients.
Fake Atlanta Dentist Scammed Veneer Clients out of $4M, Prosecutors Say
Brandon Dillard, a fake Buckhead dentist, faces 110 charges for performing unlicensed dental work on hundreds of patients, earning over $4 million. From 2021 to 2024, he installed veneers, fillings, and removed braces, causing damage and pain to clients. His associates, including a former attorney and a Colombian dentist, are also implicated in helping conceal the scheme and train others illegally. Dillard’s arraignment is scheduled for January 26, and victims continue pursuing civil claims.
Fake Arizona Nurse Used Stolen License to Treat Patients
Christine Muturi Lewis of Mesa was arrested for posing as a nurse using another woman’s license, despite never being licensed herself. She falsely claimed experience in hospice triage and worked at multiple facilities, including NAZ and Golden Rose Hospice. Her fraud was uncovered when a license she submitted was discovered to predate her birth. Lewis faces charges including forgery, fraud, practicing nursing with a fake license, and computer tampering, and was denied bail due to prior convictions.
IMMIGRATION STATUS & EVERIFY
Keller City Council Encourages Use of E-Verify by City Contractors
Keller City Council updated its purchasing policy to favor vendors using the federal E-Verify system for employment eligibility. Contractors bidding on city projects of $100,000 or more may earn extra points for using E-Verify, influencing “best value” decisions. Mayor Armin Mizani highlighted the move as supporting lawful hiring and protecting taxpayer dollars. E-Verify quickly checks worker authorization against Social Security and Homeland Security records, and about 1.4 million U.S. employers currently use the system.
House Panel Spars Over National E-Verify Mandate
Lawmakers debated making E-Verify mandatory for all U.S. employers. Supporters say it protects legal workers and ensures fair competition, while critics cite errors, identity fraud risks, and burdens on employees and employers. Mandatory use may push undocumented workers into informal jobs. Employers suggest improvements, including uniform federal standards, safe-harbor protections, and early verification.
Employment Verification: The Next Front for U.S. Immigration Enforcement?
E-Verify has seen limited national adoption, with just 14% of U.S. employers participating as of mid-2025. Renewed federal interest highlights gaps in the system, including document verification limits and technical flaws, emphasizing the need for modernization.
Florida E-Verify Expansion Clears Final House Committee
Florida’s House Commerce Committee approved House Bill 197, requiring all private employers to use E-Verify starting July 1, 2026. Noncompliant employers could face fines up to $1,000 per day and license suspension.
Double Impact: How Two New EAD Policies May Change Your I-9 Process
USCIS eliminated automatic extensions for most EAD renewals filed on or after October 30, 2025, and reduced maximum validity periods for certain EADs. Employers may face tighter reverification timelines and workforce planning challenges.
Disclaimer: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation. Nationwide Screening Services makes no representations for any products or services that are mentioned and accepts no responsibility for any actions or consequences taken without the guidance of a licensed attorney or professional consultant.
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