However, tax rulings that confer a selective advantage to specific companies can distort competition within the EU's Single Market, in breach of EU State aid rules. Since June , the Commission has been investigating individual tax rulings or rulings granted under tax schemes of Member States under EU State aid rules.
It extended this information inquiry to all Member States in December The following investigations concerning tax rulings have already been concluded by the Commission:. The non-confidential versions of each decision will be made available under the case number indicated in the list below in the State aid register on the Commission's Competition website once any confidentiality issues have been resolved. General public inquiries: Europe Direct by phone 00 67 89 10 11 or by email.
All You Need to Know About Police Background Check and the Common Disqualifiers
Background on the Commission's State aid investigations on tax Tax rulings as such are not a problem under EU State aid rules if they simply confirm that tax arrangements between companies within the same group comply with the relevant tax legislation. The following investigations concerning tax rulings have already been concluded by the Commission: In October , the Commission concluded that Luxembourg and the Netherlands had granted selective tax advantages to Fiat and Starbucks, respectively. In September , the Commission found that the non-taxation of certain McDonald's profits in Luxembourg did not lead to illegal State aid, as it is in line with national tax laws and the Luxembourg-US Double Taxation Treaty.
The recovery procedure is ongoing. In April , the Commission concluded that the United Kingdom granted undue tax benefits to several multinational companies by allowing certain artificially diverted group financing income to remain outside the scope of the United Kingdom's anti-tax avoidance provisions. The Virginia Tech massacre, committed by a gunman whose history of severe psychiatric illness had not been forwarded to the the FBI, exposed shortfalls in mental health reporting to the NICS Indices.
Several states have since made progress in correcting those omissions, but others have remained resistant, citing privacy laws. The military has also fallen short in forwarding records from its internal justice system.
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The names of service members expelled under a dishonorable discharge are forwarded to the NICS Indices, since a dishonorable discharge, on its own, triggers a gun ban. Service members convicted in court-martials for other offenses, like felony assault, domestic violence, or drug possession, may also be prohibited from possessing firearms.
Those records go into NCIC. Base officers are supposed to add labels to the paperwork database making it clear when the offender is barred from guns. He was able to buy at least three guns from licensed sellers, passing a background check each time. In May, a federal judge ruled that survivors of the massacre and family members of the victims can sue the federal government for negligence. Federal law establishes the grounds for gun bans, so generally speaking, a history that gets a person barred in one state will also bar him across the country. But states can also decide that other crimes should also initiate a ban.
Twenty one states choose to do so. More than 2 million people have been blocked from buying a gun after failing federal background checks since But some reasons for denial are more common than others. Department of Justice guidelines require NICS reviewers to make an immediate decision in 90 percent of cases.
If the check comes back clean, the FBI gives the sale a green light. Sometimes the FBI seeks more information in order to make a final determination. When a check requires more information, the FBI has three business days to make a final determination on the buyer. The dealer is not required to notify the FBI when a sale goes through this way. The NICS examiner tasked with the case is supposed to keep working on it and has up to 90 days to reach a final conclusion. Default proceed sales can have public safety implications. The top five players U.
Lampeter chooses to keep his screening operations largely in-house. It's no wonder, then, that good practices for conducting and using background checks are failing to keep up with common practices. That's because, any time a company turns to a third party to obtain background information about an individual, that record is then considered a consumer report. They need to warn that person if they are taking an "adverse action" based on this information.
The ramifications could be significant.
And they need to give him or her a chance to see the report and correct any mistakes. Because of concerns about these reports falling into the wrong hands, the FTC is considering an amendment to the FCRA that would create strict guidelines for the disposal of these reports. In reality, of course, the situation is much more complex, primarily because of differences in how the states allow companies to use the information obtained.
Some states, for instance, don't allow employers to look at misdemeanors. Others don't allow them to consider arrests without convictions. Sometimes juvenile records are sealed; other times they aren't. Typically, a hiring manager can look back seven years, but sometimes it's only five; unless, of course, it's deemed necessary to look back even further. If a potential employee applies for a job in Arizona, the arrest record may show up; if they move to California, it may not.
As a rule of thumb, the employer should follow either the strictest rule, or the one that governs the state where the job candidate lives.
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But there's no consensus about whose job it is to purge reports that can't be used. Another area of confusion is what exactly constitutes a "third party" that is subject to the FCRA. Employers are free to call a job candidate's university to confirm her degree or to check employment history with past employers.
Obtaining Criminal History Record Information | Georgia Bureau of Investigation
As long as they do it themselves, they are also free to look up criminal records at a courthouse; that's public information. But what happens, for instance, when security departments gather information themselves by searching an online database?
Marquis explains: "If the website merely diverts the employer to the public record site, it isn't a consumer reporting agency; if it 'assembles' the information, it is. The process gets even murkier when companies are hiring employees from other countries, where records may not be public or cannot legally be used by employers. Japan, for instance, doesn't really allow background checks as we know them in the United States, and the European Union has restrictive policies on the kinds of data that employers can collect.
Security departments have to team with local legal experts to create screening programs on a country-by-country basis.
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