I just wrapped up training at the California Background Investigators Association (CBIA) conference held in beautiful Ventura, California 🌟 Over 200 dedicated background investigators and I came together to refresh our skills and ensure we’re up to date with SB2 California POST required prehire standards.
CBIA offers specialized training to keep us informed about the latest laws and regulations. These guidelines are in sync with the policies and procedures set by the California Commission on Peace Officer Standards and Training (POST). Such an incredible gathering of like-minded individuals, including private investigators, police, fire, and probation officers, all dedicated to their respective agencies as background investigators.
Connecting with fellow professionals who share the same commitment to fair, unbiased hiring was truly inspiring. 🤝 Three days of intensive updates, discussions on new regulations, and legal changes, all aimed at safeguarding the public and maintaining high standards within our law enforcement community.
A couple new changes for 2024
SB2 California
Police Decertification Act of 2021. SB 2 established a statewide system to decertify or suspend officers who have committed serious misconduct. Under SB 2, the public can report police officers to the Commission on Peace Officer Standards and Training (POST).
AB-2188
In September, Assembly Bill 2188, how an employer can test employees or potential employees for cannabis. It applies only to marijuana and not to any other drugs. In essence, this law prevents employers from engaging in discrimination against employees due to their use of marijuana during their personal time, whether it’s for medicinal or recreational purposes. It also safeguards employees from being dismissed, terminated, or disciplined based on the discovery of what we refer to as ‘non-psychoactive’ marijuana or THC traces in their blood or urine during drug tests. It’s worth highlighting that employees in critical roles are granted exemptions from AB 2188. These exemptions include individuals in ‘safety’ positions, such as those in the building and trades industry or law enforcement. These roles demand that employees maintain their full senses while on duty but we can no longer ask marijuana use questions on prehire applications.
You might be curious about my attendance at this event, so let me share why. One aspect of my business revolves around conducting prehire backgrounds checks for police and fire agencies in California and Hawaii. We all who conduct backgrounds should uphold the integrity of our profession by ensuring we hire the most qualified candidates while keeping our ranks free from any undesirable individuals. 🌟 Keep informed, keep fair, and striving for the right choices. 🚀
Stay safe out there!
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