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"There's not a lot of case law yet to determine what's legit and what's not," Dupriest told the meeting sponsored by the Greater Kansas City Chamber of Commerce. But employers should be consistent in the kinds of digital background checks they undertake. "There is a rise in class action lawsuits filed by plaintiffs' attorneys for dis- parate impact violations," he said, noting a companion rise in the use of computer forensics to discover that some people's applications are treated differently from others. Background screening can, of course, be more rig- orous the higher up a posi- tion is, he said. But that means each candidate being vetted for a particular post should be researched on the same platforms and to the same depth. Equally important — and job applicants should be aware of this — recruiters and direct hirers should get a signed and dated release from the job candidates being researched before the background checks begin. Those permission slips should be obtained even if the job applicant has includ- ed social media information in his application materials. "It's better to get the candi- date's OK before digging deeper," Dupriest advised, noting that the permission slip must be a separate doc- ument, not included as boil- erplate on an application form. He also reminded atten- dees that the Fair Credit Reporting Act requires employers to tell job appli- cants if they find derogatory information, including pro- viding screen shots that identify the source of the negative information that caused the candidate to be eliminated from considera- tion. Dupriest said employers should have written back- ground checking policies that are repeatedly updated. Policies should define the nature of social media searches and state that con- sistency will be applied in searches for work-related issues. It's a tough challenge. One Facebook picture of someone drinking at a tail- gate party might elicit a completely different judg- ment from a Facebook pic- ture of another candidate drinking at a cocktail party. 2 GREATERmilwaukeeJOBS • April 23, 2015 A publication of Conley Media Distributed by: Conley Distribution 262-513-2646 ©2004 by Conley Media, LLC Waukesha County Independent and Locally Owned GREATERmilwaukeeJOBS is published weekly by Conley Media – Waukesha County, 801 N. Barstow St., Waukesha, WI 53186. Contents of this publication may not be reproduced in any form without the written consent of the publisher. GREATERmilwaukeeJOBS assumes no liability for any error in copy or content. It is the advertiser's responsibility to be aware of the laws pertaining to employment advertising. Subscriptions are available for $34 (non-refundable) for a 6-month subscription. Call 262-306-5008 for information. Call Center Director: Cindy Shaske 262-306-5016 cshaske@conleynet.com Account Executive: Julie Sears 262-306-5008 jsears@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS Volume 17 • Number 32 April 23, 2015 To place an ad: Call us at 262-306-5008 or fax us at 262-542-6082 deadline: Noon on Wednesdays Liz Reyer is a credentialed coach with more than 20 years of business experience. Her company, Reyer Coaching & Consulting, offers services for organiza- tions of all sizes. Submit questions or comments about this column at www.deliverchange.com/coachscorner or email her at lizdeliverchange.com. How to design change and keep it positive By Liz Reyer Tribune News Service (TNS) & A Q Q. My job is fine, my personal life is fine, but I know that I have a tendency to get bored and restless. What can I do to be out in front of that so that I don't start making bad choices to force change? A. Recognizing the risk is a great start to ensuring enough constructive change in your life. The inner game When you think about it, we're trained to expect change. Differ- ent teachers each year, new schools as we get older, and then we get to adulthood and seem surprised that we get restless when things stay the same. So to start, if you're judging yourself on this, let it go and accept that change is part of life! Then do some change mapping. Looking back over the years, what changes have you experienced? Notice which changes have been most energizing and have led to the best outcomes. Also notice the effects, if you've resisted change. Take time to identify the signs that you've hit a boredom thresh- old. Do you check out or day dream a lot? Get crabby? Even get silly? Think about what aspects of your personal and professional life you value the most.Then start to expand your vision so that you can stretch within those bounds. This will help you keep your need for change from wreaking havoc on your life. Finally, set some short-, medium- and longer-term goals. Again, this will give you structure for managed change. The outer game Get ready, get set, change! Make a list of things you'd like to try – large or small – then get started. Maybe one of your goals relates to career advancement. Select a skill you'd need to acquire and take steps to make it happen. Or you may have a goal to strengthen your bonds with your family. Pick a step you could take to help move this along: for example, taking your kids to the park after work. Keep it fun! This isn't about drudgery and feeling like you "should" be doing more or differ- ent things.Your end game is a life that feels engaged, challenging, dynamic and satisfying. And while some of the tasks may push you, you're in charge of planning the steps you take. That said, you'll probably be dissatisfied with your- self if you get lazy about it or make excuses for inaction. Pay attention to how you're feeling. If life is getting stale, step up for a new task at work, find ways to re-engage with your spouse or take on a new hobby. Consider a volunteer commit- ment that can give you exposure to new ideas and new people. If you start to let your perform- ance slack (an unconscious way to drive change), own up to that.You could even consider talking with your boss about your need for new challenges. Hearing your con- scious awareness of your personal dynamic will likely restore confi- dence in you as a team member. The last word Change is good, and being the designer of your changes is better still! social media . . . from page 1 PITTSBURGH – There are nights for Lorenzo Owens when sleep is tough to schedule. Owens, 31, works some weekends until 3 a.m. washing dishes, then goes back to work at 7 a.m. as a prep cook. In his free time, he sells cooking knives to friends and family. None of his three jobs have full-time hours. Nearly 2 million people work multiple part-time jobs, a number that has been slowly growing since 2001. Then, 1.6 million people were working mul- tiple part-time jobs with- out primary full-time work. An article published this month by the U.S. Bureau of Labor Statistics notes the overall number of people who have been working more than one job, which includes those with full-time jobs who moonlight with a part- time job, has fallen since the 1990s. The author of the Bureau of Labor Statistics study, Etienne Lale, an assistant professor at the University of Bristol in Bristol, England, said it is not clear why the overall rate of working multiple jobs is down, but that the trends did not seem to cor- relate with economic booms or recessions. The study, which includes data from 1994 through 2013, found a high percentage of people with two jobs are wid- owed, single or divorced (5.6 percent of all job holders). Another group that has a high percentage of mul- tiple jobs, at 6 percent, is people whose educational levels are college or higher. An example of highly edu- cated people working more than one job is uni- versity instructors with doctorates who teach at more than one school. Many universities have replaced full-time tenured professors with part-time see PART-TIME . . . page 6 Part-timers holding down multiple jobs has grown since 2001 By Ann Belser Pittsburgh Post-Gazette (TNS)

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