Sunday, August 28, 2011

GPS Monitoring & the Fourth Amendment in PI Magazine

Check out the latest issue of PI Magazine for our featured article on GPS Monitoring and the Fourth Amendment. The latest on the topic is that we still wait for a Supreme Court opinion which is slated for the 2011 term. The United States just filed its brief in the case of United States v. Jones. The issue the 2011 Supreme Court will decide is: (1) Whether the warrantless use of a tracking device on petitioner's vehicle to monitor its movements on public streets violated the Fourth Amendment; and (2) whether the government violated respondent's Fourth Amendment rights by installing the GPS tracking device on his vehicle without a valid warrant and without his consent. Stay Tuned

Thursday, August 11, 2011

Seattle Community Court Misdemeanor Offenders Create Lake City Mural

NIJ Fingerprint Sourcebook Released

The National Institute of Justice has released the complete edition of The Fingerprint Sourcebook, the definitive guide to the science of fingerprint identification.

Prepared in consultation with law enforcement and forensic experts, The Fingerprint Sourcebook consists of fifteen chapters covering: the anatomy and physiology of friction ridge skin (the uniquely ridged skin found on the palms and soles); the FBI’s Automated Fingerprint Identification Systems (AFIS); latent print development, preservation and documentation; equipment and laboratory quality assurance; and legal issues.

Midtown Community Court

Friday, August 5, 2011

Social Intelligence

Social Intelligence Corp solely generates reports based on employer pre-defined criteria, both positive and negative. Negative examples include racist remarks or activities, sexually explicit photos or videos, and illegal activity such as drug use. Positive examples include charitable or volunteer efforts, participation in industry blogs, and external recognition.

Federal and state protected class information is redacted from the reports we provide. Employers are only exposed to information that is job relevant and may legally be considered in the hiring process.

Additionally, per FCRA requirements, a new report is run for every job applicant each time they are background checked. While reports must be stored for FCRA compliance, the data within past reports is never re-used.