Let’s face it, a lot happens throughout the year. Hiring and HR Managers are busy with recruiting, screening, hiring, training, and managing all year long. Have there been any changes with your staff over the past year that you are unaware of?
Were you aware that the leading source of fraud is employee theft of personal information? While we all tend to focus on production, productivity in the workplace, and dealing with the day to day operations we may be missing critical information about our staff. While approximately 90% of employers implement a routine background check for new hires, a startling number do not perform background checks on their employees after their hire date for new convictions that are relevant to their position. Implementing a comprehensive background process is a great way to help ensure a safe, secure, and productive environment for staff, visitors, and customers. According to a 2009 report by the US Chamber of Commerce and Infortal Worldwide, as many as 75% of employees in all business sectors steal from the workplace and do so repeatedly.
Prior to completing any background check on a candidate or employee, be sure that you have obtained a signed release allowing your organization to conduct the search. Employees should be notified in the employee handbook if your organization conducts random or annual background screenings as well. Keep in mind that your employees and candidates are also entitled to several rights including:
- Employers are prevented by federal law from considering bankruptcy while making employment decisions.
- Employers are required to provide the candidate or employee with a copy of any consumer report and a copy of their rights under the Fair Credit Reporting Act, if information obtained from the said report contributes to dismissal or denial of employment.
- Employers must consistently apply the program to all employees and clearly document their results.
- Some specific states have laws that limit the employers use of credit reports to be used for dismissal or denial of employment.
While information that may be obtained through employment references, criminal background checks, and credit checks may have a large impact on determining an employer’s level of liability when hiring or maintaining an employee, the risks and liabilities due to employing an illegal background check process can be even greater. Partnering with an established and reputable staffing firm can often greatly assist you in the process. Speak with your staffing provider to determine what their current process is and how they may best assist your company with the screening of potential employees.
Before implementing or continuing a background screening process, it is highly encouraged to research federal, state, and local legislation. Consult with your labor and employment law attorney prior to implementing or making alterations to your background check policy.
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Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.