Employee Screening Articles For June & July 2009
August 3, 2009
In case you missed any of our employee screening articles for June and July, here’s a quick recap of our most popular:
- 6 Tips On I-9 Compliance In The Hospitality Industry
- 5 Legal Reasons Why Your Company Should Have a Social Networking Policy
- Are Colleges Spying On High School Students?
- Hiring Managers Are Checking You Out
- New Employee Screening Trend -Second Chance For Ex-Offenders
- E-Verify for Employers in South Carolina and Mississippi
- Small Business Guide To Pre-Employment Background Checks
- The Hottest, Newest HR Technology for Background Screening
- The Importance Of Post-Hire Background Checks
- 4 Tips On How To Use Social Networks For Employee Screening
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The Importance Of Post-Hire Background Checks
July 7, 2009
The Columbus Dispatch reported:
Five years ago, Tristan J. Quintero passed the background check that enabled him to get a job caring for mentally disabled Ohioans.
The state doesn’t require post-hire background checks, so workers are trusted to self-report subsequent offenses that could disqualify them. But Quintero apparently told no one that he’d been convicted on weapons charges in 2008 and indicted again in May.
As a result, he was still on the job the night of May 28, 2009. That’s when he left the apartment of his disabled South Side client, James Monroe, and raped a neighbor, police said.
Could This Horrible Crime Have Been Prevented?
There’s a good chance Quintero’s weapon’s charge would have been discovered if periodic background checks were done after he was hired. And this crime could have been prevented.
Most organizations understand the importance of conducting pre-employment background screening, but many companies don’t properly consider the continued risks employees present after they are hired.
Here are 4 Tips On Setting Up A Post-Hire Screening Program
- Establish a written policy for post employment screening. Candidates and employees should have a full understanding of the company’s screening policies and procedures, especially when conducting post-hire screenings.
- Make sure you have a signed release form authorizing the right to conduct a background check throughout employment. Here is an example of the language that could be used on the Disclosure and Authorization form:
“I have carefully read and understand this Disclosure and Authorization form and the attached summary of rights under the Fair Credit Reporting Act. By my signature below, I consent to the release of consumer reports and investigative consumer reports prepared by a consumer reporting agency, such as FYI Screening, Inc., to the Company and its designated representatives and agents. I understand that if the Company hires me, my consent will apply, and the Company may obtain reports, throughout my employment.”
- Be consistent with your post employment screening. Your online screening system should have a feature built-in which makes it easy to rescreen current employees.
- We recommend companies re-screen employees annually or biannually.
Conclusion
Implementing a post-hire screening program can help reduce workplace loss, retain the best employees and mitigate a company’s risk.
Contact FYI Screening, Inc. if you need help with implementing your company’s post-hire screening program.
Photo Credit: i_yudai
New Employee Screening Trend -Second Chance For Ex-Offenders
June 17, 2009
There is a growing trend in employment screening that places more responsibility on employers to analyze a past criminal record to determine whether there is a business justification not to hire a person.
From The Columbus Dispatch:
Schools Could Hire Former Criminals
Custodians, bus drivers, secretaries and cafeteria workers could work in schools even with a past drug or theft conviction under a new rule being considered by the State Board of Education.
Committing a sex crime, kidnapping and murder still would prevent someone from working in a school. But some people who have committed nonviolent crimes — including robbery, cultivating marijuana or drug trafficking — could show they have been “rehabilitated” under the proposed rule.
The proposal would allow people with those less-serious convictions that occurred well in the past — ranging from five to 20 years, depending on the type of crime — work in a school if they can show evidence that they have walked the straight and narrow since. It would apply to new applicants and current employees.
Read the article here.
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