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Background Check

Best Employee Screening Articles For October & November 2009

December 2, 2009 By Chris Miller

In case you missed any of our employee screening articles for October and November, here’s a quick recap of our most popular:

  • Florida Lawmakers Pledge Changes To Their Background Screening Program
  • Sex Offender Safety Tips
  • No Background Check? No Problem – Cracking Down On The Gun Show Loophole
  • How A Woman Falsified Her Nursing Credentials For 18 Years
  • University Removes New-Hire DNA Testing From It’s Background Check Policy
  • Genes and Jobs: Can Employers Use Your DNA For A Background Check?
  • 100% Of Companies Will Be Using Social Networks As Part Of Their Employee Screening Program By 2012
  • How To Protect Your Company When Googling Job Applicants

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FYI Screening offers a wide array of customized background screening solutions to meet any need. Human Resources and Loss Prevention Professionals in numerous industries worldwide trust FYI’s screening solutions every day to make smarter, safer and more cost effective hiring decisions.

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Filed Under: 2010 Best Employee Screening Posts, 2011 Best Employee Screening Posts, Background Checks, Best Practices For Employee Screening, Employee Screening, Employee Screening Tips, Job Search, Legal Compliance, Negligent Hiring, Negligent Retention, Privacy, Sex Offenders, Social Networks Tagged With: Background Check, Best Practices For Employee Screening, Education Background Checks, Legal Compliance, Negligent Hiring, Negligent Hiring Lawsuits, Negligent Retention, Privacy, Sex Offenders, Social Networks

Genes and Jobs: Can Employers Use Your DNA For A Background Check?

November 18, 2009 By Chris Miller

Not anymore

Psychology Today has an excellent article on this subject titled “Genes and Jobs.”

The Genetic Non-Discrimination Act (GINA) comes into full effect this Saturday, November 21st.

Employers need to take note, and employees should be aware of their rights

Congress passed GINA almost unanimously, and President Bush signed it on May 21, 2008. Described by the late Senator Ted Kennedy as “the first civil rights bill of the new century of the life sciences,”

GINA protects individuals from genetic information discrimination in health insurance and employment

Even some well-informed commentators seem to have missed this landmark piece of legislation. So have some employers. The University of Akron (UA), for example, adopted a policy as recently as August that could require any candidate for employment to submit a DNA sample.

Read more about Genes and Jobs.

The Coalition for Genetic Fairness also gives the following guidelines for employers on how to comply with The Genetic Non-Discrimination Act (GINA).

GINA outlines the following activities as unlawful employment practices and discriminatory on the basis of genetic information:

  • The use of genetic information in making decisions regarding hiring, promotion, terms or conditions, privileges of employment, compensation, or termination.
  • Limiting, segregating, or classifying an employee, or depriving that employee of employment opportunities, on the basis of genetic information.
  • The request, requirement, or purchase of genetic information of the individual or a family member of the individual except in rare cases, as outlined in the drop-down section below.
  • The use of genetic information in making decisions regarding admission to or employment in any program for apprenticeship or training and retraining, including on-the-job training.

Furthermore, employers should be aware that it is unlawful for an employment agency, labor organization, or training program to fail or refuse to refer an individual for employment on the basis of genetic information, nor may the agency or labor organization attempt to cause an employer to discriminate against an individual on the basis of genetic information.

Related Post From FYI Screening:

  • University Removes New-Hire DNA Testing From It’s Background Check Policy.

Filed Under: 2008 Best Employee Screening Posts, 2009 Best Employee Screening Posts, 2010 Best Employee Screening Posts, Background Checks, Best Practices For Employee Screening, Job Search, Legal Compliance, Privacy, Sex Offenders Tagged With: Background Check, Legal Compliance, Privacy

The $50,000 Background Check

November 13, 2009 By Chris Miller

palin

That’s one expensive background check…

The Los Angeles Times reports Sarah Palin says the McCain campaign billed her $50,000 for her background check.

Read the story here.

Photo credit: http://www.flickr.com/photos/sskennel/ / CC BY 2.0

Filed Under: 2011 Best Employee Screening Posts, Background Checks, Employee Screening Tips Tagged With: Background Check

Kindergarten Teacher With A Criminal Record Teaches For 5 Years

November 6, 2009 By Chris Miller

Source: wsmv.com

On October 20, 2009, while on her lunch break, a Tennessee kindergarten teacher was cited for shoplifting $62 worth of wrinkle cream from Walmart.  This past summer the teacher was convicted of stealing steaks from a Kroger.  She has three DUIs and a citation for driving on a suspended license for excessive speeding tickets. She also has five aliases and she’s been teaching young children for the past five years.

As of November 5, 2009 she was still in the classroom teaching.  Watch the video.

What’s wrong here?

The state only requires a background check at the time of hire.

This is a good reminder that your organization should have a Post-Hire Screening Program in place.

A Post-Hire Screening Program (also called recurring screening) is considered a best practice for employers. It ensures a safe workplace and helps reduce the risk of a negligent retention lawsuit. Conducting checks on all new hires is essential. Keep in mind, that a lot can happen in the years after a new hire comes aboard. Companies should consider protecting themselves with periodic post-hire criminal checks and drug screening.

For more information please read:

  • The Importance Of Post-Hire Background Checks

Filed Under: 2008 Best Employee Screening Posts, 2009 Best Employee Screening Posts, 2011 Best Employee Screening Posts, Background Checks, Best Practices For Employee Screening, Employee Screening, Negligent Hiring, Negligent Retention, Social Networks Tagged With: Background Check, Best Practices For Employee Screening, Education Background Checks, Negligent Retention

How A Woman Falsified Her Nursing Credentials For 18 Years

November 4, 2009 By Chris Miller

nurse

This is a fascinating and also sad story of how a woman stole, lied and cheated her way through life.

Source: TheTelegraph.com

For years, she kept ahead of her lies, moving from state to state with false credentials that showed her to be a nurse. This week, the law caught up with Catherine Marie Connor.

The Grafton woman was sentenced Wednesday to a year and a day in federal prison in a wire fraud case in which she followed a trail of deceit to secure a nursing license and nursing or related jobs in multiple states.

Connor, 55, was sentenced this week in U.S. District Court for the Eastern District of Missouri.

She pleaded guilty in July for a case that developed over a period of years, beginning in 1991 and ending in March 2009, court records state, during which time she made some $625,013.07.

A crucial element of the case was the woman’s background, dating to 1984 when, as Catherine Smith living in Virginia, she was sentenced to a two-year term on two felony counts of credit card theft and two felony counts of forgery, the indictment states.

Read more on How A Woman Falsified Her Nursing Credentials For 18 Years

Related Posts From FYI Screening:

  • 3 Critical Reasons To Screen Health Care Employees
  • 4 Ways That Employee Screening Boosts Employers’ ROI
  • 4 Tips on How to Avoid Negligent Hiring Lawsuits
  • More Background Checks

Photo credit: gbaku

Filed Under: 2008 Best Employee Screening Posts, 2009 Best Employee Screening Posts, Background Checks, Employee Screening, employment background checks, Negligent Hiring, Negligent Retention, Social Networks Tagged With: Background Check, Employee Background Checks, Negligent Hiring, Negligent Hiring Lawsuits, Negligent Retention

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