Employment Background Check
Our field-tested solutions are designed to assist you with employee background checks, background check guidelines and pre-employment screening.
You’ll also gain a full understanding of the Fair Credit Reporting Act, to guarantee you’re in compliance with every facet of employment background checks
Here’s some good news for employers that check workers’ compensation claims against an applicant’s claim he’s never been injured on the job: You don’t have to inform him where you got the information before you take action because workers’ comp checks aren’t background investigations subject to the federal Fair Credit Reporting Act.
New EEOC guidance makes it clear: Employers better be able to prove they have a good business reason for running criminal background checks on job applicants. That means it's time for you to review your job applications and hiring policies—and start training hiring managers on what's certain to be a major EEOC enforcement effort.
Employers may be suspicious about a prospective worker’s claimed professional credentials or other certifications—especially if it seems like the documents may have been altered or forged. If you have such doubts, don’t hesitate to ask for clarification.
Florida State Sen. Gary Siplin has introduced a bill that would limit an employer’s use of an applicant’s credit history as a hiring criterion unless it “is shown to be directly related to the position sought by the applicant.”
The EEOC received a record 99,947 charges in 2011. Given this sharp increase in charge activity, now's a good time to review your personnel policies. Consider two EEOC enforcement trends: scrutiny of background checks and inflexible leave policies.
Sometimes, it’s a close call to decide who will be the best fit for a job. Checking applicants’ references can break that tie. Just make sure you take careful notes during those discussions, and retain those notes in case there’s litigation.
Pepsi Beverages will pay $3.1 million to resolve EEOC charges that it discriminated against minorities when it refused to hire applicants with arrest records.
Sometimes, it’s a close call to decide who will be the best fit for a job or promotion. There may be several candidates with the relevant education, training and experience. If that’s the case, the decision may come down to who has the best “soft” skills—subjective qualities indicating a good fit. Checking applicants’ references can break that tie.
Q. We are re-examining our applicant screening process. One idea we’re considering is eliminating calling previous employers for reference checks. We haven’t found those calls to be very helpful, because most former employers will only confirm dates of employment and job title. Is this a good idea?
Q. Is it legal to institute a policy requiring all new hires to submit to a consumer credit report?