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Taking Adverse Action Requires an Eye on the Clock

According to the broad definitions of the Fair Credit Reporting Act, a denial of employment would constitute an adverse action. Any decision that is adverse to the interests of the current or prospective employee would similarly fit within this definition. When employers use background screening companies (consumer reporting agencies) for employee background checks (including credit reports, employment verifications, criminal records screening, driving records, and more) to hire new employees and evaluate existing employees for promotion, reassignment, and retention, they are bound by FCRA regulations. One of the keys to maintaining compliance with the FCRA as it relates to adverse action is the timing of required adverse action notifications.

Where Do You Stand on Employment Background Checks?

An employment background screening program must always balance the employer’s “need to know” with the fair employment rights of employees. The challenge is how to avoid discrimination while meeting the due diligence requirements the role or position requires. Clearly we can’t have it both ways. We can’t neglect to check the backgrounds of our workers, especially in sensitive positions, yet we also cannot use background checks in discriminatory ways.

Your Prospective Employee Has a Criminal Record. (Now What?)

Just because a prospective employee has a criminal record doesn’t mean you can or should cut the ties. Instead, this is the time to take actions that are consistent with your company’s employment screening policy.

Background Screening Terminology

Dealing with an expert background screening company (and other specialized vendors) can sometimes mean you’ve got to learn a whole new set of “lingo”. To help you out, this article outlines some basic employment background screening terminology.

How to Take Action on an Employment Background Check

Carefully constructed decision criteria and the ability to apply those criteria consistently across your job applicants to promote fair hiring and avoid the risk of negligent hiring is essential. An employment background check must always balance the employer’s need to know with the fair employment rights of employees. Yet the challenge is how to avoid discrimination while meeting the due diligence requirements the role or position requires.

The True Cost of Employee Turnover

When you hire an employee, due diligence pays off. In fact, by simply investing $50 or less in a thorough employment background check, you can potentially save your organization tens of thousands of dollars in expenses.

Background Checks for School Volunteers -- Necessary or Not?

Depending on the role of the volunteers and the level of supervision they will have, many believe school volunteers should be subject to the same screening criteria as any other school worker. These criteria are generally formed by the position or role of the individual and the level of unsupervised access the worker will have to the schoolchildren.

The Background Credit Check Under Fire: Fair or Not?

The use of background checks and specifically background credit checks has been under intensifying debate among national and state officials causing some to believe the use of credit checks should be more severely restricted or banned altogether.

Avoid These Employment Background Check Mistakes

Employment background checks are a valuable tool for organizations that compete on the quality of their workforce. Yet with increasing legislative control and legal attention around employers' use of background screening due to incorrect or inappropriate use of background checks to inform their hiring decisions, employers must pay close attention to the process. Find out the most common employment background check mistakes and learn how to avoid them.

9 Tips for Selecting a Pre-Employment Background Screening Company

A challenge for any organization is finding and selecting the right employees. Considering people are the #1 asset of most companies and the source of significant competitive advantage, the right people make all the difference. A background screening company serves an important role in delivering quick, accurate, and comprehensive information to fuel better hiring decisions by providing information about the past behaviors, actions, and experience of your applicants. The right partner can help you build an effective employment screening program that reduces negligent hiring risks, builds a safer and more productive workforce, and supports the overall strategic goals of your organization. This article offers 9 tips for selecting the right background screening company of your organization.

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