Background check including military service

Additional background screenings, including further criminal history investigations, may be required depending on the job. For example, the background check process may require a drug test. Background investigations for positions involving security clearances are the most in-depth military background checks. These screenings take a long time and involve many different layers.

Security clearance background checks also include an extensive interview segment. Findings from these interviews and checks are used to determine whether the individual can be trusted with classified matters of national security. Security clearances, once granted, typically last for a period of five to fifteen years depending on the sensitivity of the classified material.

Multi-jurisdictional criminal record database is, perhaps, a more appropriate term for a Nationwide Criminal Records Check, given that there is no criminal database that contains all criminal records. Rather, information is gathered from prior county criminal records searches, county criminal databases, department of corrections, administration of the court, and state sex offender registries. This expansive check can be useful in gaining information that a county search may not have determined and is best to conduct for jobs that pose the greatest security risk or greatest potential to create liability for the organization.

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Remember to verify information at the county level and keep in mind that the quality of the information depends on when it is updated, limitations in geographical information and the accuracy of its sources. This type of check should only be included as part of a comprehensive background screening. Most states provide centralized sex offender services to the Department of Homeland Security, which houses a compilation of the state sexual offender registries. This compilation of domestic and international sanctions lists detailed information regarding those who have engaged in money laundering and terrorist financing.

These terrorist searches should be performed for sensitive positions that involve wide access to facilities, information systems, significant responsibility for financial resources and access to highly sensitive information. In fact, according to a recent research report by the Society for Human Resource Management, 76 percent of companies are using or plan to use social media sites for recruiting and 35 percent have eliminated job candidates based on information found on the Internet.

It has been reported that the number of adults 25 and older using these sites is growing faster than teenage and college students and the amount of Facebook users has increased from 10 million to at least million. In , LinkedIn announced that it had reached million users.

Things like a racist rant on Twitter or binge drinking or drug use on Facebook all raise red flags for potential employers. Despite the benefits to using social media as a screening tool, labor attorneys have reported the following problems that employers should be concerned about when using social media:. This includes information like country of origin, pregnancy, age, disability or even page likes.

Consider who posted the information and if the information is accurate.

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Millennials have different perspectives regarding privacy and work versus personal life. Most Gen Y workers do not believe a distinction exists between the Internet and non-Internet worlds. This includes getting permission, giving notice, providing transparency of the information obtained, advising the applicant if an adverse action has resulted and providing an appeal process.

To ensure compliance with the FCRA, the Imperative Information Group recommends that the person conducting the research should have clear guidelines about what information is relevant the position. It is only logical that employers should use its information to determine the best applicant for an open position. In one such instance, a conviction was reported by 3 rd Degree Screening, Inc.

The alleged denied the record, despite court records that proved the contrary. In the end, after extensive research, it was found that the applicant did not commit the original crime, but, rather, did steal the identity of her roommate to apply for the position. This illustrates the importance of employers to conduct thorough background checks to verify the accuracy and truthfulness of information provided, as well as ensure that the applicant is competent, qualified and the right fit for the position and company.

Box number or suite; a university location in which the applicant has never resided consider online degree programs, however ; or schools that are not accredited. Private Investigators should be prepared to identify if and when an applicant is using one of these services.

A pastor in the Southeastern part of North Carolina discovered the importance of screening even long-term volunteers and employees when a trusted attendee requested to begin working with youth, transporting kids using church vehicles.

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The pastor was shocked to discover that his long-term regular attendee had been convicted of a sex-offense in another state years earlier, as well as a very recent DUI conviction. At one point, credit checks were a part of the hiring process, based on the belief that it was a measure of integrity, trustworthiness and stability, but, due to high unemployment, a massive meltdown in the housing industry, a record level of foreclosures and extensive layoffs, the importance of credit in background screening has been questioned.

According to the National Conference of State Legislatures, in November , 40 bills in 19 states and the District of Columbia were introduced or are pending. Out of the total 41 bills, 40 address restrictions on the use of credit information. It is believed that more states will become involved based upon the lingering high rate of unemployment.

Private investigators should be aware that there must be a nexus between the credit check and job requirements when conducting a credit screening. Investigators who work with clients to fully understand the laws surrounding this issue will help the employer avoid discrimination and legal liability. Steer clear of blanket rules about use of credit checks and focus on specific positions where business necessity can be determined, such as banking and finance.

Employers should also consider putting into a place a policy that covers their use of credit checks as part of their overall background checking policy. For those who do use credit checks as part of their screening policy, it is imperative to stay in compliance with the FCRA by having a signed document from the potential hire, obtaing authorization for Internet applications, giving the applicant a copy of the report in the case of a rejection, and building a mechanism into the existing policy that ensures personnel involved with hiring are knowledgeable about the policy. According to the Society for Human Resource Management, employers do slowly appear to be getting the message and reported that eight out of 10 employers hired candidates who had poor credit reports and two-thirds allowed candidates to explain why their credit information was negative.

Those surveyed reported their reason for conducting the credit screening is to reduce or prevent theft and embezzlement. Those who conduct background investigations are aware of the Fair Credit Reporting Act that protects consumers while undergoing background screening. The law aims to ensure accurate reporting and dissemination of consumer report information, such as credit histories and background checks. From here, he alleges violations via a demand letter or the filing of a lawsuit.

His demands include millions of dollars lost in trial or a six-figure settlement. Fortunately, a Wisconsin federal judge dismissed the class action, stating that the plaintiff was unable to prove any harm had been inflicted upon him as a result of the violation. Even with one victory, Melissa Sorenson, executive director of the National Association of Professional Background Screeners, said employers should be aware of the potential for these types of law suits in the future. She encourages companies to conduct an audit of the disclosure and release form to ensure that they are compliant with all the laws of the FCRA.

Identity Check Services

Although workplace violence is never easy to predict or prevent, reference checking is a step that can and should be taken to help reduce the risk of a tragic incidence. The recent on-air shootings at WDBJ-TV that ended the lives of Alison Parker and Adam Ward illustrate the belief that in the case of workplace violence, it often is not preventable — but could it be?

To begin, it is questionable whether Vester Flanagan a. Bryce Williams should have been hired by the station in the first place.

Was it through an online internet service that is notoriously inaccurate due to missing data? Did the company run a criminal records check? Surprisingly, most workplace violence incidents are not committed by people who have criminal records. Did they check his references? If so, did they dig a bit deeper and request to speak to an additional person who worked with the applicant? Secondary references will likely give more objective information since they were not chosen personally by the applicant.

It is understandable that saving time is crucial to every organization, but is it worth the expense to rush the valuable screening process? A good rule of thumb for any business is to complete at least three primary references and three secondary references before allowing a new hire to begin work. Too many organizations believe that it is too hard to get concrete information from previous employers and, therefore, forego the reference check.

Regardless of the reason, it is important to implement a rule that enforces the importance of completing reference checks. Another great idea is to use your network to contact individuals who have worked at the same company as the applicant.

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This off-the-record conversation with a trusted colleague can turn up some useful information, while paying off in dividends. It has been said that no one at the station shed a tear when he left. In all reality, had a direct connection been made during reference screening, perhaps knowledge of this information could have prevented a tragedy. Flanagan later applied for a position with another media outlet in Huntsville, Ala. Those who only choose positive attributes or none at all should raise a red flag.

Negligent hiring. In cases of negligent hiring, employers can be held liable for harm that comes to any of its employees due to hiring an employee whose background should have been flagged as a potential risk. Given the actual number of cases of negligent hiring lawsuits, this traditional reason for not hiring ex-offenders begins to change. Ex-offenders should be given the same individual merit-based evaluation as other potential employees.

According to Workrights Institute, only 92 published decisions of negligent hiring have been reported in 28 years — or an average of roughly three cases each year out of millions of labor related lawsuits filed annually in the United States. The importance of performing a comprehensive background check for all potential hires is not dampened by these results, however.

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Federal records also should be checked, as well as a multi-jurisdictional national database to review a wider web of records. It would be extremely difficult for a jury or judge to determine a lack of due diligence if a proper screening process is completed. In conclusion, although a criminal record does not necessarily mean potential harm for a business or its employees, it is important to proceed with a comprehensive background check, especially for jobs that have been identified as having high risk or are characterized as sensitive. This, paired with knowledge of the EEOC Guidance on Using Arrest and Conviction Records for Hiring, employers could save their company millions of dollars and the risk of potential harm to its employees.

Despite more than 90 percent of all businesses and organizations conducting some sort of pre-employment background check, Infinity Screening also called continuous screening, reoccurring screening and post hire screening is causing changes within the screening industry. This process includes conducting background checks on current employees on a periodic or on-going basis to stay informed about life changes that could create increased risk for organizations.

The term infinity screening has been around since , when technology allowed for companies to conduct on-going or reoccurring screening. HireRight reported in that 46 percent of their survey respondents were conducting re-occurring background checks, up from 32 percent from These risks include theft, embezzlement, identify theft, industrial espionage, data breaches, reputation damage and workplace violence.

Using personnel risk assessment technology in a continuous screening model, organizations now are able to evaluate risk post-hire as life events and identity data evolves. Technology also helps organizations visualize threats and prioritize based on various factors. For instance, the transportation industry may weigh a DUI as a greater risk than the finance industry. One company that once performed an initial background check and followed up with checks every three years after, began continuously checking public records for everything from DUIs to bankruptcies.

The company now is alerted when a worker is arrested or convicted for something that would trigger a concern for the employer. Alerts identified three workers who had died, uncovered a first-degree murder conviction for one worker and exonerated another who was a victim of identity theft.

Acme XYZ company wanted to address the following concerns regarding its screening process: It is bound to standards based on the DHS, TSA, FCRA and EEOC; it is required to conduct pre- and re-screening upon every three-year anniversary of more than 30, employees; the current background screening requirements do not provide consistent, timely and accurate risk assessments for each employee; and its policy requiring employees to self-report violations of their policies or significant life events is ineffective.

During a three-month trial of a continuous monitoring service, more than identify thefts were identified, 24 of which had the potential to disqualify the noted persons from employment.

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Other findings included possession of stolen property, intent to sell drugs, assault 1 st degree, and multiple sexual offenses.