All Employers Can Benefit From New Hire Background Checks
Background checks – including drug testing – may uncover problematic behaviors and claims.
Prospective employees are falsifying academic credentials, employment histories and even their identities. Employers need to limit their risks with background checks.
The case of a Carlsberg, California sex offender who rose in the ranks as a teacher, coach and senior administrator of a military boarding school speaks to every parent’s nightmare. But as the educator allegedly committed at least 16 acts of forcible rape on underage boys, he also created irreparable harm to his employer as well.
The perpetrator, now awaiting trial, was previously fired by another school in the 1980s. No charges were placed but individuals have come forward to claim molestation incidents occurred there as well. So how did it happen that this person was able to continue in his career as an educator?
Educational institutions have improved the number and depth of employee background checks in recent years, largely due to broadly publicized cases of such incidents. Sex offender lists are widely published and schools have a distinct responsibility to protect their students.
But other types of employers are beginning to understand the risks inherent in all job candidates. An employee with a false history, a doctored resume or who has a criminal record is an endangerment to coworkers, customers, vendors and the company’s reputation. This comes at a time when more information is legally available to potential employers, helping them to avoid adverse scenarios such as the following:
False employment history claims – While most human resources departments will not provide more than dates of hire and termination of a former employee, at least that much can be confirmed. Still, such things as when the past employer no longer exists stymie some prospective employers.
False education claims – Individuals have actually managed to pass themselves off as physicians when they hold no medical degrees. In many cases, employees lacking safety-critical knowledge are nonetheless hired and working.
False identity – Either to avoid a troubled past or because of immigration violations, there is a very active black market based in identity theft that is used to help individuals find employment. At the same time, duplicate names and erroneous records make it essential that professionals conduct full background checks.
Illicit drug use – Corporations now, for good reason, routinely test for illegal use of controlled substances. Both manufacturing and white collar workers are subject to drug screenings.
Propensity to litigate – Some employees are serial plaintiffs in lawsuits against employers. This is a matter of public record (with some limitations due to privacy laws).
Propensity to be injured – Workers are entitled to compensation insurance when an injury is genuinely attributed to workplace conditions. But if a worker has several injury incidents and claims in their record, they may not be able to meet minimum performance requirements.
Federal laws (the Fair Credit Reporting Act) and the California Investigative Consumer Reporting Agencies Act regulate what can be found on job applicants, which includes key privacy protection provisions. Companies that are engaged in hiring are advised to work with certified background investigation professionals for effective and regulation-compliant personnel practices.
Background checks – including drug testing – may uncover problematic behaviors and claims.
Prospective employees are falsifying academic credentials, employment histories and even their identities. Employers need to limit their risks with background checks.
The case of a Carlsberg, California sex offender who rose in the ranks as a teacher, coach and senior administrator of a military boarding school speaks to every parent’s nightmare. But as the educator allegedly committed at least 16 acts of forcible rape on underage boys, he also created irreparable harm to his employer as well.
The perpetrator, now awaiting trial, was previously fired by another school in the 1980s. No charges were placed but individuals have come forward to claim molestation incidents occurred there as well. So how did it happen that this person was able to continue in his career as an educator?
Educational institutions have improved the number and depth of employee background checks in recent years, largely due to broadly publicized cases of such incidents. Sex offender lists are widely published and schools have a distinct responsibility to protect their students.
But other types of employers are beginning to understand the risks inherent in all job candidates. An employee with a false history, a doctored resume or who has a criminal record is an endangerment to coworkers, customers, vendors and the company’s reputation. This comes at a time when more information is legally available to potential employers, helping them to avoid adverse scenarios such as the following:
False employment history claims – While most human resources departments will not provide more than dates of hire and termination of a former employee, at least that much can be confirmed. Still, such things as when the past employer no longer exists stymie some prospective employers.
False education claims – Individuals have actually managed to pass themselves off as physicians when they hold no medical degrees. In many cases, employees lacking safety-critical knowledge are nonetheless hired and working.
False identity – Either to avoid a troubled past or because of immigration violations, there is a very active black market based in identity theft that is used to help individuals find employment. At the same time, duplicate names and erroneous records make it essential that professionals conduct full background checks.
Illicit drug use – Corporations now, for good reason, routinely test for illegal use of controlled substances. Both manufacturing and white collar workers are subject to drug screenings.
Propensity to litigate – Some employees are serial plaintiffs in lawsuits against employers. This is a matter of public record (with some limitations due to privacy laws).
Propensity to be injured – Workers are entitled to compensation insurance when an injury is genuinely attributed to workplace conditions. But if a worker has several injury incidents and claims in their record, they may not be able to meet minimum performance requirements.
Federal laws (the Fair Credit Reporting Act) and the California Investigative Consumer Reporting Agencies Act regulate what can be found on job applicants, which includes key privacy protection provisions. Companies that are engaged in hiring are advised to work with certified background investigation professionals for effective and regulation-compliant personnel practices.
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