Screen Your Workers — with Care
03/07/07
"If your mother says she loves you, check it out." That’s long been a catchphrase among responsible journalists. But it’s becoming increasingly important for human resources professionals, too. The sad fact is that conducting thorough background checks and screening procedures are more crucial now than ever.
Consider:
You can conduct a variety of background checks, depending on your company’s needs and the position for which you are hiring.
Specific regulations about what employers can and cannot use during a background check vary by state. Some states prohibit employers from inquiring about criminal convictions, except for certain jobs. And in California, employers cannot inquire about marijuana convictions more than two years old. Consult with an expert on employment law in your state for your specific situation.
Before an employer can request a consumer report, criminal record or driving history on an applicant or employee, the Fair Credit Reporting Act (FCRA) requires the employer to make written disclosures about the FCRA, and to obtain the person’s consent to the background check. Our attorney-approved disclosure/authorization form fully complies with these FCRA requirements.
Also, G.Neil provides a line of pre-employment testing solutions that may help you avoid problem hires. All of our tests have been reviewed by our attorneys to assure compliance with discrimination laws. Click here to learn more about G.Neil’s HR Assessments or call 800-999-9111.
November 2005