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2010-04-30T08:33:00.001-07:00

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What Shows Up in a Background Check of a Korean Taxi Driver?

2010-04-05T15:31:00.000-07:00

Have you ever wondered what shows up in a background check for a taxi driver? While it's something not many people think about, it's a valid question, given how much people rely on this type of transportation without knowing the first thing about the driver.

As one country is quickly learning, the information found in a taxi driver's background check is extremely important, and in some cases can mean the difference in a passenger's safety.

The Korea Times is reporting that civic groups are calling on government officials to strengthen the background checks conducted on taxi drivers. One goal is to prevent applicants with prior convictions for violence against women from driving a taxi.

The Passenger Transport Business Act was revised during June 2006 to prevent criminals from obtaining a driver's license within two years of their release from prison. However, many taxi companies hire drivers without completing proper background checks, mainly because they can't find enough drivers to fill open jobs.

Another problem is that some companies lend their vehicles to people who make daily payments under a separate contract. As companies don't complete the proper background checks on these temporary drivers, the vehicles are often used in crimes.

"It is a public safety issue so there should be more regulations when hiring drivers," a representative with the People's Solidarity for Participatory Democracy said.

The renewed effort came about after many law enforcement agencies began noticing an increase in the number of repeat crimes by taxi drivers. Most recently, Daedok Police Station in Daejeon are accusing a local taxi driver of sexually assaulting and murdering a woman.

Police say the 41-year-old man stole $7,000 and the woman's credit cards, and confessed to tying her up, taping her mouth and leaving her in the car trunk where she died of asphyxiation. The driver said he then drove other passengers around with the woman's body in his trunk. The same man is suspected of murdering three other female passengers since 2004.

Prior to this incident, another 55-year-old man was caught strangling a passenger and abandoning her body in a nearby city. Officials report that both of these drivers have criminal records, but had still been hired by taxi companies after being released from prison.

Background Checks and Criminal Records Checks Can Detect Resume Fraud

2010-03-29T16:27:00.000-07:00

One of the biggest reasons to conduct background checks and criminal records (Click here) checks on potential employees is the increasing trend of resume fraud.

A recent study from Challenger, Gray & Christmas Inc. found that most resume fraud is missed by HR employees because they don't bother to check a candidate's work experience, education or references.

Today, most companies use outside consultants to check this information, but the companies that do check found more false information or exaggerations during 2008, when the study took place.

A prime example is Dallas-based Automatic Data Processing Inc., which reported that 46 percent all fact checks the company did during 2008 revealed some discrepancies, which is an increase from 41 percent during 2007.

In commenting on that study, an article from ScrippsNews makes a good point in noting that those numbers are probably much higher now, taking into consideration that there are tens of millions of unemployed Americans, many of who have been out of work for at least six months.

Vikita Poindexter, owner of an HR consulting firm in California, told Scripps that most recently, job seekers have turned to listing fictional former employers that are no longer in operation on their resume.

"It is something that is pretty prevalent right now," she said "I try to educate my clients to do full background screening, but you'd be surprised how many don't. Someone presents a list of past employers, and every one has gone out of business, so there's no way to check? Every one. That's a huge red flag."

Here are some ways ScrippsNews notes candidates can lie on their resumes:

Job titles: Making or boosting a title in order to command a better salary. One person claimed to be a chief financial officer but held a minor job in the accounting department.
Education: Listing a degree from a school not attended; mentioning a school that is not accredited; inflating GPA or embellishing honors.
Reason for leaving: Saying you were a victim of a mass downsizing when in reality you were let go for poor performance.
References: Some try to pawn off family members as business references, which can backfire when it turns out your uncle actually doesn't think much of you.

Sample Background Checks for Financial Services Employees

2010-03-23T13:02:00.000-07:00

Any job seeker applying for a financial services position, or any employer looking to fill an opening in that industry, should be aware of the importance of background checks.

During the past 10 years, no other industry has been affected more by employment screening regulations than the financial services industry. The US Patriot Act, Sarbanes Oxley requirements and FDIC guidelines are just some of the government directives that require the attention of those in the industry.

Here are some sample background checks candidates for positions in the financial services industry may undergo. Visit http://www.employeescreen.com to learn more.

Social Security number trace - This procedure, which also includes an address history search, authenticates that the Social Security number an applicant provides is associated with an individual of the same name and birth date. The Social Security number trace reveals addresses that are used to select court jurisdictions in which to check for criminal records, and also will reveal any aliases.
Employment verifications - This verifies information on an applicant's resume, including dates of employment, starting and ending positions and salaries, reason for termination, and eligibility for rehire. It also may include interviews with former supervisors.
Education verifications - This confirms the schools the candidate attended, diplomas they received, degrees and certificates they were awarded and any additional information available.
County criminal record search - This consists of an on-site manual search for the superior, upper, lower and municipal court records available in each county. These records will indicate whether or not a candidate has had a felony, misdemeanor or infraction within the last seven years or longer. The end result includes date of arrest, date of filing, charges, level of charges, disposition date, final disposition of charges and any sentence or penalty.
Federal criminal record search - Cases found through these searches typically involve violations of the Constitution or federal law, including things such as tax evasion, embezzlement, bank robbery, kidnapping and mail fraud. Federal criminal convictions will not appear in state or county felony and misdemeanor court record searches.
National criminal record database search - These aggregate databases are comprised of millions of records from various sources, including county court houses, state departments of incarcerations, state record repositories, probation departments, townships and sex offender registries.
Pre-employment credit report - These reports, which are provided by one of the three nationwide credit bureaus, offer insight into an applicant's reliability and a sense of their personal responsibility. Reports will include derogatory credit information; public filings, including bankruptcies, liens and judgments; account standing with creditors; and previous address history.
Homeland Security Check - This cross references an applicant's name against more than 90 worldwide known terrorist and fugitive databases that include individuals, organizations and companies considered to be a threat to global and national security. The Homeland Security database is updated daily as various lists are modified.
Substance abuse screening - This can include physical exams and urine, hair or saliva testing for various substances.

Applicants for positions in the financial services industry also may undergo background checks relating to professional license verification, financial sanctions searches and the Office of Foreign Assets Control.

Criminal Background Check Policies May Soon Remove Credit Checks

2010-03-15T14:44:00.000-07:00

Many states are considering restricting access to credit checks during a criminal background check.

Inc is reporting that at least 16 states are considering legislation to ban or limit an employer's ability to run credit checks on potential hires, a practice that has become commonplace while conducting a criminal background check.

A recent survey from the Society for Human Resource Management found that 60 percent of employers run credit checks on some job applicants, an increase from the 43 percent who did so during 2006.

In most states, employers can check job applicants and current employees' histories for overdue payments on mortgages, credit cards, loans, rent and more. Credit checks are viewed as part of a hiring strategy to prevent putting at-risk or untrustworthy applicants into positions where they could do harm to the company.

But opponents call the practice discriminatory and unnecessary, Inc reports.

Most recently, business owners and state legislators in Maryland are battling over the practice. After hearing complaints from out-of-work constituents, Rep. Kirill Reznik proposed legislation that would restrict an employer's ability to use credit history against existing employees or potential hires.

"In this bad economy, when they leave their jobs and get behind on their bills, their credit reports go bad," he said. "When they try to get a job, they're unable to – and get stuck in an unfair Catch-22."

In Wisconsin, Rep. Kim Hixson has proposed legislation that would ban discriminatory credit checks for jobs that aren't substantially related to a candidate's credit history. He told Inc that although there are some relevances when hiring an investment banker, the same may not be true for hiring a truck driver, librarian or gym employee.

"I've had some employers tell me a credit report is a mark of a person's character," Hixson said. "They say, 'if they have a good credit history, I know they are trustworthy.' That's just not always going to be the case, so hiring based on it is discriminatory."

A 2007 law signed in Washington states that employers may not access credit reports of employees or job applicants unless the information is significantly related to the employee or their job responsibilities.

The issue also is gaining national attention, as EEOC Chairman Stuart Ishimaru has become a vocal critic of using employee credit checks, and has asked the agency to issue guidelines on how to complete a criminal background check in a non-discriminatory manner.

Criminal Background Checks for NASA Employees In Question

2010-03-08T13:41:00.000-08:00

Are the criminal background checks being performed on NASA employees a violation of privacy?

The Supreme Court recently announced that it will answer that question about employees at NASA's Jet Propulsion Laboratory in California who were classified as "low risk", according to an article by Reuters.

The question came about after some longtime employees decided to legally challenge the organization's in-depth checks for information on medical treatment, counseling for drug use, or any other "adverse" information.

After NASA implemented a policy requiring everyone to undergo a background check before being allowed access to the facility, a group of 28 scientists, engineers and administrative personnel sued the organization and challenged the investigations for violating constitutional privacy rights.

Although a federal judge ruled in favor of NASA, a U.S. appeals court disagreed and ruled that NASA should not be allowed to conduct such invasive background checks, but the Obama administration has now appealed to the Supreme Court.

The laboratory, which is owned by NASA and operated by the California Institute of Technology, is known for developing satellites, rockets, spacecraft and telescopes.

NASA currently requires scientists, engineers and all other employees at the laboratory to undergo background investigations. All positions are filled by contract employees, who could be fired if they do not agree to undergo criminal background checks.

Lawyers for NASA have argued that the ruling by the appeals court has prevented the routine background checks of many government contract employees, as well as cast constitutional doubt on a process that has been used for more than 50 years.

Lawyers for the employees, on the other hand, are questioning why NASA decided to implement the background checks for the first time in more than 50 years. They also note that the laboratory is located on an open campus, has limited security and welcomes outside visitors.

Background Checks and Criminal Records Checks for Dallas County Constables

2010-03-01T11:13:00.000-08:00

A recent incident is causing some local officials to question the depth of background checks and criminal records (Click here) performed on constables.

Dallas County Judge Jim Foster is requesting that the Dallas County Sheriff's Department conduct background checks on some deputy constables to make sure they are qualified for the job. This concern came about after a lieutenant in Precinct 5 was charged with minor felonies during a constable investigation.

An investigation by The Dallas Morning News found that before Constable Jaime Cortes hired Lieutenant Howard Watson, he was wanted in California in connection with a large legal judgment and child support, and previously faced criminal charges that were eventually thrown out.

Because of that information, Foster plans to put the idea of requiring additional background checks for other deputies in Precinct 5 up for a vote. Commissioners Maurine Dickey and Kenneth Mayfield have come out in support of the idea.

"I want this court to order that this precinct submit each and every person to undergo a complete and thorough background check," Foster told TDMN. "We've already seen evidence that it's not being done."

Lawrence Friedman, the lawyer representing Cortes, said he will go along with the idea if Foster, Dickey and Mayfield consent to background checks themselves. He said the three are neglecting the duties they were elected to perform by concerning themselves with constables' affairs.

Currently, the Dallas County Human Resources department only performs preliminary background checks on new constable employees, which include such things as education verification. The constables are then responsible for conducting additional employee background checks, such as contacting previous employers and verifying other information.

Sample Background Checks for Education Workers

2010-02-22T07:16:00.000-08:00

As so many people seek jobs in education, and those positions are sensitive and require a trustworthy employee, it's extremely important to make sure you hire the right worker for the job.

The education industry has long remained a fast-growing and popular career choice. During January, the industry employed 3,094,400 workers and had an unemployment rate of 5.9 percent, which is much lower than the national unemployment rate for all industries of 9.7 percent.

It's vital to maintaining a safe learning environment that schools properly screen teachers, faculty, janitorial staff, teaching assistants, coaches and other extra-curricular staff. Here are some sample background checks to conduct on potential school employees:

Social Security number trace - This procedure, which also includes an address history search, authenticates that the Social Security number an applicant provides is associated with an individual of the same name and birth date. The Social Security number trace reveals addresses that are used to select court jurisdictions in which to check for criminal records, and also will reveal any aliases.
Education verifications - This confirms the schools the candidate attended, diplomas they received, degrees and certificates they were awarded and any additional information available.
Employment verifications - This verifies information on an applicant's resume, including dates of employment, starting and ending positions and salaries, reason for termination, and eligibility for rehire. It also may include interviews with former supervisors.
County criminal records search - This consists of an on-site manual search for the superior, upper, lower and municipal court records available in each county. These records will indicate whether or not a candidate has had a felony, misdemeanor or infraction within the last seven years or longer. The end result includes date of arrest, date of filing, charges, level of charges, disposition date, final disposition of charges and any sentence or penalty.
National criminal records database search - These aggregate databases are comprised of millions of records from various sources, including county court houses, state departments of incarcerations, state record repositories, probation departments, townships and sex offender registries.
Federal criminal record search - Cases found through these searches typically involve violations of the Constitution or federal law, including things such as tax evasion, embezzlement, bank robbery, kidnapping and mail fraud. Federal criminal convictions will not appear in state or county felony and misdemeanor court record searches.
Homeland security check - This cross references an applicant's name against more than 90 worldwide known terrorist and fugitive databases that include individuals, organizations and companies considered to be a threat to global and national security. The Homeland Security database is updated daily as various lists are modified.
Sex offender registry - This multi-state search provides sex offender case information from such sources as: bureaus of investigation, departments of law enforcement, departments of corrections, departments of justice, departments of public safety, sheriff's departments, state attorney general's offices and state police.
Substance abuse screening - This can include physical exams and urine, hair or saliva testing for various substances.

How A Criminal Background Check Can Avoid Bad Hires

2010-02-16T07:05:00.000-08:00

A criminal background check can help employers of all sizes avoid making bad hires. Visit http://employeescreen.com to learn more.

There are many things to take into consideration during the hiring process, and while you may be drawn to certain candidates because of their experience, educational background or personality, it's important to find out everything you can about an applicant before offering them a job.

The best way to ensure a job seeker is who they say they are is by conducting a criminal background check on them. Most importantly, these checks will confirm the accuracy of the information a candidate provides on their resume or during an interview.

Criminal background checks also can weed out applicants who are unfit for or dangerous to your workplace because of things like a criminal record. Keep in mind that before conducting a check, you must first get the candidate's permission and consult the Fair Credit Reporting Act to determine what information you can and cannot access.

Here are four other steps you can take to avoid problems while hiring, as compiled by The Wall Street Journal:

Use a formal job application - This should request a candidate's full name, address, education, employment record and references. All of this information can give you a better look into someone's background than the information they may provide on a resume or during an interview. You also can state on the application that supplying false information can lead to dismissal.
Ask tough questions - After you've carefully reviewed the application, it's important to ask probing questions during the in-person interview, especially about gaps in employment. While a lag in employment is usually explained by attending school, changing careers or caring for a child, it also can mean the inability to hold down a job, a sudden dismissal or prison stay. You also can arrange for other employees at your company to meet the candidate in order to get a second or third opinion.
Call former employers and check references - This will help you verify the person's employment and salary history. The best question to ask a former employer is whether or not the candidate is eligible for rehire.
Invite a potential hire for a paid tryout - This will help you learn a lot about a candidate, including how well they fit into your business environment. You can ask them to work on a test project or spend a trial day in your office, which is a great way to test an applicant's technical skills.

What Shows Up In a Background Check if You're a Criminal?

2010-02-08T14:24:00.000-08:00

If you've ever been convicted of a crime, or even accused of one, you know how much it can change nearly every aspect of your life, and potentially harm your chances of future employment.

However, many companies are willing to hire people who have had certain criminal convictions, so that should not deter you from searching for and applying to open positions. So what shows up in a background check if you've been accused or convicted of a crime?

As dictated by the Fair Credit Reporting Act, a background check can reveal a number of facts about criminals, including:

Court records
Incarceration records
Criminal records
Drug test records
Sex offender lists

For those who have been accused of a crime, there is some information that employers are not legally allowed to access through a background check. That information includes: civil suits, civil judgments and records of arrest after seven years, as well as other negative information, except criminal convictions, after seven years.

Fortunately for employers, the FBI has reported that law enforcement agencies throughout the nation saw a 4.4 percent decrease in the number of violent crimes during the first six months of last year when compared to the first six months of 2008.

In addition, property crimes throughout the country decreased by 6.1 percent during that same period, while arson decreased by 8.2 percent.

These statistics are a nice change from previous years, when both violent and property crimes mainly increased, as shown in the graph below from the Bureau of Justice Statistics:

Top 10 Criminal Background Check Trends for 2010

2010-02-01T09:28:00.000-08:00

Whether you're a recruiter, employer or job seeker, it's important to know what the top criminal background check tends will be this year. Visit http://employeescreen.com to learn more.

Employment Screening Resources recently its "Third Annual Top Ten Trends in the Pre-Employment Background Screening Industry" report for this year. The report includes new trends that are beginning to make a difference and old trends that have evolved over time.

The top 10 criminal background check trends are:

Increased focus on whether credit reports and criminal records are discriminatory.
More lawsuits, including class action litigation over accuracy, privacy and consumer rights.
Increased pressure on privacy and data protection, especially as it relates to the location of the data.
The battle over databases will continue - with the latest issue being the proliferation of cheap "do-it-yourself" Web sites and iPhone apps.
Increased need for employer vigilance.
Lawsuits for using social networking sites.
Increased technology, signaling the end of paper and faxing for employment screening.
I-9 and other government requirements will grow.
Screening will expand beyond new employees to vendors and others on premises.
International screening will be more prevalent.

Another big trend will be the increased professionalism of the screening industry. This comes about with the growing presence of the National Association of Professional Background Screeners, which has established itself as the voice of the screening industry and is fostering higher levels of professionalism.

The organization, which was founded in 2003, was formed "to promote ethical business practices, promote compliance with the Fair Credit Reporting Act and foster awareness of issues related to consumer protection and privacy rights within the background screening industry."

As of late, the NAPBS has pushed for its members to approve an accreditation program, which would give employers more confidence when selecting a background check company. An accreditation program would provide a baseline of professional competency that employers can rely on.

Sample Background Check for Healthcare Worker

2010-01-26T10:23:00.000-08:00

While employers in nearly every industry are now conducting background checks on potential candidates, it is perhaps most important for employees in the healthcare industry to undergo these checks.

Healthcare workers are among the most trusted by the general public - they receive all kinds of confidential information and are often left alone with vulnerable people - and are sometimes literally responsible for holding a patient's life in their hands.

Here is a sample background check for fictional John Doe, who is applying for Las Vegas nursing jobs, as if it were completed by EmployeeScreenIQ:

Social Security number traces (address history search):
-Verifies that the Social Security number provided by Doe is associated with an individual of the same name and that the date of issue range aligns with his birth date.
-Provides an address history that corresponds with the areas of the country where Doe has lived, worked, attended school or spent other significant time.
-Provides a road map for court jurisdictions that should be researched for Doe's criminal records.
-Provides any alias names associated with Doe.

County criminal checks:
-Searches the superior, upper, lower and municipal court records available for Doe in each county.
-Doe's records would include: arrest, date of filing, charges, level of charges, disposition date, final disposition of charges and any applicable sentence or penalty.

Federal criminal court searches:
-Identifies any of Doe's criminal activity prosecuted through the federal court system, including: tax evasion, embezzlement, bank robbery, kidnapping or mail fraud.

National criminal checks:
-Collects information on Doe from county court houses, state departments of incarcerations, state record repositories, probation departments, townships and sex offender registries.

Sex offender registry:
-Reveals any sex offender information about Doe from bureaus of investigation, departments of law enforcement, departments of corrections, departments of justice, departments of public safety, sheriff's departments, state attorney generals' offices and state police.

Education verifications:
-Confirms the schools Doe attended, the dates he attended those schools and the degrees and certificates he was awarded.

Employment verifications:
-Verifies the information on Doe's resume, including dates of employment, starting and ending positions, salaries, reason for termination and eligibility for rehire.

EmployeeScreenIQ's healthcare screening services also includes substance abuse screening, professional license verification and OIG/GSA sanctions check.

Background Checks and Criminal Records Increasing in Schools

2010-01-18T07:10:00.000-08:00

The number of background checks and criminal records checks being conducted by employers is continuing to increase, especially on candidates who would be working in trusted positions, such as those with the elderly, children or other vulnerable people.

This has been most obvious as of late based on the number of schools throughout the country that are implementing rules requiring teachers, volunteers and other personnel to undergo background checks.

Most recently, Boulder Valley School District officials passed a measure requiring all volunteers to undergo a background check. Although the district has long performed background checks on employees, checks on volunteers were never consistent from school to school.

Under the new policy, anyone who regularly volunteers in the school, chaperons overnight trips or coaches must undergo a background check. Those who only volunteer occasionally will have their names cross-checked with Colorado's sex offender registry.

According to an article by KMGH, the school plans to conduct background checks on 1,500 to 2,000 volunteers this year, which will cost a total of about $6,000. While district officials have considered charging volunteers for more in-depth checks, they don't want to discourage anyone from volunteering.

The Dougherty County School System in Albany, Ga., also recently passed a measure requiring all current and future employees to undergo an FBI background check. While the DCSS Board of Education will pay for all current employees' background checks, new hires will be responsible for footing the $53 bill.

According to an article by WFXL, members of the school board decided to require an extensive background check to make sure that no employee working in the school system has a history of being fired from an out-of-state school for something inappropriate or illegal.

Other efforts to implement background checks in schools within the last year include:

The Francis Howell School District near St. Louis, Mo. is requiring volunteers who have lived in the state for the last five years to undergo a state check every four years, while those who recently moved to the state have to undergo an FBI check.
The State of Indiana is requiring teachers to undergo a check so it can create a public database of teachers convicted of drug or sex crimes.
The State of Texas has been enforcing a law passed in 2007 that requires all new non-certified employees to undergo fingerprint checks and all certified educators, substitute teachers and classroom aides to undergo background checks before 2011.
An audit by the Utah State Legislature found the current background check system flawed and ineffective, causing many lawmakers and education leaders to push for background checks. Proposed measures include: requiring licensed and classified employees to report any arrests or convictions within 48 hours, implementing a personal database that would alert officials of employee arrests, and requiring employees and teachers renewing their licenses to undergo fingerprint testing.
The British government is considering a bill that would require parents who home school children to undergo a background check.

Criminal Background Check Required for PA Home Care Aides

2010-01-11T09:08:00.000-08:00

Another state has joined the ranks of those requiring home care aides to undergo a criminal background check (Click here).

The State of Pennsylvania recently implemented a law requiring agencies and registries that send aides into private homes to be licensed by the state Department of Health. Under the new law, agencies have until February 10 to apply for licenses. So far, more than 700 entities have requested applications.

In order to obtain a license, employees of those agencies must pass a criminal background check, obtain child abuse clearances, and be screened for tuberculosis.

According to an article by The Morning Call, agencies employing those aides must use testing or training courses to prove that caregivers are competent. Agencies and independent contractors also must list their services and fees up front.

To hold up its end of the deal, the health department plans to post information online about the agencies that are licensed, so consumers can check them out. There also will be a complaint hotline.

The need for the new regulation law came from growth in the home care industry as the elderly population continues to expand and more seniors remain in their own homes instead of going to nursing homes.

Pennsylvania currently ranks third in the nation for its percentage of people older than 65. Coinciding with that large population, the Pennsylvania Homecare Association went from having 38 home care member agencies during 2001 to having 254 home care member agencies today.

During 2006, the Pennsylvania General Assembly amended the Health Care Facilities Act, which sets standards for hospitals and other healthcare providers, to include home care agencies.

However, it took three years for licensing rules to be established, because the health department solicited input from several interested parties. The department met with disability rights groups, retirement communities, trade groups and nursing home representatives.

Background Checks and Criminal Records Checks for Home Schooling Parents in the U.K.

2010-01-05T09:13:00.000-08:00

Parents and others who home school children in the United Kingdom could soon be subjected to background checks and criminal records checks.

A bill recently proposed by the British government would not only give local educational officials the right to determine whether or not they will register a home education program, but also would require parents to undergo background checks before teaching their own children.

If the bill is passed, the United Kingdom would be one of the first countries to require such measures. Neither the United States nor Canada - where the majority of home schooling takes place - require parents to register, and only two states require home schools to be approved.

In most instances, parents only have to inform the proper authorities that they plan on home schooling their children. While some states impose various testing requirements for home schooled students, most encounter no interference from government.

According to an article by the Home School Legal Defense Association, many British citizens are concerned about the implications of the bill proposed by the government. This has caused a parliament committee to conduct a special inquiry to determine whether the bill was conducted properly.

Some officials have claimed the government has adopted an extreme interpretation of the Untied Nations Convention on the Rights of the Child by granting authorities the right to access home schooled children and gather their views on home education.

In addition, the bill would allow local authorities to terminate registration if parents choose not to cooperate. It also would give some jurisdiction to the Local Safeguarding Children Boards.

Criminal Background Check Policy Changed for School Volunteers

2009-12-21T08:14:00.000-08:00

One St. Louis area school district is changing its criminal background check policy for volunteers.

The Francis Howell School District recently adopted a policy that will require volunteer workers who have lived in Missouri for the last five years to undergo a state criminal records check instead of a national FBI background check.

The in-state check, which is based on a person's name, does not require volunteers to be fingerprinted, making results available faster. However, volunteers who recently moved to the state will still be required to undergo FBI background checks.

In addition, all volunteers will have to undergo a background check every four years, and the district will continue to verify that all volunteers are not sex offenders, according to an article by Suburban Journals.

Officials at Francis Howell School District evaluate the background check of each volunteer depending on different parameters. For instance, someone convicted of child endangerment or drug possession would not be allowed to volunteer at all, while someone convicted of driving while intoxicated may be able to volunteer as long as they are not transporting children in their vehicle.

There is some controversy over the new policy, because while an in-state background check will reveal any open criminal records in Missouri, it will not show if a person was arrested and no charges were filed, if a person was found not guilty or if a person completed a sustained imposition of sentence.

On the positive side, the new policy has the potential to save the district a good amount of money, as the FBI background checks cost $52.50 per person and the Missouri checks only cost $9 per person. The district paid for 700 FBI background checks this year alone.

Criminal Background Checks Lacking for Temp Nurses

2009-12-14T07:52:00.000-08:00

Are temp agencies failing to perform proper criminal background checks on nurses? Visit http://employeescreen.com to learn more.

A recent study from the Los Angeles Times and ProPublica found that dozens of staffing agencies are not performing background checks on nurses, while others are ignoring warnings from hospitals about insufficient nurses on their payroll.

The study - which examined disciplinary records, personnel files, court documents and interviews - found that some agencies hire nurses without even interviewing them. That can result in poor care, including workers falling asleep on the job, failing to perform critical tests or stealing drugs meant for patients.

Some agencies included in the study hired nurses who had criminal records or left states where their licenses had been restricted or revoked. In California alone, at least three firms employed a nurse whose license had been suspended in Minnesota for stealing drugs. One firm even hired that same worker after he was convicted of stealing drugs at a nursing home in Santa Rosa, Calif.

Even as hospitals complained about nurses, agencies continued to move them from one facility to another, the study found. For instance, one nurse had racked up more than 12 warnings after ignoring patients and sleeping on the job, but an agency continued to send her to various hospitals. It was found that nurse had previously been convicted of 12 crimes, including prostitution, carrying a concealed weapon and possession of cocaine.

Perhaps most surprisingly, workers who found themselves getting in trouble at one agency seemed to have no problem finding work at other agencies. One nurse from Oklahoma was employed by at least four agencies in Southern California during one year, even though she had been accused of stealing drugs at each firm. Before working at the last firm, that nurse was arrested in Oklahoma for posing as a doctor's office employee and calling in prescriptions.

The practice of making bad nurse hires seems to be more common in states like California, where there is a severe nursing shortage, causing almost every facility to rely on temp workers.

According to a 2008 survey from the State of California, about 6 percent of registered nurses are temp workers. Of those roughly 19,300 people, about half live in other states.

Part of the problem in California is that the state's Board of Registered Nursing does not require hospitals or agencies to report nurse misconduct. Further, a previous study from the same two agencies found that there is often a long delay in disciplining nurses accused of wrongdoing.

Instead of taking more serious action after a nurse has been accused of misconduct, several hospitals simply retrain or monitor those workers after the fact. Temp nurses in particular are often exchanged for replacements without receiving further reprimand or guidance.

EmployeeScreenIQ Named to Weatherhead 100

2009-12-07T09:00:00.000-08:00

EmployeeScreenIQ, an Ohio-based background check company, was recently named to Weatherhead's list of the 100 fastest-growing companies in Northeast Ohio.

The company has been named to the list five years in a row, and this year was ranked as the 25th fastest-growing company in the region.

"We are honored to have achieved this recognition for the fifth consecutive year," Jason Morris, president and COO of EmployeeScreenIQ, said. "Even in a tight economy, we have stayed true to our core values of unparalleled service, continual innovation, and steadfast ethical responsibility to both our clients and employees."

EmployeeScreenIQ offers a variety of employment screening services to mid-cap and large-cap organizations throughout the world, including those in North America, South America, Europe and Asia.

"This honor is shared with our valued clients and our dedicated EmployeeScreenIQ associates," Chief Marketing Officer Nick Fishman said. "It is their dedication and support that fuel our growth and will help sustain such growth for the foreseeable future."

Weatherhead 100 has showcased the fastest-growing companies in Northeast Ohio since 1987. In order to be recognized, organizations must demonstrate consistent growth during the past five years. The list, which is determined objectively, is considered a testament to hard work, commitment, innovation and success.

The top 25 winners named to the Weatherhead 100 list this year include:

SageQuest
Turning Technologies
E-merging Technologies Group
Longbow Research
Military Product Groups, Inc.
Perceptis
SecureState
Expert Construction, Inc.
Tooling University
FIT Resources
E2B Teknologies, Inc.
Knotice
Hurricane Labs
Forest City Erectors, Inc.
Enger Tire Centers
SS&G Healthcare Services
Fidelity Voice & Data
PartsSource
ThermaFab Alloy, Inc.
HMT Associates, Inc.
Pyramyd Air, Ltd.
Matrix Healthcare Management Solutions
Wellington Technologies, Inc.
EmployeeScreenIQ

Criminal Background Checks Now Easier in Ohio

2009-11-30T09:32:00.000-08:00

Employers in Ohio will now have an easier time performing criminal background checks on potential or current employees.

Ohio Attorney General Richard Cordray recently announced that the Ohio Bureau of Criminal Identification and Investigation and the state Bureau of Motor Vehicles will work together to offer background checks at local deputy registrar offices throughout the state.

The new partnership will create a convenient and low-cost way to obtain background checks. The checks will be obtained through WebCheck, an electronic system that compares fingerprints and demographic data with state and national databases.

The BCI used $300,000 in federal grants from the U.S. Department of Justice to train local deputy registrars and provide equipment. Since October, the BMV has been offering background checks through more than 100 registrar offices and plans to make the service available at more offices during the near future.

"More and more organizations and employers are finding these checks to be an invaluable safety tool," Cordray said. "The range of Ohioans who must obtain these checks has become vast; from doctors to daycare teachers, from church volunteers to construction workers.

"Through our partnership with the Ohio BMV, people all across Ohio will be able to obtain a WebCheck close to home, at the lowest possible cost," he continued. "And that cost will be consistent from one location to the next."

A BCI or state-level background check through the BMV will cost $32, while an FBI or federal-level check will cost $34 and a background check through both databases will cost $61.

In the State of Ohio, background checks are required for employees and volunteers who work directly with children or the elderly, those in law enforcement and corrections; and those in a variety of licensed trades and professions.

Prior to the new collaborative effort, WebCheck was only available at a few BCI locations or through private companies.

What Does a Background Check Consist of at Hotels in India?

2009-11-23T07:50:00.000-08:00

What does a background check consist of at hotels in India?

Many people who travel to India for business or pleasure are noticing that it's not as easy as it was before to simply book a hotel room for the night. That's because many hotels are doing everything in their power to prevent terrorist attacks.

On Nov. 26, 2008, a handful of tourist attractions in Mumbai, including two prominent hotels, were the target of terrorist attacks. The Taj Mahal Palace & Tower, which was the target of six explosions, and the Oberoi Trident, which was the target of one explosion, were among four locations attacked that day.

Since then, hotels in Mumbai have been ramping up their security efforts by using background check companies, appointing ex-armed forces personnel and installing new security devices in hopes of preventing further attacks.

According to an article by The Times of India, background check companies are seeing an influx of requests from new clients. Ashish Dehade, managing director of First Advantage, said his background check company has gone from serving a couple of hotels to serving more than 12 since last year.

"After the attacks, every hotel has felt the need to address security issues seriously," he said. "We conduct criminal record, education and reference checks of employees as well as contractual house-keeping staff who have access to guests' rooms."

Hotels have taken a number of other measures to ensure the safety of their staff and guests. Some hotels have installed baggage scanning machines, explosive detection devices and vehicle scanners. Many others are now requiring guests to provide proof of identification.

In addition, some hotels have instituted a policy requiring that staff members leave the premises within 20 minutes of finishing a shift. Colonel Sandeep Sudan, Regional Head, Mahindra Special Services Group, a corporate security risk consulting firm said,

"We have suggested hotels to adopt a 'role, time and zone' model, according to which the premises are divided into zones and each staff is designated to work in a particular zone," he said. "This restricts free access to the entire premises."

What Shows Up in a Background Check Can Change

2009-11-16T08:57:00.000-08:00

More job seekers are finding that what shows up in a background check can severely hurt their chances of employment, and are therefore looking to legally clear their own criminal records.

Amid an already declining economy that makes it tough for anyone to find a job, many potential candidates are looking to clear their records of minor crimes and other information that could further hinder their efforts to find employment.

Michigan state police have estimated they will set aside 46 percent more convictions this year than during 2008, while Oregon is planning to set aside 33 percent more convictions, according to an article by The Wall Street Journal.

Officials in Florida sealed and expunged almost 15,000 criminal records last fiscal year, a 43 percent increase from the previous year. Officials in Cook County, which includes Chicago and the surrounding suburbs, received about 7,600 expungement requests during the first three quarters of this year, which is almost twice as many as during the same period last year.

Many cities and states are working with job seekers in this effort, as some entrepreneurs have set up record-clearing services and local governments have passed laws to speed up the expungement process.

Michael Hornung, a defense attorney in Fort Myers, Fla., charges $1,000 to help clients clear their criminal records. Part of the problem, he says, is that unemployment has increased to more than 10 percent, which allows employers to be more picky about potential candidates than in the past.

"This is affecting a whole new group," he said in the article. "I've had more people come in to talk to me about having their records expunged in the last year than I have had in the previous 13 combined."

In addition, several studies have found that more Americans currently have criminal records. That in turn has caused background checks to become more commonplace among employers.

According to the Society for Human Resource Management, more than 80 percent of companies performed background checks during 2006, an increase from 50 percent during 1998.

Background Checks a Violation of Religious Freedom?

2009-11-10T07:44:00.000-08:00

One teacher is planning to sue the State of Texas for requiring her to be fingerprinted for background checks (Click here).

Several reports have claimed that Pam McLaurin, a teacher at Big Sandy Independent School District in Dallardsville, is suing the state because she feels being fingerprinted is a violation of her religious freedom.

The case, which will be heard in Lufkin federal court, is the only religious freedom case to take place in Lufkin and the only fingerprint case to take place in the country.

Attorney Scott Skelton told KTRE that McLaurin thinks getting a fingerprint would result in her "bearing the mark of the beast" and being "tormented in burning sulfur." However, she would be willing to undergo any other type of background check.

"She just doesn't want to be fingerprinted," Skelton said. "That's all she doesn't want to have to do. She doesn't mind her background being checked out. She just doesn't want to submit to that. But TEA (Texas Education Agency) is not allowing an exception and so she is in this predicament."

McLaurin also has complained that the state is forcing her to submit fingerprints, even though the statewide law that would require school teachers to do so isn't supposed to go into effect until 2011. Big Sandy Independent School District officials have said they will comply with the state, but hope McLaurin will continue to be allowed to teach in the district.

"The Constitution issues are very, very interesting, from a stand point of a conflict between a teacher's sincere upheld religious beliefs under the first amendment to the United States Constitution and the state's intent in providing a safe environment for children in the public schools," Wayne Haglund, lawyer for the Big Sandy School District, said.

Background Checks and Criminal Records Could Include DNA

2009-11-02T09:46:00.000-08:00

It's not uncommon for employers to obtain background checks and criminal records on potential candidates, but many people are asking if one Ohio school has gone too far.

The University of Akron recently announced that in addition to criminal background checks, it will require all new employees to submit a DNA sample. While many colleges require employees to undergo background checks, adding DNA to the mix seems to be a first.

According to an article by Inside Higher Ed, the new rule states that all candidates selected for employment must undergo a background check and all offers will be "contingent on successful completion" of that check. In addition, applicants "may be asked to submit a DNA sample."

The rules state that all employees, including faculty members, are covered under the measure. The school's Board of Trustees adopted the new policy in August, but only recently notified faculty of the measure.

Laura Martinez Massie, University of Akron spokeswoman, said the school has not yet collected DNA and has no plans to do so, but is "merely reserving the right to do so."

"(Akron wants) a safe environment for all of its students and employees," she said. "DNA testing was included in the policy because there have been national discussions that indicate that in the future, reliance on fingerprinting will diminish and DNA for criminal identification will be the more prominent technology. (Akron wants) the flexibility to adopt the new technology if we found it necessary."

Some faculty and community members have taken exception to the new rule, and one adjunct faculty member has already quit because of it. There also is concern that the school never consulted with the American Association of University Professors before passing the new rule.

Pre Employment Background Checks in Boston

2009-10-26T09:42:00.000-07:00

Does the City of Boston have a faulty pre employment background checks system?

The Boston Globe recently published an in-depth look at the city's background check policy, which it determined could result in hundreds of people with criminal records working for the city.

During 2005, officials in Boston ruled that only job applicants for positions requiring unsupervised contact with the elderly, disabled or children under 18-years old would have to undergo background checks.

Currently, Boston, Chicago and San Francisco lead the nation in offering opportunities to rehabilitated ex-offenders. The city's reasoning is that these workers do not put the public at risk, as school employees, police, fire, youth, elderly services, technical and financial workers all fall under the background check requirement.

However, Bill Kessler, Boston's assistant director of human resources, told the Globe that about 3,500 city jobs don't require background checks. That includes all positions in public works and many positions in transportation. Kessler said keeping ex-offenders from these jobs would be more likely to increase correction costs than protect the public.

"We look for ways to help people become productive members of society," he said.

Boston's willingness to allow ex-offenders to apply for certain positions has helped garner statewide reform of Massachusetts' Criminal Offender Record Information law. That law allows the state to keep a record of every criminal court appearance in state courts.

The problem with CORI law is that a person is issued a record even if the case is dismissed or the person is found not guilty. Old cases are kept on file for lengthy amounts of time, making it hard for many people to find jobs even long after they have appeared in court.

In addition, Boston's actions have helped other cities and the public realize that ex-offenders can be a great fit for non-sensitive jobs as long as they have the right criteria and experience.

Criminal Background Checks Using Social Networks Ruled Violation of Privacy

2009-10-19T10:43:00.000-07:00

Employees in one city are taking fault after requiring job seekers to provide social networking information while undergoing criminal background checks.

According to several reports, three city employees in Bozeman, Montana, were recently disciplined after asking potential candidates to provide information regarding their personal social networking sites. As a result, the assistant city manager, fire chief and human resources director were all put on six months probation.

As we reported in a previous post, city officials were asking any job seeker looking to work for the city to reveal all of their login information to social media sites like Facebook, MySpace and YouTube, as well as e-mail accounts like Google and Yahoo. At the time, the city claimed this was part of its normal background check procedure.

But news of the new requirement spread quickly and created a controversy, as many people began wondering if the requirement should be considered a violation of potential employees' right to privacy.

Various reports stated that a news station in Montana was informed about the practice. After the news leaked, city officials began receiving one e-mail per minute about the background check policy.

On top of that, an online poll bringing in more than 5,000 votes found that 98 percent of the respondents thought the policy was an invasion of privacy. Those against the policy also quoted Article 2, Section 10 of the Montana Constitution, which states that "the right of individual privacy is essential to the well-being of a free society and shall not be infringed without the showing of a compelling state interest."

Soon after, the city suspended its requirement pending "a more comprehensive evaluation." In addition, Facebook officials stated that the city's policy was "a violation of Facebook's Statement of Rights and Responsibilities, which received feedback from users and was ultimately approved in a site-wide vote."