You may remember that about two weeks ago, we blogged about this story. When perusing our local news affiliate’s website, I ran across this updated piece. I’m not sure which is scarier – this person working with special education students (as was her former position before she resigned) or working with small children at a day care center (her current position). Scratch that – both very frightening if the criminal records her former employer found in her past turn out to be legit. My question is – if these records do not belong to her, as she claims, why didn’t she officially refute the findings with her former employer instead of just giving up and resigning? Per the FCRA, she has the right to formally dispute the information found in her background check and is entitled to a correction in her report if it is discovered that the records really do not belong to her. Sounds a little fishy to me…

Click here to read “Teacher’s Aide Blames Criminal Background on Mistaken Identity”

Here is a story from employeescreenIQ’s own backyard.  Though these allegations have yet to be confirmed, this story brings into question how efficient the school district’s background screening process really is.  If this person failed the background check, as this article states, how was she still placed in a position at the school?  The only reason I can think of is that the district may have run the background check after the employee had already started work making their continued employment contingent upon the results of the background check.  Running the background check after the person starts working for a company is certainly something employeescreenIQ would not suggest (especially when the position entails working with children) but, on the flip side, we do realize that sometimes a company’s immediate staffing needs outweigh any possible pitfalls.  Of course, this is just speculation at this point.  It will be interesting to see how this turns out.

http://www.newsnet5.com/news/15982631/detail.html?taf=nn5