Employment Screening:What organizations need to know to protect their employees, customers and assets. Prepared by Corporate Security Services Inc.
Pre-Employment ScreeningDon’t bring dangerous people into the workforceDig as deep as law and policy allowTypically organizations expend more effort to select officeequipment and supplies than screening of prospectiveemployeesRobust employment screening prevents other risks
Employment Screening: Return on InvestmentFor Every Dollar Spent On Employment Screening… Employers Avoid Spending; $ 3.07 in Employment Turnover costs $ 2.00 in Shrinkage / Theft costs $ 21.65 in Information / Intellectual Property loss $ 43.03 in Negligent Hiring costs $ 67.63 in Workplace Violence related costs.
The Fair Credit Reporting ActThe FCRA applies to –Employers that use the services of a third partyin preparation of an employment screeningreport. If a third party prepares or provides anyportion of an employment screening report (suchas criminal records, employment references, oreducation verifications), then the FCRA will apply.The FCRA was most recently amended by the Fairand Accurate Credit Transaction Act (FACTA orFACT Act) of 2003.Strict adherence to the FCRA is required whenutilizing Consumer Reports.
FCRA Employer Requirements Employer Requirements under the FCRA 1. Prior to receiving a consumer report, an employer must certify to the CRA in writing that it will do the following:• Use the information for employment purposes only.• Not use the information in violation of any federal or state equal employment opportunity law.• Obtain all the necessary disclosures and consents as required by the FCRA.• Give the appropriate notices in the event an adverse action is taken against an applicant based in whole or in part on the contents of the Consumer Report.• Give the additional information required by law if an Investigative Consumer Report is needed.
FCRA Employer RequirementsEmployer Requirements under the FCRA 2. Employers must provide a clear and conspicuous disclosure in writing to the applicant before the report is obtained. Also, employers must obtain a written authorization before obtaining a consumer report (FCRA § 604(b); 15 U.S.C. §1681b(b)). The disclosure and authorization can be combined in a single document, but should contain nothing more than the authorization and disclosure.
FCRA Employer RequirementsEmployer Requirements under the FCRA3. Employers need a disclosure form for an Investigative Consumer Report (FCRA § 606(a); 15 U.S.C. §1681d(a)). Often times, the forms are combined. The applicant must be notified by the user of the Investigative Consumer Report (e.g. the employer), within three days, that an Investigative Consumer Report has been requested and that he or she has the right to obtain additional information as to the nature and scope of the investigation requested. See the FTC, Notice to Users of Consumer Reports: Obligations of Users Under the FCRA for further details. Some states may have additional requirements
FCRA Employer RequirementsEmployer Requirements under the FCRA 4. Additionally, the applicant must receive a copy of the FTC document, A Summary of Your Rights Under the Fair Credit Reporting Act. 5. The adverse action rules apply to decisions not to hire an individual based in whole or in part on a consumer report. If adverse action is intended and before it is taken, an employer must provide the applicant with a copy of the report and the FTC document, A Summary of Your Rights Under the Fair Credit Reporting Act (FCRA §604(b)(3); 15 U.S.C. §1681b(b)(3)). This is the first notice, also called the Notice of Pre- Adverse Action.
FCRA Employer RequirementsEmployer Requirements under the FCRA 6. If, after sending out the first notice and related documents, the employer intends to make a final decision not to hire, then the employer must provide the applicant a second notice, also called the Notice of Adverse Action. This Notice will inform the applicant of the employer’s final decision and will provide a copy of the FTC’s form A Summary of Your Rights Under the Fair Credit Reporting Act. Additionally, the notice must provide the CRA’s contact information (name, address, and phone number), must advise the individual that: (1) the CRA did not take the action and cannot provide specific reasons why it was taken; (2) the individual has a right to dispute the accuracy or completeness of the information; and (3) the individual has a right to another free copy of his or her consumer report within 60 days (FCRA § 615; 15 U.S.C. §1681m).
Scope of Pre-Employment ScreeningThe scope of pre-employment background screening typically addresses the following three key elements: 1. Identity Verification 2. Personal History Verification 3. CredentialingA pre-employment screening process should consist of backgroundsearches that determine if the applicant meets the employer’srequirements in each of the three elements.The employer needs to determine which searches in each elementconstitute the best method to conduct the search. Business factors to consider are: • Business necessity • Nature of the position (Job Relatedness) • Industry specific requirements • Cost • Time sensitive hiring needs
All Background Screening Methods Are Not EqualPerformed By An InvestigativeResearch Expert Or The Most JuniorTemporary EmployeeSource of Data – Is the InformationReliable, Accurate ?Are There Safeguards to Prevent“False Negative” and “False Positive”Results.
All Background Screening Methods Are Not EqualAre Alias, Nickname, Maiden Name, andSurname Searches Performed?Are Court Record Dispositions InterpretedAccurately?Is the Information/Record returnedActually the Applicant’s or Someone ElseWith The Same Name?Are You Making Hiring Decisions Based OnReliable, Accurate Processes andInformation?
About Corporate Security Services Inc.’s Pre – Employment Screening ServicesEmployment Screening Services Are Performed byHuman Resources and Investigative ExpertsQuick Turnaround (3-5 Business Days)U.S. And International Background ScreeningCapabilitySearches are Customized to Clients RequirementsAverage Of Cost Effective, Tailored Screening RangesFrom $40 - $100 Per ApplicantQualitative, Understandable Report FormatToll Free Fax SubmissionModel Hiring Process Forms Adaptable To YourOrganization
What Distinguishes the Corporate Security Services Inc. ProcessEach Pre-employment Screening Case Is Handled As AnActual Investigation.All Applicant Forms And Data Are Thoroughly ReviewedFor Errors And Omissions Prior To Search Regimen.All Name Variations Are Searched, Such As MaidenNames, Aliases, Hyphenated Surnames, Etc.Robust Security Measures to Protect Applicant Data.Use Only “ Real Time”, Direct Data from Court Records.17 Year History With No Incident of Reporting A “FalseNegative” or “False Positive Results.Intense Client Communication/Update Processes
The “On Call” team ofSecurity and HumanResource experts.www.corpsecure.com 888-822-4277 firstname.lastname@example.org