EmployeeScreenIQ

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."

Background Check Issues for URI Students

2009-10-12T11:42:00.000-07:00

A loophole in the state's background check law could be allowing people with criminal records to volunteer in Rhode Island schools. To learn more about background checks, go to http://employeescreen.com.

According to an article by the South County Independent, students planning to volunteer or intern at the University of Rhode Island were told in September they needed to undergo a background check.

However, those students were turned down by university police, who stopped performing state or national background checks. Students were then turned down by the South Kingstown Police Department. Both of those departments referred students to the state Attorney General's Office in Providence.

The problem with the current system is that the Attorney General's Office only performs state background checks on volunteers, leaving room for people with a criminal record outside the state to secure a volunteer or internship position with the school.

Current state law requires only school employees, police and campus police, court system employees, financial agents, household security providers and massage therapists to submit to both state and national background checks.

In essence, the state is only required to perform FBI fingerprint checks for law enforcement and criminal investigation purposes. That finding is what led university police to stop offering national checks, after which time they were told to send anyone looking for state checks to the Attorney General's Office.

As the loophole in state law could potentially lead to bad hires, the Attorney General Patrick C. Lynch has announced that legislation to require federal background checks on classroom volunteers will be discussed during the next session of the General Assembly.

It seems as though the biggest concern to officials will be the cost of background checks, as there is a $22 fee for FBI fingerprint checks. That means the biggest hurdle could be figuring out exactly who will pay that fee.

Employee Background Checks Lacking for UAE Teachers

2009-10-05T14:52:00.000-07:00

The lack of comprehensive employee background checks on teachers is creating problems for some in the United Arab Emirates.

Recently, a former UAE teacher was sent to jail in the United States after being accused of trying to coerce students into sexual situations. That event has caused schools and parents to begin calling for stricter background checks on foreign teachers.

According to an article by The National Newspaper, there are currently more than 16,500 expatriate teachers working in the UAE. However, many of those teachers are allowed to work with children with hardly any criminal background checks.

Many public and private schools offer tax-free salaries to teachers, who are often hired after only undergoing a simple Interpol check to make sure there is no international arrest warrant out for them.

"If a person has committed a crime in their home country and they have a criminal record, there is no way for us to know about that record unless there is an international warrant or the home country lodges their information internationally," Brig Gen Nasser al Minhali, acting director general of the federal Department of Naturalisation and Residency, said in the article.

"We fingerprint all the residents to ensure they do not have a criminal history, but that is only comparable with the data on our system and not everywhere else in the world, of course," he continued.

Many officials claim that it is difficult to enforce thorough background checks on teachers, as many have had extensive international experiences and diverse nationalities, and places like the United States and Canada don't always make criminal records available to other countries.

While schools in the UAE are expected to complete a background check on a new hire, the quality of those checks can greatly vary. Teachers in the UAE must submit a security clearance to the Ministry of Education, which is forwarded to the Ministry of Interior, which then conducts an Interpol check.

Criminal Background Checks Increase in Price

2009-09-21T11:06:00.000-07:00

While criminal background checks have become commonplace for most school employees, the cost of those checks seems to be continually increasing.

While most residents, employees and officials agree on the importance of background checks in schools, many are taking issue with the rising costs of completing those checks, including employees who have to foot the bill themselves and taxpayers who live in districts where the school provides the checks.

Most recently, those in York County, S.C., learned that background checks for volunteers tripled in cost this year. While the fee for background checks usually comes in at $8, the price increased to $25 this year.

Those checks include reports provided by the South Carolina Law Enforcement Division listing any arrests or charges made in state against people applying for school positions, including tutors, chaperones, teachers aides and coaches.

Despite some complaints and the fact that schools aren't required by law to obtain criminal background checks on volunteers, many officials say they aren't willing to skip the procedure and put children's lives in danger.

"We want to know for sure these volunteers have the best interests in mind for our students," Beckye Partlow, executive director of personnel for Rock Hill Schools, told The Herald. "We do not plan to stop doing SLED checks."

While state rules don't allow SLED to charge school districts for background checks of teachers and substitute teachers, the agency is required to charge $8 for checks of mentors and bus drivers and now $25 for all other school volunteers.

"There's been a lot of confusion and inconsistencies among schools on how much they're supposed to pay," SLED's Capt. Andy Jordan told The State. "Some (schools) were doing all checks for free. Some were paying $8 for everyone. Some were paying $25. It was all over the gamut. What we're trying to do is get everyone to follow statute."

While the focus on enforcing state rules will ultimately help many schools, most will be faced with an increase in costs.

Background Check Changes in Charlotte

2009-09-17T07:55:00.000-07:00

Officials in Charlotte, N.C., are changing the city's background check (Click here) policies.

The city currently conducts nationwide criminal background checks on all of its public safety, professional and technical workers. However, Charlotte had only been completing local checks covering the past seven years for non-skilled laborers.

According to an article by FOX Charlotte, the changes came about after Royce Mitchell, a street maintenance worker for the city and convicted felon, was brought into Charlotte Mecklenburg Police Department on rape allegations in connection with a teenager's death.

"We had this one small gap that we're going to close." Tim Mayes, human resources director for the city, said in the article.

Charlotte currently spends about $250,000 per year on background checks for employees. Police and fire department employee checks cost between $200 and $300 each, while checks for maintenance workers cost only about $40. The new change in policy will add about $5,000 in costs.

"We knew it was there but we just didn't think it made business sense to be paying the expense of going through a process that we didn't need to have ... and you have an occurrence like this," Mayes said.

Some residents and officials, however, are worried that convicted felons could still make their way onto city payroll regardless of the new background check policy.

"If it's been years ago, and based on the work the person is doing, and the kind of work record they've had since that occurrence, its possible we may hire them in some of our positions, just not for police and fire," Mayes added.

Top 10 Background Check Elements

2009-09-08T10:26:00.000-07:00

If you're a business owner in the process of hiring new employees or scouting out potential business partners, it's important to know that you're making the right decision, and conducting a background check can help you do just that.

Background checks can reveal things about a potential hire or partner that could negatively affect their work ability. These can include such things as whether the person has a criminal record, if they have a drug or alcohol problem, if they've been involved in business failures, if they really graduated from the school they claim or if they've been in charge before.

Many portions of a background check can be completed by providing a background check company with the person's name, social security number and date of birth, as well as education and employment history.

You can gather this information simply by asking the applicant or potential partner. Federal law requires employers to inform job seekers that they plan to conduct a background check on them before the actual check is completed.

The top 10 elements to include in a background check, according to IntegraScan, are:

criminal records - state, federal and sex offender
driving records - DWIs or DUIs
credit report - credit worthiness
bankruptcies
tax liens
judgments and civil litigation
defaults
UCC filings
education and previous employment verification
professional licenses

Completing these checks and finding out any negative information associated with them can save yourself and your business from problems that could be caused by a bad hire or potential business partner.

Background Checks for Journalists?

2009-09-02T08:57:00.000-07:00

Journalists who want to accompany U.S. forces involved in Afghanistan military operations could soon have to undergo background checks.

The Pentagon has contracted The Rendon Group, a controversial public relations firm, to determine whether or not journalists' past coverage has portrayed the American military in a positive way.

The reason the firm is controversial is because its work helped create the Iraqi National Congress in 2003, which reportedly supplied much of the information about Iraq's alleged weapons of mass destruction.

According to an article by Stars and Stripes, any journalist hoping to embed with U.S. forces is subject to a background check by Rendon. The company examines reporters' recent work and determines whether the coverage was positive, negative or neutral compared to mission objectives.

"We have not denied access to anyone because of what may or may not come out of their biography," Air Force Capt. Elizabeth Mathias, a public affairs officer with U.S. Forces Afghanistan in Kabul, said. "It's so we know with whom we're working."

Mathias said Rendon reports are generated only after a reporter has been assigned to cover a unit and are done on an ad hoc basis, mainly for lesser-known journalists and those new to covering the war in Afghanistan.

The reports can be useful for familiarizing commanders with topics journalists could address and for facilitating coverage specific to a journalist's interests. Mathias also said the Pentagon has begun shifting away from the positive-negative-neutral scale and is now evaluating news coverage more for its accuracy.

A recent report stated there were 60 media outlets, excluding Afghan media, on the ground with American and NATO forces, a significant increase compared to a few months ago.

However, many professional groups representing journalists are speaking out against the Pentagon's screening of reporters.

"That's the government doing things to put out the message they want to hear and that's not the way journalism is meant to work in this country," Amy Mitchell, deputy director for Pew Research Center's Project for Excellence in Journalism, said.

"The whole concept of doing profiles on reporters who are going to embed with the military is alarming," Ron Martz, president of the Military Reporters and Editors association, said. "It speaks to this whole issue of trying to shape the message and that's not something the military should be involved with."

Criminal Background Checks for Texas Teachers

2009-08-27T08:14:00.000-07:00

The State of Texas is amid a broad effort to conduct criminal background checks, including fingerprints, on teachers, substitutes and classroom aides.

Senate Bill 9, passed in 2007, required all new hires of non-certified employees to undergo fingerprint checks beginning in January 2008. That law further required all certified educators, substitute teachers and classroom aides to have background checks before 2011, regardless of when they were hired.

Texas has been administering fingerprint-based checks for all newly-certified teachers since 2003. Those teachers will not be required by the state to undergo fingerprint checks again, but school districts can require another check.

According to an article by the Star-Telegram, about 12,500 of the 164,000 checks already administered, or about 8 percent, have come back with some sort of hit, which could be an arrest or conviction. Of those results, more than 1,000, or about 9 percent, were for felony crimes.

Doug Phillips, director of investigations and fingerprinting for the Texas Education Agency, said the agency has opened 168 investigations since January of last year. The agency does not keep data on how many cases result in the loss of teaching certification.

"We don't know how many people we've convinced not to teach in Texas or to leave Texas because they've had that criminal history and they don't want to be found," Phillips said in the article. "There's no doubt people left the state or they left teaching because they knew they were going to get nailed."

Many schools in Tarrant County are now getting their turn to administer criminal checks. Grapevine-Colleyville, Eagle Mountain-Saginaw and Crowley were among the districts expected to start administering the checks this summer. The state is sending e-mails to affected employees alerting them they have 80 days to have the checks done.

This upcoming fall, Fort Worth, Hurst-Euless-Bedford, Arlington, Keller and Birdville school districts will have their own teachers undergo background checks as well.

Background Checks in Churches

2009-08-19T12:35:00.000-07:00

Some people are praying for more background checks in churches after the results of a recent study were released.

One agency recently conducted a slew of background checks by way of LifeWay Christian Resources. The 5,000 background checks for 450 churches found serious felonies in 80 cases and more than 600 people who had some type of criminal history that could disqualify them from working at a church.

Of course, those in favor of more background checks in churches say this study's results show the need for an increased effort in order to keep everyone safe.

In an article by The Birmingham News, Christa Brown, Baptist Outreach Director of the Survivors Network for those Abused by Priests, said many evangelical churches, including Southern Baptists, still do not keep records of abuse allegations against clergy and church workers, and many don't have objective professional panels to review allegations.

"We're still looking at a small percentage of churches that are even doing minimal bare-bones background checks," she said.

Brown also said the problem could be worse than reported in the study, citing a 2007 Associated Press report that stated three major insurers of Protestant churches had about 260 reports a year for the past 15 years of claims of minors being abused by clergy, staff or other church workers.

That's higher than the average of 228 credible accusations against Catholic priests per year reported in a 2004 study by the John Jay College of Criminal Justice. Today, however, most Catholic and Protestant churches have formal panels and reviews for claims of abuse.

Background Checks to Protect the Elderly

2009-08-13T08:32:00.000-07:00

The State of Michigan is doing its part to help the elderly by requiring those who work with them to undergo background checks.

As of April, Michigan has required any newly-hired employee who works with older adults in long-term care to complete criminal background checks, according to an article by Advanceweb.

The measure was implemented in response to a rising problem the state is facing with healthcare abuse. A recent study by Michigan State University found that 40 percent of people in long-term care facilities experience some sort of abuse, including physical, verbal or emotional.

Prior to the new law, Michigan only conducted background checks on employees who worked directly with people in nursing homes, county medical care facilities, homes for the elderly and adult foster care facilities. The new law requires background checks for anyone in the field, adding those in psychiatric hospitals, hospices, home-health programs and long-term care facilities.

The law sets a timetable for which people will have to wait to work in the field in case they've been found guilty of committing a crime. For example, anyone guilty of larceny, retail fraud in the second or third degree would face a one-year penalty. In comparison, anyone who commits Medicaid fraud or drug dealing would face a lifetime ban.

Within the first four weeks after the law was passed, 70 prospective employees were found to have criminal pasts.

Supporters of the new law say background checks are critical in order to keep the elderly safe, but some naysayers believe the new law will diminish the number of people who want to work in the long-term elderly care field.

In January 2005, Michigan received federal approval as one of seven states selected to participate in the federal background check pilot program. Other funded states include Alaska, Idaho, Illinois, Nevada, New Mexico and Wisconsin.

Background Check Effort Against Criminals in California

2009-08-04T09:55:00.000-07:00

A proposed bill in California would stop people with a criminal past from conducting criminal background checks at certain agencies.

Following signing the state budget, Gov. Arnold Schwarzenegger now has more than 100 new bills to look at. Among them is Senate Bill 447, which would prohibit those with criminal records from conducting background checks for prospective employees and members at agencies.

Sen. Leland Yee, of San Francisco, sponsored the bill and said the loophole could lead to an ex-con supervising an organization's background check process without any other agency members knowing.

The bill would require the state Department of Justice to review the criminal past of potential record custodians to confirm whether they are suited for the position.

According to an article by the Inland Valley Daily Bulletin, lawmakers expect the bill to reach Schwarzenegger within the next week. Once the bill is sent, he will have 12 days to sign it. The Assembly already signed the bill in July after it was approved by the Senate in May.

"It's a great, great idea," Susan Warren, co-founder and co-director of Project Think, a summer program for those in preschool through eighth grade, said in the article. "I don't think we can be too careful checking the backgrounds of individuals who are going to be working with children, or checking those supervising children, who are our most important resources for the future."

There are currently 36,000 youth organizations in California that require criminal background checks for prospective members. However, the person conducting the background checks also can review his or her own past.

There are 36,000 youth organizations in California that require criminal background checks for prospective members. But the person conducting the background checks can also review his or her own past.

"We can't take that chance because that could ruin a child's life," Warren said.

Criminal Background Checks Hurting Port Workers

2009-07-22T08:13:00.000-07:00

The current economic recession, as well as delays in government criminal background checks and new screening procedures, are leaving several port workers without jobs.

The National Employment Law Project recently released a study that found a 2002 law meant to improve security throughout the country's ports has actually resulted in thousands of longshoremen, truck drivers and other employees without jobs for longer than usual.

That law, which was instituted after the Sept. 11, 2001 terrorist attacks is making those workers wait an average of seven months for security credentials that they need to return to their jobs or start new ones.

Between October 2007 and June 2009, more than 1.5 million port workers were required to go through the screening process, which is managed by the federal Transportation Security Administration.

In Baltimore - one of the biggest port areas in the nation - 21,060 workers applied for security clearance, but only 18,617 received and activated their credentials by mid-June.

America isn't the only country that has seen port workers suffer at the hands of background check requirements. Officials in Canada recently amped up their security measures for port workers.

A new deal between the federal Department of Transport and the Royal Canadian Mounted Police is aimed at eliminating organized crime operatives from restricted areas and improving security for passengers and cargo traveling throughout Canada.

The measures will allow the RCMP to run names of employees seeking security passes in restricted areas through 10 different databases, which include information about complaints, victims, suspects and other criminal intelligence. Also as part of the background checks, authorities will have access to an Interpol database with police information from 187 member countries.

Background Checks for Nonprofits

2009-07-15T06:18:00.000-07:00

A new proposal could make it easier for nonprofit groups to conduct background checks.

Sen. Charles Schumer has created a federal bill that, if passed, would make it easier for nonprofit groups that serve children to check the backgrounds of workers and volunteers. The service would cost as little as $25 and would be free to groups who can prove financial hardship.

The bill would close a legal loophole and allow groups to access FBI records through a new one-stop clearinghouse, according to an article by Newsday. For instance, currently in New York, if job applicants or volunteers at nonprofit agencies have been convicted of a sex crime or other offense in another state, it might not show up on New York state records.

Officials have said this bill is improved and different from a previous bill of the same nature that has already been proposed. Both bills are called the Child Protection Improvement Act of 2009.

The previously proposed bill would create a nationally-accessible background check system for youth-serving organizations. The legislation is based on a successful pilot program that makes it easier for groups like Big Brothers Big Sisters and the Boys & Girls Clubs to perform fast, accurate and affordable background checks on potential volunteers and employees.

The existing program performed more than 37,000 FBI fingerprint background checks from 2003 to 2008. In 6.1 percent of cases, more than 2,000 potential volunteers had criminal records of concern.

That bill also would keep the program affordable for small non-profit organizations. It includes protections for the privacy of volunteers to help keep criminal histories private and the opportunity to correct any errors on their record.

"It is absurd that it is impossible for many organizations to get access to background check data that will keep children safe," Schumer said in the article "As a parent myself, I know why it is essential that we pass this bill. "Then we will all be able to rest easier knowing that our children are in good hands when we drop them off at a camp or after-school program."

Public Records Can Be Unhealthy

2009-07-08T11:27:00.000-07:00

Should your health information be considered public record and therefore available to any potential employer conducting a background check on you?

There has been some concern lately as to whether or not personal health records available online are as secure as they should be. According to the Privacy Rights Clearinghouse, information contained in these records aren't always private, despite claims from host sites.

Several people have begun using a personal health record, or a tool for collecting, tracking and sharing your health information. Most PHRs are Internet-based and allow the patient to create, review and maintain the record.

While PHRs are great resources for both patients and health care providers, unsecured versions may do more harm than good. If an employer stumbles upon these records while conducting a background check, it could deter their decision to hire you. However, making hiring decisions based on certain medical conditions is a serious faux pas.

PHRs can include information pertaining to medications, illnesses and hospitalizations, surgeries and other procedures, vaccinations, laboratory test results, family medical history and allergies. Some PHRs also provide the ability to check drug interaction and network with other patients and medical providers.

Some PHRs are offered by hosting sites, which may cost money, while others are offered by health care providers or hospitals. Other online companies, like Google and Microsoft, offer them at no charge. Some popular PHRs are Microsoft's HealthVault, Google Health, Revolution health and WebMD.

Some PHRs are covered under the HIPAA privacy rule, meaning they can't be available for public consumption. But others are sponsored by third parties and not necessarily protected for privacy. Because of this, it's important to familiarize yourself with the host site's privacy policies.

Background Check Trends for 2010

2009-07-01T12:04:00.000-07:00

What can employers and job seekers expect in the way of background checks during 2010?

Background checks are pretty much commonplace in today's working world. They help employers be sure they're getting the best candidate possible and help job seekers prove they are who they say they are.

EmployeeScreenIQ recently released its annual list of background check trends for next year. The trends are designed to equip hiring professionals with advance information on crucial screening topics before they become everyday news.

A brief list of the trends include:

Greater hiring controversies due to social networking.
Contractor and PEO background checks rise in importance as temporary labor gains widespread use.
Increased hiring throughout the year.
Fewer employers will respond to requests for resume verifications.
As job seekers become more desperate to regain employment, resume falsification and diploma mills will increase in use.
A greater "blind" dependence on the FBI criminal database - despite the reality that it's not fully effective.
Controversies over increasing attempts to enact privacy laws, redacting social security numbers and other background information from court records.
Increased state legislation aimed at discriminatory use of credit reports.
Screening providers will achieve industry accreditation.
Litigation will increase over perceived discrimination in screening and hiring decisions.

"We're often asked by clients what elements of a background check deserve the most attention," President and CEO Jason Morris said. "The answer is, review everything. Every organization is unique in their hiring needs and practices. Every individual that you consider for employment should be judged on their own merit, strengths and weaknesses, by someone in the hiring organization that can consider the complete individual.

Background Checks Violating Privacy?

2009-06-25T06:26:00.000-07:00

One city has been under scrutiny as of late for requiring job seekers to provide social networking information as part of the background check process.

Bozeman, Montana previously made any job seeker looking to work for the city 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. The city claimed this was part of its normal background check procedure.

However, news of the requirement quickly created a controversy about potential employees' right to privacy. Various reports state 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."

Even though the city has since suspended the requirement pending "a more comprehensive evaluation," officials are still standing behind the background check policy.

"We have positions ranging from fire and police, which require people of high integrity for those positions, all the way down to the lifeguards and the folks that work in city hall here," the city attorney said. "So we do those types of investigations to make sure the people that we hire have the highest moral character and are a good fit for the city."

On the other hand, officials from Facebook said that the city's policy "is a violation of Facebook's Statement of Rights and Responsibilities, which received feedback from users and was ultimately approved in a site-wide vote."

Background Checks for Animal Handlers

2009-06-19T05:38:00.000-07:00

Should animal handlers at state fairs have to undergo a background check? With crimes against animals on the rise, one well-known animal protection group thinks so.

People for the Ethical Treatment of Animals recently requested that all animal exhibitors at the Wyoming State Fair undergo background checks. On top of that, PETA asked fair director James Goodrich to ensure that all exhibitors are in compliance with the federal Animal Welfare Act.

In a letter to Goodrich, PETA noted that its offices are often inundated with complaints that exhibitors at fairs and festivals throughout the country have abused animals or endangered the public.

Although exhibitors are required to be licensed by the U.S. Department of Agriculture, that is no guarantee that they will provide adequate animal care or follow public safety measures. Many exhibitors often fail to comply with the minimal federal standards established under the AWA.

Under PETA's request:

An exhibitor will be ineligible to appear at the fair if he or she has been cited by the USDA within the past three years for inadequate veterinary care, improper or dangerous animal handling or failure to provide adequate food, water, shelter or space.
An exhibitor who is traveling with primates must provide proof that each animal has tested negative within the past year for tuberculosis and herpes, both of which can be transmitted to humans.
All exhibitors must provide a written plan for the safe recapture of escaped animals.
All exhibitors must disclose all past incidents in which any of the animals who will appear at the fair potentially endangered the public.

"We'd prefer it if Mr. Goodrich banned all live-animal exhibits from the fair, but at the very least he should adopt strict guidelines - for the sake of animals and people," PETA Director Debbie Leahy said. "Almost without exception, the exhibitors who frequent fairs and festivals have abysmal records when it comes to providing animal care and protecting the public."

Background Checks Reveal Surprising Statistics

2009-06-11T07:21:00.000-07:00

We all know that background checks are becoming mainstream in today's employment industry, but what kind of statistics are background checks revealing.

According to a recent study from American DataBank, background checks from 2008 to 2009 drudged up some surprising facts about employees in various industries and different sized companies.

When looking at industries, food services and stores have the most employees with criminal hit records at 8 percent, followed by retail at 7 percent, health services at 6 percent, transportation and manufacturing at 5 percent and business services at 4 percent.

Transportation has the highest number of applicants with false information on their resumes at 89 percent. In the manufacturing industry, 10 percent of employees had a negative personal reference.

When it comes to driving records, 39 percent of food service and stores employees had one to three violations, while 8 percent had at least four violations. In the same industry, 51 percent of employees had a credit record with a negative history and, along with manufacturing, had the highest number of employees file for workers compensation at 14 percent.

When comparing companies by size, those with one to 49 employees are considered small businesses, those with 50 to 99 are considered medium-sized businesses and those with 1,000 or more employees are considered large businesses.

Those with 50 to 999 and those with more 1,000 or more employees both had 5 percent of employees with a criminal hit record. Large companies also had 53 percent of employees falsify information on their resumes. Medium-sized companies had 10 percent of employees receive negative personal recommendations.

As for driving records, small businesses had 34 percent of employees with one to three violations on their driving records. Small and medium-sized businesses both had 6 percent of employees with at least four violations on their driving records.

Medium businesses had 47 percent of employees with a negative credit history and 12 percent of small business employees have filed for workers' compensation.

Some other overall statistics found by recent background checks:

Up to 30 percent of applications contain false material or information
40 percent of the information on resumes is misinterpreted
45 percent of potential employees have a criminal record, bad driving record, worker's compensation claim or bad credit history
40 percent of American drivers have a violation on their driving record and 25 percent have no insurance
95 percent of all companies are victims of theft, but only 10 percent discover it
30 percent of all business failures are caused by employee theft
Workplace theft costs employers more than $120 billion each year
More than 2 million crimes occur in the workplace each year
Employee fraud estimates cost employers about $20 billion each year
From 1991 to 1997, sexual harassment has increased by 130 percent, an average of 15 percent each year
About 2,000,000 workers are victims of violent crimes while on duty, costing employers $4.2 billion
Employers lose 72 percent of all negligent hiring suits

Background Check Change Questioned in New York

2009-06-02T07:23:00.000-07:00

Officials in New York are disagreeing on whether or not a change to the state's background check laws is a good idea.

Sen. Frank Padavan recently introduced a bill that would stop a change to rules pertaining to background checks that were set during the Rockefeller drug law reforms. Those reforms are set to take effect June 8 as part of the 2009-2010 state budget.

According to an article by EmpireStateNews, the bill would put a stop to the rule that allows courts to seal criminal records of certain drug felons when they complete drug court. This means there is no record of a criminal's conviction when they apply for future jobs.

"This change defies all common sense because it would effectively wipe the slate clean for drug dealers who undergo criminal background checks when seeking employment in certain positions," Padavan said in the article. "This means convicted drug dealers could be taking care of children at a day care center or as a nanny, teaching at a school, or working at a nursing home or some other position of trust."

Under the proposed provision to be included with the budget, courts are allowed to seal a criminal's current conviction and up to three prior misdemeanors in order to keep them from being disclosed during background checks.

"The sponsor of this budget measure says it was intended to give criminals a better chance to get a job, but it goes against other laws that are intended to give the public a better chance to ensure their safety," Padavan added. "My bill would fix this by striking what was a dangerous provision hidden in a bad budget."

Background Checks Demanded after Utah Audit

2009-05-27T08:25:00.000-07:00

A recent audit completed by the Utah State Legislature is causing many citizens to ask that school employees undergo background checks. To learn more about background checks, click here.

The audit, which was released in April, found the current system for finding criminal histories of public school employees to be flawed and ineffective. That outcome has pushed lawmakers and state education leaders toward working to improve awareness of teacher arrests and implement background checks.

The audit sampled about 1,200 people at 32 schools in Salt Lake, Jordan, Granite and Davis school districts. Of those, 17 employees, or 1.4 percent, were found to have "concerning criminal convictions," while 49 employees, or 4.1 percent, had criminal histories.

Criminal convictions included felony sex assault, indecent exposure, aggravated assault, theft and drug use. Of the employees found to have convictions, nine were convicted before they were hired, six after being hired and two had been convicted both before and after they were hired.

The Legislature's Education Interim Committee reviewed the audit last week. The State Board of Education's Law and Policy Committee is drafting rules to change the system and implement more oversight.

One possible rule would require both licensed and classified employees to report any arrests or convictions to their charter school district superintendent within 48 hours. The offense would then be reported to the state education office. The rules would place offenses involving sex, drugs, alcohol and crimes against a person highest on the list.

Another potential rule would implement a personal database that would alert education employers about arrests. The database would include the employee's name, date of birth and Social Security number.

Finally, all new employees and teachers renewing their licenses would be required to undergo fingerprint testing and a criminal background check. That rule would cause the teacher licensing fee to increase from $50 to $70.

Background Checks Now Required for Indiana Teachers

2009-05-11T07:54:00.000-07:00

Instead of taking action to protect its students, the State of Indiana recently passed a law that protects teachers from lawsuits for disciplining students.

Several cities and states are taking action to make background checks more rigorous for teachers, but this is the first time Indiana will require its teachers to undergo background checks.

Gov. Mitch Daniels recently signed a bill into law that will give teachers immunity from lawsuits for disciplining students as long as they act reasonably and in good faith. Daniels said the new state law was one of his top non-economic priorities for the 2009 legislative session.

According to an article by WIBC, State School Superintendent Tony Bennett campaigned for the provision, saying it will help develop a culture where disciplined classrooms prevail in the state. However, Bennett said he doesn't know how many teachers have double-clutched on attempts to keep order.

"What we need to do is not think about how much this situation occurs," he said in the article. "We need to think about developing a culture where disciplined classrooms prevail."

The bill will require criminal background checks before teachers are hired and create a public database of teachers convicted of drug or sex crimes. The law will further require school districts to check for past convictions in any county where a teacher has lived. School officials also have the option of ordering a national background check.

The House of Representatives unanimously approved the bill before it was sent to Daniels.

Background Checks to be Stronger for Taunton Police Officers

2009-04-29T06:15:00.000-07:00

One Massachusetts city is imposing stronger background checks on its police department.

Pretty soon, if a new background checklist is approved by the City Council, it will be tougher to become a Taunton police officer. The approval would make future background checks of prospective police officers more thorough and comprehensive, according to an article by the Taunton Daily Gazette.

The checklist, created by Capt. Edward Walsh, consists of 10 dimensions in evaluating a candidate's moral character and personal history. The list also recommends five steps to implement the "pre-employment background investigative process."

The procedures and forms of the checklist were adopted for the detective division using guidelines already implemented by the Massachusetts State Police Certification Unit and the Peace Officer Standards and Training format.

Walsh said the checklist would help the police department return to an earlier era when a candidate's personal history was truly scrutinized.

“In the old days they would knock on neighbors’ doors [for references]," he said in the article. "That’s how it was when I was hired."

The City Council is expected to review the application and consider a recommendation within three weeks.

The proposed checklist comes on the heels of two months of hearings and testimony, which led to the suspension and eventual firing of a rookie police officer, the suspension of the police chief and the suspension of the city clerk.

Background Checks Amped Up at Canadian Ports

2009-04-15T10:28:00.000-07:00

Some Canadian officials are upping their security measures - including implementing background checks - for employees. Click here to read more about background checks.

A new deal between the federal Department of Transport and the Royal Canadian Mounted Police is aimed at eliminating organized crime operatives from restricted areas and improving security for passengers and cargo traveling throughout Canada.

The new agreement should improve information sharing between the DOT and RCMP. It also will allow the RCMP to conduct detailed background checks on employees applying for new security passes or renewals, according to an article by the Delta Optimist.

The measures will allow the RCMP to run names of employees seeking security passes in restricted areas through 10 different databases, which include information about complaints, victims, suspects and other criminal intelligence. Also as part of the background checks, authorities will have access to an Interpol database with police information from 187 member countries.

Transport Canada issues about 45,000 security passes a year to new applicants and existing employees seeking a renewal of their five-year passes.

About 100,000 workers throughout Canada could be effected by the new measures, including thousands of workers at Deltaport. At Port Metro Vancouver, port authority already has security background checks in place for container ports and areas of international trade. That port accounts for 3,300 jobs in Delta; 5,600 jobs on the North Shore and more than 20,000 jobs in Vancouver.

Federal Transport Minister John Baird agreed to have the deal signed last month after Auditor General Sheila Fraser warned that members of organized crime were infiltrating ports because of poor communication.

Background Check Fees Could be Raised in Rhode Island

2009-04-07T12:02:00.000-07:00

Rhode Island Gov. Donald L. Carcieri is hoping to increase the fees for a basic background check, but not without opposition.

Attorney General Patrick C. Lynch and his office are highly criticizing Carcieri's proposal, saying an increase in fees would only create more of a barrier for jobless people searching for work in Rhode Island.

According to an article by The Providence Journal, the plan to raise background check fees is part of Carcieri's budget proposal. The plan would raise the fee from $5 per check to $25 per check, which would create almost $900,000 in new state revenue.

The Attorney General's office processes about 150 background check requests every day. Director of Administration Christopher Cotta thinks the price increase will create financial hardship for applicants.

“If you’re applying to five jobs and need five of them, that’s $125,” Cotta said in the article. “This is often put on the backs of people who are out of work. That’s why it’s historically been $5.”

Another potential flaw is that the proposal is worded so that local police departments completing checks for investigations or arrests also would have to pay $25, which would add hundreds of thousands of dollars to their yearly budgets. However, officials say this was not done intentionally and will be corrected.

“$25 might not seem like a lot, but some of these positions that require [background checks] are low-paying, such as work in daycare facilities or nursing homes,” ACLU coordinator Amy Vitale said in the article.

Background Checks for Free

2009-04-02T07:40:00.000-07:00

One company is offering a free background check tool.

Snoopstation.com allows users to easily investigate the background of any person, free of charge. Users only have to provide the name of person they want to perform the background check on, and Snoopstation.com's wizard will provide a list of linked Web sites where you can find information.

Snoopstation.com allows users to check everything from criminal backgrounds to public records directories to sex offender records. There also is a reverse mobile phone number lookup.

Users can use the site's services to find records on: criminal history, sex offender, prison and inmate history, FBI, bankruptcy, marriage, divorce, birth, death and adoption, credit reports, unclaimed money and properties, government and policy auctions and Social Security numbers. The site also allows users to search for wanted criminals, as well as provides a reverse address search, reverse phone search and e-mail search.

"Snoopstation.com is a very sophisticated site that shows genuine and comprehensive records," the company stated in a press release. "Other such Web sites charge an outsized fee amount from their enthusiasts in return for providing information. Although the information provided by this site is very thin, Snoopstation.com has maintained a very high standard for providing data.

"They are literally the front runner in the sphere of background check and public records," the company adds. "Snoopstation.com is really a free website. No fee is charged in exchange for the services rendered. Being a decentralized Web site, it is extremely speedy. The entire investigation is done within a fraction of seconds. The public records provider exercised at snoopstation.com is one of the best in the industry."

Snoopstation.com is currently partnered with the Area Code Lookup USA and offers software such as Net Detective, eDetective, Web Detective and Keylogger.

Background Checks can Lead to Identity Theft

2009-03-24T11:41:00.000-07:00

Could a background check lead to identity theft?

ProtectMyId.com, an identity theft solution, recently released a report stating the ways a background check could lead to identity theft. While background checks are more popular now that ever before and are even required in some states for some professions, there are still potential risks.

While corporations are usually the ones completing background checks, they can also be completed by anyone from family members concerned about the quality of child care to singles checking in on who they're dating.

While a lot of public information is available online and at various organizations, a thorough background check requires written consent from the subject. That grants individual or company access to information such as: resume and employment verification, social security number verification, criminal record checks, Department of Motor Vehicles records, civil court records, Worker's Compensation, credit reports and sexual offender databases.

Without written consent, companies can only gather information from public records and other open sources, meaning the most critical information should remain private. However, some scam artists and thieves are often able to access personal data.

"They have many means of committing identity fraud, including the use of online recruitment scams," ProjectMyId.com said in a press release. "Rising unemployment has made these scams very popular and most job seekers scouring the Internet for employment opportunities don't realize they can make a bad situation even worse, by simply responding to a want ad."

These scams often begin when a consumer receives an e-mail from a company who claims to have found your resume online. The company will state they have an immediate opening for someone with your talents and will ask you to log onto their site and apply for the position.

Next, the scamming company will ask you, via company policy, to do a background check, which may require information such as your date of birth, Social Security number, driver's license number and bank account numbers. This is all information that also can be used to steal someone's identity.

"It's disturbing that people can prey on the desperation of others in such ways, but the fact remains we all need to be more vigilant about protecting ourselves from identity fraud," the company added. "Be cautious. Never give information out to anybody without diligently researching them first."

Background Checks could be Made Easier through National System

2009-03-18T11:47:00.000-07:00

New legislation could make it easier for youth-serving organizations to access background checks.

The Child Protection Improvements Act of 2009, introduced by Rep. Adam Schiff, D-CA, would create a nationally-accessible background check system for youth-serving organizations, according to an article by the American Chronicle.

"We are fortunate to live in a country where millions of volunteers generously make time to participate in community service," Schiff said in the article. "But with so many volunteers working with children we need to ensure that child predators are not preying on innocent children through the guise of volunteerism.

"Children's safety is paramount, and we need to make certain that those working with our youth have been thoroughly and properly screened," Schiff continued.

The proposed legislation is based on a successful pilot program that makes it easier for groups like Big Brothers Big Sisters and the Boys & Girls Clubs to perform fast, accurate and affordable background checks on potential volunteers and employees.

The existing program performed more than 37,000 FBI fingerprint background checks from 2003 to 2008. In 6.1 percent of cases, more than 2,000 potential volunteers had criminal records of concern.

The new bill hopes to keep the program affordable for small non-profit organizations. It includes protections for the privacy of volunteers to help keep criminal histories private and the opportunity to correct any errors on their record.

The new program would:

create universal access to nationwide background searches by establishing a criminal background check designee to process background checks on prospective employees and volunteers for youth-serving organizations
create "one-stop" functionality where a local organization could elect to obtain both a state and FBI search through the central clearinghouse
keep the fee as low as possible for non-profit organizations, no more than the actual cost
ensure that individuals subject to background checks can request their full criminal histories, challenge their accuracy and completeness and receive a prompt response from the jurisdiction holding the records

Background Checks Implemented at Ohio Hospital System

2009-03-11T10:59:00.000-07:00

One Ohio hospital system is implementing background check rules to help keep patients and workers safer.

University Hospitals began requiring extra security measures, including fingerprinting doctors, last year for employees, volunteers and anyone else who comes in contact with patients.

"Because of the attacks, we went though a rigorous process of heightening security and background checks," hospital spokeswoman Janice Guhl said in an article by the Plain Dealer.

The efforts stemmed from an incident in which a temporary nurse's aide abused patients in 2007. The temporary agency that sent that worker to UH had failed to complete a required criminal background check. A further state investigation found other workers had not undergone the necessary checks.

UH has required fingerprinting and background checks for all employees except doctors since 2004. However, the new rules include doctors in the checks, as well as students from medical and nursing schools. Temp agencies also now have to provide background checks, which are then reviewed by the hospital.

While violent crimes are usually rare, Cleveland police reported 176 assaults and 1,500 crimes at hospitals and other medical facilities from 2001 through April 2008.

William Nesbitt, a hospital security consultant in California, said in the article he has seen more sexual assaults and other crimes involving temporary hospital workers in recent years.

"There has probably been some naivete on the part of some hospitals to do their due diligence," he said. "It may be somewhat out of the norm (to require universal fingerprinting), but maybe the norm is moving in that direction."

Background Check Law in California would Further Protect Children

2009-03-05T07:58:00.000-08:00

A new background check law in California could help protect children in youth organizations.

Sen. Leland Yee, D-San Francisco/San Mateo, recently introduced Senate Bill 447, which would help protect children in youth organizations from sexual predators and other criminals. The bill would reform the criminal background check policy at the state's 36,000 youth organizations and human resource agencies that work with children.

According to an article by the California Chronicle, organizations like the Boy Scouts and youth soccer leagues are currently required to conduct criminal background checks on staff members. Each organization must appoint a custodian of records to review the checks and determine if a potential employee's criminal history poses a potential threat to the organization or its members.

However, the current law allows the custodian of records to review their own criminal record, which could result in a convicted person serving as the custodian of records.

"SB 447 will help protect children from predators and other violent criminals by closing an obvious loophole in the law," Yee said in the article. "Those determining who can work with children should not be reviewing their own records and determining if they are fit to serve. Parents deserve assurance that their kids are safe when they are dropped off at a soccer practice or scouts meeting."

The bill would create a program under which the California Department of Justice would review the criminal record information for custodian of records applicants. The program would be funded by a $30 fee for all custodian of records applicants.

Background Checks Through Social Networking Sites

2009-02-26T11:01:00.000-08:00

While conventional background checks are now a part of almost any hiring process, employers are finding it easier to use social networking Web sites and other Internet resources to find out information about potential employers.

As employment rates across the country are the lowest they've been in 16 years, employers are finding themselves inundated with resumes and inquiries. While scouring a job seeker's personal Web sites or Googling an applicant's name may seem like the easy way out, it's not always the moral decision to make, and you may find information you didn't want to know.

"With the proliferation of social networking sites like Facebook and MySpace, employers are becoming more aware of the information obtainable via the Internet about their employees and job applicants," Ron Brand, a partner with Fisher & Phillips, said in an article by Aspen Publishers Technical Answer Group. "These indiscretions are made permanent in cyberspace for all to see, including prospective employers.

"However, in looking up information on the Internet, employers need to be aware of potential claims against them, such as federal and state discrimination and invasion of privacy claims," Brand added.

While no law prohibits employers from searching social networking sites to conduct their own background checks of current or potential employees, doing so could result in federal and state discrimination claims, as well as invasion of privacy claims.

For instance, if an employer finds information on MySpace that identifies an applicant's disability or medical condition, the employer could face a discrimination lawsuit if a decision not to hire that applicant is made based on that information.

Also, an employer can terminate an employee or refuse to hire an applicant based on information found online as long as that information is not used in a discriminatory manner. This means job seekers should be careful about what they put on their social networking profiles when preparing for a background check.

Background Checks - What Information Can be Included?

2009-02-18T12:15:00.000-08:00

Whether you're a job seeker or a business owner, chances are you're going to have to deal with background checks in one way or another.

From the business standpoint, background checks will save you from being targeted for negligent hiring lawsuits and help you discover any false information a potential employee offers in a resume or interview. From the job seeker standpoint, background checks allow you to prove yourself to your potential employers.

Background checks can vary from checking your social security number and employment history to checking various other records, according to an article by Privacy Rights Clearinghouse. The federal Fair Credit Reporting Act dictates what is and what is not allowed to be included in a background checks.

Items that can be included in a background check include:

driving records
bankruptcy
property ownership
past employers
vehicle registration
education records
character references
military records
personal references
credit cards
court records
neighbor interviews
state licensing records
incarceration records
criminal records
workers' compensation
medical records
drug test records
sex offender lists

Some information that cannot be reported under the FCRA includes:

bankruptcies after 10 years
civil suits, civil judgments and records of arrest after seven years
paid tax liens after seven years
accounts placed for collection after seven years
other negative information, except criminal convictions, after seven years

Overall, background checks are an important part of the hiring process for both employers and employees. They help employers feel confident in their hiring decisions, and if the employee has nothing to hide, they should be confident about the outcome.

Background Checks - How to Prepare

2009-02-10T08:50:00.000-08:00

If you're searching for a job, chances are you'll have to undergo a background check at some point. Visit http://employeescreen.com to learn more.

It has become commonplace for most employers to complete a background check on any potential employee. Background checks help employers validate the information a candidate gives them on a resume or during an interview.

If you're in the market for a job, according to Privacy Rights Clearinghouse, there are some steps you can take to make sure your background check will come out clean.

Order a copy of your credit report. Many employers take your credit check as a serious indicator of responsibility. If there's something on it you don't recognize or you disagree with, dispute the information with the creditor or credit bureau. This also is a good way to make sure you haven't been the victim of identity theft.
Check court records. If you have an arrest record or have been involved in court cases, inspect those files to make sure the information is correct and up-to-date.
Check DMV records. Request a copy of your driving record from the Department of Motor Vehicles, especially if you are applying for a job that involves driving.
Complete your own background check. If you want to see what an employer's background check will reveal, hire a company that specializes in such reports to conduct one for you.
Ask to see a copy of your personnel file from your old jobs. Even if you do not work there anymore, state law might enable you to see your file.
Read the fine print carefully. When you sign a job application, you will be asked to sign a consent form if a background check is conducted. Read this statement carefully and ask questions if the authorization statement is not clear.
Tell neighbors and work colleagues they might be asked to provide information about you. This helps avoid suspicion and alerts you to possible problems.
Clean up your "digital dirt." This includes conducting a search of your name on major Web browsers, such as Google and Yahoo. If you find unflattering references, contact the Web site to see if and how you can remove them. You also should review your MySpace and Facebook profiles.
Request previous background check reports. If you have been the subject of a background check covered by the FCRA, you may be entitled to receive a copy of your "file" from the employment screening company.

Background Checks and Your Credit History

2009-02-05T12:36:00.000-08:00

If you're an employer conducting a background check, or an employee applying for jobs, you should know that a candidate's credit report is often an important part of the process.

Background checks often include copies of the applicant's credit reports. Three major credit reporting agencies - Experian, TransUnion and Equifax - provide a modified version of the credit report called an employment report. An employment report includes information about a candidate's credit payment history and other credit habits, according to an article by Privacy Rights Clearinghouse.

An employment report usually offers the same information as a credit report, only it doesn't include your credit score or date of birth. It also does not require an inquiry of your credit file, which is good since having too many credit inquiries can actually lower your credit score.

Credit reports also can include other information, such as your former address and previous employers. A potential employer can use this information as a way to verify the information a candidate gives them on an application or resume.

Many job seekers wonder why their personal credit information is even available to employers, let alone pertinent to the job search. In most cases, it's not as though an employer is looking for judge a candidate solely based on their good or bad credit habits. However, whether you have good or bad credit habits may say something about your character and level of responsibility.

"Often employers use your credit history to gauge your level of responsibility," the article notes. "Whether a valid assumption or not, some employers believe if you are not reliable in paying your bills, then you will not be a reliable employee. Unfortunately, a bad credit report can work against you in your search for employment."

There are some people who don't have any credit whatsoever, which can also come back to haunt you during a job search as well, particularly if the potential employer feels the ability to pay bills on time and maintain good credit is a sign of responsibility. Since background checks today are imminent, candidates might as well build up their credit to the best of their ability.