Not long ago, we hosted a webinar entitled “Save Big Dollars in Legal Fees and Settlement Costs by Implementing a Background Screening Policy.” It was attended by clients, industry experts, and representatives from several fellow background screening companies. This is a follow-up to our “Save Big Dollars in Legal Fees & Settlement Costs by Implementing a Background Screening Policy” presentation to illuminate and respond to certain questions brought up by attendees regarding background screening policies.
During the webinar we outlined seven crucial sections all background screening policies should contain:
Furthermore, we discussed three factors that the U.S. Equal Employment Opportunity Commission (EEOC) feels every employer must carefully review before making an employment decision based upon a criminal case revealed in the report.
Background screening policies are essential to employers and employees. Not only do they deter discrimination claims arising from disqualified candidates, but also allow employers to make better hiring decisions based upon the principle that the best predictor of future behavior is indicated in one’s past.
One out of every six crimes occurs in the workplace and homicide is the second leading cause of workplace death in the U.S.
National Credit Verification Service reports that 25% of the MBA degrees it verifies on resumes are false.
72% of shrinkage is due to employee theft.
34% of all job applications contain lies.
30% of small business failure is caused by employee theft.