Certain industries require specific background searches to be conducted on prospective employees. Employers Choice Screening, for example, stresses the importance of screening applicants for tuberculosis if they will be handling food, caring for the elderly, or managing children. Employment physicals are also recommended for organizations with job duties that require labor intensive tasks such as construction, public safety, and manufacturing.
While employers cannot ask about an applicant’s physical well-being on an employment application due to the Americans with Disabilities Act, employers must still ensure that the applicant meets the minimum requirements for the job being sought. The solution to this is implementing employment physicals. The applicant is sent to a medical facility with an authorization form provided by the background screening company. The applicant is then screened by a medical doctor that will look for any physical limitations or pre-existing conditions that would prevent the applicant from performing their job duties. Once the employment physicals have been completed, the doctor will provide the “pass” or “fail” results to the background screening company based on the employer’s criteria.
To maintain compliance with the Health Insurance Portability and Accountability Act of 1996 (HIPAA) regulations, full exam information is not provided to the background screening company.
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.