For each “tip of the month” this year we will focus on 12 different recommendations for creating a non-discriminatory employment background screening program.
When an employer decides to hire or promote an employee they should have a non-discriminatory legally compliant background screening program in place. Not only does this help employers ensure they are hiring the right person for the position, it also limits exposure to negligent hiring claims.
For this month we will focus on the question, “will the appicant know about a background check?”
Pursuit to section 606 of the Fair Credit Reporting Act, employers must obtain a signed disclosure and authorization form from the subject (i.e. the applicant) of the report before requesting an employment background check. Also, providing the applicant with notices explaining their rights under federal and state law is mandatory.
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.