Background Screening of Coaches Should be Mandatory

In recent history across the country more coaches have been found to commit crimes and still were able to coach.  In Maryland a soccer organization changed their background screening policies after a coach was arrested for illicit behavior with a minor.  A rowing coach in Michigan was arrested for illegally recording female students changing from standard clothing to athletic outfits.  In Florida a high school coach was arrested for drug related offenses which sparked an investigation.  The school district said it would work to ensure that people with a criminal past don’t slip through the cracks.  Previously an assistant coach failed to disclose his criminal history on an employment application and was recently accused of running a multi-state drug ring.  The goal for this school district and other organizations hiring coaches is to strengthen their employment screening efforts in order to protect children who are considered an at-risk population.

The best way to deter malfeasant coaching applications and thwart previous criminals from gaining access to at-risk populations in positions including coaching positions is to create a strong background screening policy that is thorough and current.  Such a policy if implemented and well publicized creates a barrier to entry that acts as a deterrent for individuals seeking to harm or exploit at-risk populations primarily children or young adults.  With all these current headlines about coaches with criminal pasts and previous behavior of harming or exploiting children and young adults it should be mandatory across the country for all coaching positions to go through a rigorous vetting process before hiring them.

The best way a school or other organization can help prevent crimes against children is to work with a professional third-party background screening company.  Such an alliance can help create a background screening process that deters certain criminals from gaining employment as a coach or other position with unsupervised time with children.  Additionally the background screening company has the ability to conduct multiple kinds of background checks to thoroughly vet all job applicants.  Reports include criminal background checks, social security number trace, federal courts search, driving records check, employment verification, education verification and the all-important personal and professional reference checks.

To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2016-7-12-Background-Screening-Paid-and-Volunteer-Coaches-Should-Be-Mandatory.html

 

Critical Reports Beyond Criminal History

Modern day pre-employment background screening has moved beyond just criminal background checks.  Alternative background reports like driving record checks and professional verifications are also being used by human resource professionals across the nation.  The HR personnel understand the importance of working with a third party background screening company to get all the background reports available in order to help them make intelligent and well informed hiring decisions.

With increased scrutiny over the use of criminal background records in the employment screening process it is still one of the most important employment background checks to perform.  However, if an employer compliments a criminal records check with a driving record check, social security number validation with address history trace and professional verifications like education verification and employment verification a better picture emerges as to the viability of a job applicant.

Looking into prospective employee’s driving history is a worthwhile background check even if the job does not require much driving.  A single motor vehicle incident can create a significant liability to a company.  More information is always the best choice as the chances of the wrong person falling through the cracks is drastically reduced and the goal of risk mitigation is achieved.

Criminal background checks with driving record history, SSN validation w/address history and professional verifications combined create a powerful barrier for malfeasant and high risk job candidates from getting through the vetting process.

To read more about this subject read recent press release found here: http://www.criminalbackgroundrecords.com/news/2016-06-15-Critical-Reports-for-Pre-Employment-Background-Screening-Beyond-Criminal-History.html

Lying on Resumes an Easy Catch with a Background Check

Its graduation season and the economy has been showing signs of slowing down making competition for jobs even harder.  Some job candidates may think it worth lying on their resume to make them look more appealing to employers.  Stretching the truth is one thing but flat out lying about a degree earned or achievement received is a bad idea.

From money.cnn.com (May 06, 16):

… concerns are rising that the U.S. economy is losing momentum. Growth is off to a slow start in 2016. Experts anticipate a spring bounce, but the sluggish April jobs report suggests that pop is either delayed or not going to be that strong. (1)

The temptation to lie or stretch the truth in order to get that dream job or that position that would be a great place to start a career can be very high most especially in a tough economy.  These job candidates that think telling lies on a resume won’t hurt them or ever be discovered are certainly not knowledgeable about the employment screening industry.  The fact is that most employer’s higher third party background screening companies to perform background checks on their potential hires.  These employment background checks typically include criminal background checks, education verification, previous employment verification (if applicable), personal and professional references and a social security number search with address history trace.  These background checks would weed out almost any lye on a resume and the truth would be discovered.

If a potential employer finds out that a job applicant lied on their resume it usually means immediate disqualification for the candidate.  In the end it just isn’t worth lying on a resume, it usually does not pay off.  Even if the employer fails to perform the necessary background checks before hiring and actually hires a job applicant with a false resume, then many times in the future it will be discovered that the new hire did in fact lie on their resume.  At this point the company would usually fire the employee for falsifying their resume and once fired for this reason it would make it even more difficult for this person to find another job after that incident.
To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2016-05-18-Lying-on-Resumes.html

 

Summer is Coming Time for Camp and Volunteer Background Checks

All across the USA there are millions of family’s that send their kids to summer camp or other summer related youth programs.  These programs usually entail children spending unsupervised time with camp counselors or other youth program volunteers.  Since children fall into the at-risk population it is imperative that all those spending time with children undergo a criminal background check.  A volunteer background check should include a comprehensive national criminal background check, national sex offender registry search and reference checks before being entrusted to an at-risk population.

Whether a camp involves overnight stay or just a day camp, all volunteers should be background checked.  A complete and thorough background check can act as a deterrent to predators.

In New Orleans the recent arrest of a volunteer baseball coach highlights a clear need for background screening.

From NOLA.com (Mar. 10, 16):

(1)               …questions about the screening process arose after… a former football, baseball and basketball coach who had volunteered for decades, was arrested in October. In February, a grand jury charged him with aggravated rape of a child younger than 13, four counts of sexual battery, four counts of indecent behavior with a juvenile and nine counts of production of pornography involving juveniles.  nola.com/politics/index.ssf/2016/03/jefferson_parish_background_ch.html

This incident further highlights the importance of a thorough background screening of anyone spending unsupervised time with children including counselors, coaches and volunteers.  Combining court records/public records along with an in-depth interview and if relevant a credentials check these steps collectively will act as a deterrent against potential predators and will help weed out persons with a criminal past that may prove detrimental to at-risk populations like children.  This is why it is extremely important for organizations hiring volunteers to properly background check all their employees and volunteer help through a well-qualified third-party background screening company as a best practice for parents, volunteer groups and organizations.

To read more about this subject read recent press release found at http://www.criminalbackgroundrecords.com/news/2016-04-20-Summers-Coming-and-Its-Time-For-Camp.html

 

Use of Criminal Histories Being Scrutinized in Employment Screening

As laws change regarding the legal and lawful use of criminal history checks in the pre-employment background screening process compliance becomes an issue.  As ban-the-box legislation continues to spread across the country companies and organizations need to make sure their employment screening policies are compliant with all relevant laws.  As ban-the-box legislation gets adopted by cities, counties and states it is important now more than ever that companies and organizations use a professional third party background screening company to help them remain compliant and insuring they are in good standing with the FCRA.

New laws like ban-the box which makes employers remove the question asking the applicant if they have a criminal record can cause confusion with companies and organizations.  This confusion however can be avoided by utilizing a professional national background screening company to conduct the criminal background checks on their behalf.

Criminal checks even under ban-the-box can still be performed by companies and organizations prior to employment.  However, they have to wait until a conditional offer is made before checking if the job applicant has a criminal history.

The Equal Employment Opportunity Commission (EEOC) is tasked with enforcing discrimination laws and seeks legal action against companies and organizations that maintain discriminatory hiring practices.  The EEOC and ban-the-box legislation are trying to ensure an even playing field for all job applicants even those with a criminal past.  Recent legislation across the country aims to create a fair and equal entry to employment.

In the current employment screening climate employers should work with third party background screening companies to help them become or remain compliant with federal, state and local laws governing the use of criminal records, consumer reports and/or public records.

To read more about this subject read recent press release found  here.

Nanny Background Checks to Lower Risk

Protecting at-risk populations is paramount and none more obvious than protecting children.  In order to manage this risk it is important to conduct background screening on adults with access to other people’s children.  One job comes to the forefront and that is the job of a nanny or similar position that allows unsupervised time with children.  A nanny background check is critical in protecting at-risk populations and a third party background screening company should be used to perform the background checks.  Criminal background checks performed through a professional background screening company would yield the best results as they know how to thoroughly conduct a nanny check and are in full compliance with laws governing the use of public records and/or consumer reports.

Barons.com states the importance of vetting employees working in the home and points out the most important step before hiring is to perform at least basic due diligence on the candidate.  It must be understood that job applicants may say inaccurate statements or purposefully not tell the truth.  This is why conducting some independent research yourself is necessary yet it is even smarter to hire someone else or a background screening company to do this for you.  These companies excel at what they do and the background reports furnished are unbiased and include court records including criminal background checks, sex offender registry checks, reference checks and social security number information with address history etc.…

By revealing past history via public records, consumer reports and pertinent verifications parents and other family members can make well informed decisions regarding who they hire to watch over their children or their elderly relatives.  One thing is clear, proper background screening helps mitigate risk and goes a long way to protect at-risk populations including children and the elderly.

To read more about this subject read recent press release found at here.

Don’t Overlook Screening In-Home Contractors

Most companies, organizations and people understand the need for background screening including criminal background checks for tenant and employment screening purposes.  However an often overlooked area is contractor screening, most importantly in-home contractor screening.  Recent news shows the need for thorough background screening on in-home contractors.  Recently a couple hired a moving company in New Brunswick that advertised they have a policy that they run background checks on their employees.  However they ended up hiring someone with a criminal record to help do the job.  The result was theft as the couple noticed some of their best jewelry missing.

This incident and many more highlight the need to properly background check contractors especially in-home contractors that may have unsupervised access to the home.  Theft can be a big issue but there are other possibilities far worse that could endanger family members in the home while the contractor is there.  One of them is sexual assault which also emphasizes the need for a national sex offender search as part of the vetting process.  A 50-State sex offender registry search is normally included as part of a criminal background check.

A third party background screening company can assist in this process by providing background reports like criminal background reports on any contractor being given access to the home.  Additionally it is a wise move to first find out if the contractor is properly licensed before letting them in the home which if they are takes away some of the risk.  A license is critical because it helps protect both parties if something goes wrong in the process.

It is now clear that the safest practice/policy for ensuring any contractor entering the home is not a threat is to first fully vet and background check the contractor.  This procedure is one of the most important steps a person, family or entity can take in order to protect person, family, organization and property/possessions.

To read more about this subject read recent press release found here.

Caregiver and Volunteer Background Checks

As more and more caregivers are needed to care for the aging population and for childcare it is important to the US society to help protect these at-risk populations.  It is becoming more common for families to hire home health care providers into the homes of the families elder members.  It should also be common for these caregivers to undergo a thorough background screening before having unsupervised time with the elderly.  This vetting process should include a criminal background check, sex offender search and social security validation with address history trace.  Additionally it is very beneficial to also check references regarding the caregiver’s reputation and experience in the field.

At birth most children are born into a welcoming family and the responsibility of protecting and raising this young person falls on the parents and perhaps other relatives.  However, in many cases and in many US families this responsibility is also shared with other non-family individuals such as baby sitters, coaches, tutors, instructors, nursery school teachers, volunteers and more.  As the care of a child is shared it is important to perform background checks on such individuals before entrusting them with a child.  In many cases a parent can ask the school or caregiver company if they thoroughly vetted the volunteer or employee before handing over their child.  Childcare and/or caregiver background checks, eldercare background checks and volunteer background checks are becoming a big part of the overall effort to protect at-risk populations.

It is incumbent on US Society to collectively protect at-risk populations like children and the elderly even if no one in your family has members under the care of third parties like home healthcare and child day care.  It benefits the whole society to protect the most at-risk portion of our society.  Also most people will someday become the elderly so helping the older members of our country now will help set a trend where the citizens take care of their most vulnerable and then the next generation will take care of them.

To read more about this subject read recent CriminalBackgroundRecords.com press release.

Databases and Background Screening

Background screening for tenant and employment screening usually entails database searches and court record checks such as criminal background checks.  Most information about an applicant is pulled from databases and court records.  Databases allow for the instantaneous background retrieval systems available in the USA today and along with court record checks makes up for most of the information a landlord or employer needs to know before making a leasing or employment related decision.  However, databases are only as good and reliable as the information entered in them.  Fortunately for consumers the Fair Credit Reporting Act (FCRA) protects them from inaccurate or out dated information.  For example, if an employment background check is conducted on a job candidate and a criminal record was found, the employer/consumer reporting agency (CRA) has to notify the applicant that a record was found that adversely affected them. Then the applicant can dispute the claim with the CRA and if the record(s) found were either inaccurate, incomplete or out dated they would have to remove the record(s) in question from their database.

Although background checks are extremely important for landlords and employers during the vetting process of an applicant, they need to be conducted in a way consistent with the laws and regulations of local, State and Federal governments.  Databases and court records are essential for landlords and employers to get the information they need in a timely fashion to assist in choosing well qualified applicants.  Databases both electronic and physical are getting better and more accurate over time and access to such information is critical in ensuring the background screening results are reliable.  This includes many forms of background screening including both tenant screening and employment screening.  It is important to note that even with the high quality of database information and court record information available the consumer will always have rights under the FCRA and other government entities like HUD and the EEOC to make sure their personal information is protected and accurate.

To read more about this subject read recent CriminalBackgroundRecords.com press release.

Legalization of Marijuana Spreads to Oregon

On October 1st, 2015 Oregon became the third State to legalize the sale of recreational marijuana.  Colorado and Washington already enacted this legislation.  This is a big step in decriminalizing marijuana usage and possession.  This legalization will cause companies to re-examine their drug screening policies.  Most companies that use drug testing will continue to do so and the question will become what acceptable level of drug use will be allowed.  Testing for recent or substantial use will certainly be a factor in how a drug test result would affect a current or potential employee’s employment.

The legalization of recreational marijuana is a big step from the already legalization of medical marijuana.  This new law will certainly cause confusion with hiring managers (human resources) and companies with already existing drug policies.  This means that employment screening policies will need to be revisited and most likely revised.

It is important to note that the California Supreme Court has ruled that the State’s medical marijuana law applies only to criminal prosecution, not to the workplace.  Currently it is still up to the employer to decide the rules of employment within their company as long as these rules do not break any laws and are consistently enforced.  Further complicating hiring practices is the spread of ban-the-box legislation and the enforcement of discriminatory practices by the EEOC.  Recent movements to reduce or eliminate discrimination in the hiring process has been substantial and many States now have to remove the “do you have a criminal record” question from the job application form.

Despite the huge changes in the USA taken place to reduce discrimination in the hiring process and during employment, it is a fact that many criminal convictions occur or are directly caused by the use of drugs including marijuana and companies have a right to protect their employees and provide them with a safe place to work.  This means that companies should still utilize third party background screening companies to perform criminal background checks and other background checks as part of their employment screening process.  In the end the legalization of marijuana will make companies within the States were its use and possession is legal change their employment screening policies and drug screening policies.

To read more about this subject read recent CriminalBackgroundRecords.com press release.