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

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.

With background screening becoming common place in many areas, the need for accurate and timely information becomes paramount.  Background checks including criminal history checks are a part of many background screening areas including employment screening, tenant screening and volunteer screening.  The key factor in each background screening sector is risk mitigation and to protect at-risk populations like children and the elderly.  Recently Melissa Sorenson, executive director of the National Association of Professional Background Screeners (NAPBS) said, “Screening was uncommon for employers 30 years ago, but popularity of background checks has risen significantly in the last 15 years”.  She went on to say that “the Internet is a big factor, along with amount and availability of information, decreased costs of screenings and a rising desire among employers for risk mitigation”.  It is clear that risk mitigation is a huge reason for the increased use of background screening, but also very high on the list is to protect at-risk populations.  Criminal history checks help to weed out potentially dangerous people, people that could harm or take advantage of the vulnerable people in our society which would include children, the elderly and the disabled.  However, employers want to mitigate risk by avoiding bad employees and to avoid litigation like negligent hiring lawsuits.  Additionally about half of companies also say they perform background checks to maintain a safe working environment for their employees.

Now that background screening is common place the next big hurdle is providing accurate and timely background reports to sectors like employment screening.  There are many companies and organizations and ways of getting background check data.  However, it is critical to use a professional third party background screening company to work with to help get the background information needed to make a well informed decision either for hiring, renting or to fill that open volunteer position.  Third party professional background screening companies are up to date on background screening laws and take great care of the quality of the data they provide.  These firms can also get the background reports requested back to their customers in a timely fashion.  Whether the need for background reports is for employment screening or tenant screening, one fact remains the same, the reports have to be accurate, thorough, up to date and timely.

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

Across the country new laws are being examined to help protect at-risk populations such as the elderly, children and the disabled. It has now been extended to include those that have suffered from a catastrophic lose due to acts of nature or those that have suffered from enormous financial loss. These people often become in contact with emergency responders that often include volunteer help. These responders may not have had a criminal background check performed on them and could pose a risk to these vulnerable disaster victims. From caregivers to coaches to emergency responders a thorough background screening process can significantly help in protecting at-risk populations. A vigorous background screening policy for employment screening and volunteer screening is the core of risk mitigation and goes a long way at protecting those that are unable to protect themselves. To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2015-2-19-A-Diversity-of-Risk-Mitigation-in-Protecting-At-Risk-Populations.html

The amount of seasonal employees hired in the USA more than doubled from 325,000 in 2008 to 786,000 in 2013. It is important that employers hiring part time help run criminal background checks on them as well as other background checks. Pre-Employment screening should include a social security number trace, criminal background check, sex offender registry search and an employment verification (when applicable). Employers also need to be aware of changing laws in regards to the proper use of background checks in the hiring process. The Equal Employment Opportunity Commission (EEOC) keeps litigating companies that have hiring practices inconsistent with the law. Some employers may not feel the need to perform employment screening on seasonal employees but that may be a mistake. The cost of running a thorough background check on seasonal workers is insignificant compared to the risk involved with unscreened workers representing your company or organization. To learn more about seasonal background checks and why seasonal help should go through a proper employment screening process as like with full time employees read recent press release found at: http://www.criminalbackgroundrecords.com/news/2014-11-14-Seasonal-Hiring-and-Background-Screening.html

Schools both Public and Private Should Use Criminal Background Checks as Part of a Thorough Pre-Employment Background Screening Policy. Recently in New Hampshire a substitute teacher was charged with felony sexual assault on an underage student and then was found to have a prior felony conviction. This incident could have been avoided had the school performed a thorough and complete background check prior to hiring. Anyone working or volunteering at a school that has contact to children must be thoroughly vetted prior to allowing such contact. Performing an in-depth criminal background check as part of the employment screening process is certainly necessary for people interacting with at risk populations like students/children. A quality criminal background check could provide previous malfeasance and uncover past convictions that would disqualify such a candidate from employment at a public or private school. To learn more about recent headlines concerning schools and their background screening policies read recent press release found at: http://www.criminalbackgroundrecords.com/news/2014-5-22-Schools-Remain-Critical-Environments-for-Thorough-and-Complete-Background-Screening.html

The Fair Credit Reporting Act (FCRA) was written and enacted into law to promote the accuracy, fairness and privacy of information in the files of consumer reporting agencies. The FCRA makes it very clear to employers what is expected of them in regards to information gained for the purposes of employment screening. Among these is the mandate to get written permission from the potential job applicant prior to pulling criminal background checks on them. Employers are also required to give an adverse action notice and summary of rights as outlined by the FCRA if records were found that may adversely affect them. Although criminal records are classified as public records and are available to anyone through the courts, when used as part of an employment screening process have to adhere to the FCRA. To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2014-3-17-Consumers-Rights-with-Background-Screening.html

The Governor of California signed into law the new legislation regarding ban-the-box. The bill bans government employers from asking job applicants about their criminal history until later in the hiring process.  Minnesota just recently expanded its existing law regarding the use of criminal background checks in the employment screening process into law to now also cover private employers like Minneapolis based Target Corporation.  In light of this new law Target announced that they will remove questions about criminal history from job applications all over the country.  Additionally New Jersey is looking into enacting similar legislation but has been confronted with opposition from the State Chamber of Commerce.  One thing is clear the ban-the-box initiative isn’t going away, on the contrary is has gained significant momentum and looks to be on the current agenda for more US States.  To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2013-11-15-Ban-The-Box-Comes-to-California.html