In the aftermath of 9/11 and the growing problem of workplace violence, the demand and need for employee background checks and security checks is now greater than ever. Employers are increasingly turning to screening companies to conduct employee background checks on new job applicants and existing employees, including positions where a lot of attention may not have been paid to job security. the “pre-9/11” era. Many employers now require security clearances for many non-defense “high-tech” positions, including computer programming. Federal or state law requires employee background checks for certain occupations, such as child labor, law enforcement, defense contractors, and any federal employment.
security clearances
Often in employee background checks, especially when a security clearance is required, employers may also check the criminal history of a job applicant’s spouse and decide not to hire someone based on their criminal history. spouse, even if the applicant has a squeaker. clean file. In a traditional employee background check, only the applicant or employee is screened, whereas for a security clearance, the spouse and other family members are also screened. This is true not only for top-secret jobs within the US Armed Forces or defense contractors, but also for many “high-tech” civilian jobs, such as programming. Unfortunately, in some situations, who you are married to can determine your employability. A dishonorable discharge from the US Armed Forces will automatically eliminate any chance of obtaining a security clearance.
In an employee background check, some things cannot be reported: civil lawsuits, judgments older than 7 years, tax liens paid and collections paid older than 7 years, bankruptcies older than 10 years. All information except criminal convictions over 7 years. Although employers are prohibited from requiring applicants to provide copies of their criminal records, they may obtain this information from other sources, such as private agencies or public records.
Criminal records or “strip sheets” are not public records in all states. In some states like California, these are only available to certain employers where state and/or federal laws require employee background checks, such as: utilities, child care services, law enforcement, security companies, defense contractors.
credit checks
A credit background check is usually part of an employee’s background check; however, employers must obtain the employee’s or applicant’s written consent under the Fair Credit Reporting Act, FCRA (15 USC ยง1681). Many employers consider a person’s credit habits to be a good judge of character. After any decision not to hire someone based on their credit report, a copy of the report must be provided to the employee or applicant so that they have the option to contest it. Employers cannot fire a current employee for filing bankruptcy, but prospective employers can legally reject a job applicant. There are two different types of credit checks. A standard credit bureau report is obtained from any of the 3 credit bureaus, Equifax, Experion, or Transunion. This reveals a person’s creditworthiness, their credit habits, their creditworthiness. A consumer research report is much more extensive and delves into character, lifestyle, reputation, etc. of a person. This is usually acquired by contacting associates, including neighbors or friends of the applicant to inquire about her character.
In today’s increasingly safety-conscious world, employers feel they have a responsibility for the well-being and safety of their employees, the company’s reputation and responsibility. Job applicants and employees can look forward to more employee background checks and being put under the microscope more than ever.
