INSIDE BACKGROUND SCREENING
Make a Commitment to Background Screening Compliance and Efficiency in 2013 by Robert Capwell
In retrospect, 2012 was a year of slow economic
growth, tighter budgets, state law changes, revised EEOC guidelines, and the stark reminder of workplace and public violence. These concerns and challenges are at the forefront for all involved in the hiring process. A New Year and perspec- tive brings an opportunity for companies to reassess current policies.
Conducting a comprehensive and accurate background check should always be a matter of policy and best practice within any screening program. Using only limited information from an online database does not sufficiently cover employers from the risks of negligent hiring or retention litigation.
Section 607 of the Fair Credit Reporting Act (FCRA) requires that consumer reporting agencies follow reasonable proce- dures to assure maximum possible accuracy of the informa- tion provided within a consumer report.
Having a documented, consistent, and well thought-out screening program will mitigate risk levels and the potential of discrimination as it relates to candidate evaluation. Evaluate your screening program based on job function and be consistent, especially when dealing with similar positions. Job functions that bring an elevated level of risk to fellow employ- ees or even the public should undergo a more in-depth screening.
With the introduction of the new Guidance from the EEOC employers are urged to take a fresh look at their job applica- tions and assessment protocols when dealing with arrest and conviction information in hiring decisions to avoid potential discrimination issues.
State legislation, as it relates to the screening industry, is ever-changing, and HR professionals need to stay on top of legal changes for proper compliance. Over the past year, states have changed specific notifications and policies on the use of criminal records, as well as made restrictions that limit or even prohibit the use of credit information for certain positions.
The age of a paperless process for recruiting, talent manage- ment, screening, and on-boarding is here for employers to capitalize on and optimize business efficiencies. Electronic job-boards, paperless applications, and secure candidate portals provide a seamless, confidential, and efficient way to gather and exchange sensitive candidate data. Taking a fresh look at your overall screening program can help keep you out of court, reduce hidden risks, decrease costly turnover, and ultimately create a positive candidate and HR
experience while providing significant ROI to your screening program and bottom-line.
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The Role of Managers in Preventing Suicide in the Workplace The Suicide Prevention Resource Center (SPRC) has posted online two new information sheets for the workplace: The Role of Managers in Preventing Suicide in the Workplace and The Role of Co-Workers in Preventing Suicide in the Work- place. These sheets provide basic information to help manag- ers and employees (co-workers) recognize and respond to people who may be suicidal or at high risk. They also contain a list of relevant resource materials and organizations.
View resources Key Steps to Reduce Suicide Risk among Your Employees:
• Understand why suicide prevention fits with your role as a manager • Identify employees who may be at risk for suicide • Respond to employees who may be at risk for suicide • Be prepared to respond to a suicide death • Consider becoming involved in workplace suicide prevention
Access the reports
CALENDAR OF EVENTS
45th IAHSS Annual General Meeting and Conference: May 5 2013, Myrtle Beach, SC Learn more
8th Congress on Violence in Clinical Psychiatry, October 23 – 26, Ghent, Belgium
Lone Worker Safety 2013: November 26, 2013, London
Click here to see more events
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