Employee Background Checks: Security Checks on the Rise

Following 9/11 and the growing problem of workplace violence, the demand and need for background checks and employee security checks are now greater than ever. Employers are turning to vetting companies in greater numbers to conduct background checks on the employees of new job applicants and existing employees, including positions where safety may not have previously been considered in the “pre-employment” era. 11 of September”. 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 working with children, law enforcement, defense contractors, and any federal employment.

Security clearances

Often times in employee background checks, especially when a security clearance is required, employers may also conduct criminal background checks on a job applicant’s spouse and decide not to hire someone based on their criminal record. spouse, even if the applicant has a criminal record. clean record. In a traditional background check of an employee, only the applicant or employee is screened, whereas to obtain a security clearance, the spouse and other family members are also screened. This is true not only for top-secret jobs within the US military 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 military will automatically eliminate any chance of obtaining a security clearance.

In an employee’s background check, some things cannot be reported: civil lawsuits, judgments of more than 7 years, ties of taxes paid and collections paid after 7 years, bankruptcies of more than 10 years. All information except criminal convictions older than 7 years. While employers are prohibited from requiring applicants to provide copies of their criminal records, they can obtain this information from other sources, such as private agencies or public records.

Criminal records or “criminal records” are not a public record 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 very often part of an employee’s background check, however, employers must obtain the employee’s or applicant’s written consent per the Fair Credit Reporting Act, FCRA (15 USC §1681 ). Many employers consider a person’s credit habits to be good for judging 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 they have the option to challenge it. Employers cannot fire a current employee for filing bankruptcy, but potential 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 credit worthiness, credit habits, and 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, even neighbors or friends of the applicant to inquire about his character.

In today’s increasingly safety-conscious world, employers feel they have a responsibility for the well-being and safety of their employees, the reputation and responsibility of the company. Job applicants and employees can expect more employee background checks and be placed under the microscope more than ever.

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