Have you done an online record verification of yourself recently? There are a few reasons you ought to.
There may be wrong data about you drifting around the Internet or in your credit report. Possibly you’ll discover a photo of yourself or a remark you made years back some place that is a bit of humiliating.
Careless employing is a case made by a harmed gathering against a manager in light of the hypothesis that the executive knew or ought to have thought about the representative’s experience which, if known, demonstrates a hazardous or dishonest character. Pre-employment personal verifications, representative medication testing, and job physical exams are a percentage of the ways careless contracting cases can be maintained a strategic distance from.
Suppose you’re one of those employers who believes checking references on candidates for employment is too risky, because you might be sued for invasion of privacy.
Law enforcement is a job field more associated with public contact than other jobs. That interaction is usually of a very personal nature and may often grant the officer access to people’s homes. This is referred to as a “passkey” job, and the courts have found that the employer has a higher duty of care to conduct a thorough background investigation of its employees in these situations.
Every employer carries around a considerable burden when they hire. That burden is the duty to exercise reasonable care for the safety of others. The legal description of the duty of care is called “due diligence.” The employer’s duty to exercise due diligence means the employer must consider if a potential new employee represents a risk to others in view of the nature of the job.
Performing comprehensive background checks on potential employees is one of the most basic steps that any organization can take in ensuring the safety of their workplace. Not only does it enable companies to uncover security red flags in a job candidate’s past, but it also helps improve the overall quality of hires.
Negligent hiring litigation is a growing problem, and it’s going to eventually catch-up to employers that do not perform background checks!
No employer is immune from a lawsuit resulting from negligent hiring practices.
“The past is never dead. It’s not even past,” William Faulkner once wrote. Some job seekers learn that lesson the hard way, when a background check turns up a previous offense that costs them an employment offer.
Your decision to hire a new employee or promote an existing one may depend on the findings of a background check. Did you know that you need to comply with the Fair Credit Reporting Act (the “FCRA”) if you perform background checks? Despite its name the FCRA does not just apply to credit reporting. It applies to all background checks done on an employee or applicant if the employer uses a third party consumer reporting agency (“CRA”).
In the past year, alleged assaults on passengers by Uber drivers in San Francisco, Chicago, Boston, and other cities have called into question whether Uber’s employment screening procedures are keeping their customers safe. As allegations of driver misconduct mount, a growing consensus has emerged: Private background checks are not good enough. Uber, like most companies, currently screens job applicants using background checks run by private consumer reporting agencies (CRAs). These checks are compiled through manual searches of local court records.
Are you planning to hire new employees this year? Well, here is a red alert for you: double-check your candidates’ education and previous employment details before extending an offer. Because, chances are that your candidate has forged these details in his/her CV when he walked in for an interview.
Alan Goforth Cheryl Obermiller, who bills herself as “The Pothole Queen,” built a successful and respected small business that provides parking lot maintenance services. She didn’t realize that as she was bringing in revenues, a trusted employee was taking them out. By the time she discovered the embezzlement in 2010, Obermiller Construction in Harrisonville, Mo.,..
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Online taxi service Uber Technologies Inc, one of whose driver was accused of rape in New Delhi, said it would add new methods to verify drivers’ credentials and make its service safer.
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