Employee Background Checks Policy - 4 Points Criteria for a Conflict Free Policy!

Given the amount of planning that has gone into some terrorist attacks in the past, it is not inconceivable that a perpetrator could seek employment at a business or company being considered as a future target. It is also plausible that a current employee could experience financial, personal, or criminal circumstances that might induce him to jeopardize the utility for his personal benefit.

A step that utilities can take to help guard against threats is to conduct initial and periodic employee background checks on company personnel. Specifically background checks should be aimed at detecting false identities and identifying individuals who have criminal past or a history of behavior that could pose security risk in-terms of workplace violence. Laws addressing employee privacy issues vary around the world, so it is necessary to research the legal implications before instituting a background checks policy.

A background checks policy helps to run an employee background checks lawfully on both prospective & current employees.

Employee Background Checks Policy - 4 Points Criteria for a Conflict Free Policy!

An employee background checks policy helps an organization to be compliant with all the laws like Fair Credit Reporting Act. Some basic needs of the employee background checks policy are mentioned as under;

1.     1.      As a part of recruitment/selection process, all applicants will be required to sign a release for the completion of a background check when being considered for potential employment. The following information can be verified:

·         Social Security Trace/Identity Check

·         Pre Employment Verification

·         Education and Professional Qualification Verification

·         Criminal records or Court lien/litigation search

·         Motor vehicle report (if the position requires a valid driver’s license

2.      The human resource departments will initiate background checks at the time a CONTINGENT employment offer is made to an applicant. No offer of employment is binding until completion of a background check and notification from HR to the hiring manager that a final offer can be made.

3.      Human resources will confirm the hiring manager that the background screen is complete and that the applicant meets the criteria for employment. In the event that adverse information is discovered, the preliminary offer will be retracted.

4.      A background checks policy must define the criteria of disqualification during background screening process of the current employee and the prospective job applicant to avoid conflicts.

Every organization is committed to protecting the security, safety, and health of employees. Safeguarding the assets and resources of the company, and assuring individuals in responsible positions are worthy of the trust they are given.  Thus, employers also have the responsibility to adopt a proper employee background checks policy to maintain compliance with FCRA standards.

Muhammad Saad Khan is a Writer, Social Media and Business Management Thought Leader Working with Dataflow Group, the world's leading primary source verification company headquartered in Singapore. His current research is about Employment Background Checks Policy and its essentiality.

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Created on Dec 31st 1969 18:00. Viewed 0 times.

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