Nanny Background Checks

Nanny Screening services are now provided by AAA Credit Screening Services. If you have someone in mind that you want to leave your children with while you are at work during the school year as well as the summer, running a background check will give you peace of mind. Nanny screenings can include criminal records, identity confirmation, driving records (if they are planning on driving your children around, this is essential) and more. hand-in-hand-2070764
Some options for Nanny Screening:

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Employment Screening Adverse Action

As an employer, navigating employment laws can be a tricky endeavor. Compliance with the Fair Credit Reporting Act adds to the headache inducing, pain staking chances of making mistakes that opens your company up to litigation. The FCRA has specific guidelines that must be followed when you are considering not hiring an applicant called Adversepre employment checks Action that applies when you have utilized a background screening company. Adverse Action is defined by the FCRA as “A denial of employment or any other decision for employment purposes based in whole or in part on a consumer report that adversely affects any current or prospective employee.” -FCRA §603(k)(1)(B)(ii) and FCRA §615.  Adverse Action not being properly followed is the top reason for class action lawsuits for FCRA violations.

So how do you keep your company out of the cross hairs for this type of litigation? Follow these simple steps:
If you think you might not hire the candidate:

  • Send the candidate a letter (the pre-adverse notice) that explains that the background check results are under review and a decision is pending
  • Include a copy of the candidate’s background check results
  • Include a copy of “A Summary of Your Rights Under The Fair Credit Reporting Act”
  • Keep a copy of the letter and attachments, and document the date sent. (send by certified mail if you’re sending the notices yourself)
  • Consider sending by certified mail if you’re sending the notices yourself
  • Wait no less than five (5) business days before taking any additional actions so the candidate has time to dispute inaccuracies.

If you decide to not hire:

  • Send a denial of employment adverse action letter to the applicant informing them of decision, and that the decision was based on, at least in part, of the background check results.
  • Include the name, address, and phone number for the CRA that performed the background check and a statement explaining the CRA wasn’t the decision maker and can’t explain why adverse action was taken.
  • Inform the job candidate of the right to request a free copy of the background check within 60 days and the right to dispute inaccurate information.
  • Keep a copy of the letter and attachments, and document the date sent (send by certified mail if sending them yourself)

You are able to view and print the pre-adverse and adverse action letters by logging into your Instascreen account. You will select the applicant you would like to send the adverse action letter to, then on the reports results page scroll down to the “Disclosures and Forms” section and use the drop down box to select the appropriate document. Your choices at that time are to view, print, or email to applicant.

Know what employers CAN and CAN’T find out about applicants!

Violence, theft and criminal activity have become greater risks in the workplace, which necessitates the task of pre-employment screening and employee background checks. That’s why employers are taking interest in performing criminal background checks in addition to asking about criminal records on job applications. In fact, employers who fail to take reasonable precautions about those they hire can be sued if an employee with a criminal background harms someone.  A Background Check Company relieves the employer of this time-consuming task by providing data regarding employment and pre-employment screening services in an easy, prompt and expedient manner.

emploment screening Do criminal record searches mean that applicants who have criminal background records or had a brush with the law will never find a good job, or that employers are assured that they will never hire a person with a criminal background? The answer to both is no. When private employers check an applicant’s criminal background records, they normally do not have access to governmental criminal databases. Private employers can check criminal records only by going to individual courthouses and looking through the records that are kept by each court. Since there are more than 10,000 courthouses in America, a nationwide courthouse check of the applicant’s criminal background record is not practical.

To determine where to search or perform background screening, employers will examine the resume or job application. They can also review records kept by credit bureaus that list addresses associated with Social Security Numbers, and they need to verify past jobs to confirm where a person has been and to make sure there are no unexplained gaps in employment. Without a careful check of previous addresses, criminal background records can be missed.

When an employer hires a background check company to perform the search, it is regulated by the Federal Fair Credit Reporting Act. Searches can be conducted only if an applicant provides written consent. If a criminal record is found, applicants must be given an opportunity to question its accuracy and must receive a copy of their legal rights before the decision to deny the job is made final. Due to the manner in which public records are maintained, errors are always possible, and cases of mistaken identification have occurred. There are also legal limits on how far back court researchers can go in reporting convictions.

Despite these limitations, employers still find criminal background record searches valuable. A search for criminal background records discourages applicants with something to hide and limits uncertainty in the hiring process. It also shows that an employer exercised due diligence. Even if an applicant is found to have a criminal background record during background screening by an employment services screening agency, there are legal limitations on what information can be used by an employer.

Credit Report, Criminal Records & More

If a criminal conviction or pending case is located, does that necessarily mean that an applicant is eliminated? The answer again is no. Courts have found that a policy of automatically denying employment can result in discrimination against certain groups. Instead, employers must examine whether there is a sound business reason to not hire an individual with a criminal record, taking into account the nature of the offense, whether it is job-related, when it occurred and what the person has done since.

What should applicants do if they are concerned about a criminal matter? First, ask an attorney if the criminal record can be expunged or set aside by going back to court, or whether it is the type of offense that an employer may legally ask about or consider. Second, applicants can seek to rebuild their resumes by finding employment with people they know, or with employers in a tight job market willing to give them an opportunity. Finally, honesty is always the best policy. A criminal matter explained during an interview may have much less of a negative impact than hiding it and having an employer discover it later. The denial of a job could be based upon the lack of truthfulness, regardless of the nature of the offense.

How can you find previous addresses or counties without asking the applicant to write them down?

If you’re an employer or landlord with some applicant-screening savvy, you’ll know that county criminal reports are the most accurate and up-to-date records of criminal history that you can find. While county criminal reports may take a few business days to complete, the non-instant turnaround time is compensated for by the detail and precision of information found on the record.

prior addressThe one problem with county criminal records, though, is coverage. When you run a statewide criminal report, you are covering all areas that report to the state. The same goes for when you are running a nationwide criminal report; you get a report that covers most states and territories within the United States. There are, however, gaps in these reports. Not all county courthouses or police departments report to the state, and not all states report to the nationwide databases. How, then, do you get a fully comprehensive report, which covers all areas the applicant has lived at, while maintaining the accuracy and detail that you need in a report that will affect a hiring, rental, or credit decision?

Many employers and landlords will have their applicants write down the addresses they have been at for the past 7 years. Because criminal reports don’t go back further than 7 years anyway, it would make sense for anyone wishing to obtain a criminal report to only run county criminals in the counties that the applicant has resided in for the past 7 years. The problem with this? If the applicant knows that they have committed a crime in a certain county, they can always omit addresses from that county when they are writing down their account of their address history. Persons with criminal records will assume that you won’t know the difference… and most of the time, they’re right.

This comes to our question: How can I find previous addresses or counties without asking the applicant to write them down? Simple: an address history report. Unlike the “Address Comparison” section on a credit report, which only reflects the address history for the applicant the credit bureau has on file, and the applicant’s own record, which can often leave out certain addresses, AAA Credit Screening’s address history report pulls address information from hundreds of different places, including the U.S. Postal Service, utility bill records, creditors, voter registration records, and other comparable sources.

While the address history report is not classified as a consumer report, and therefore cannot be used to make a hiring or rental decision, it can be used as a tool to determine the counties that should be ran for an applicant’s criminal reports, which are a part of their consumer report and can be used to make an employment or rental decision. This leaves one gap, though, in your comprehensive criminal report: federal felonies. Federal criminal records are created by the federal court system, which exists outside of the traditional county courthouses. See our article on the difference between nationwide criminal reports and federal criminal reports for more information on this topic.

In summary:

If you want a comprehensive record of all possible criminal history for your U.S. resident applicant, you should be ordering 3 kinds of reports. The address history report, which will let AAA Credit Screening know what counties to search for criminal records in. County criminal reports, which will be run in all counties the applicant has lived in during the past 7 years. Finally, a federal criminal report, which will fill the final gap in your comprehensive report.

Prescription Drug Use In The Workplace

Drug testing is an important part of pre-employment screening as well as random testing during an employee’s tenure at the company. Generally, drug screening tests only look for illegal drugs, but in recent history the use and abuse of prescription medications have increased negative effects in the workplace.

According to a 2014 study by the Workers Compensation Research Institute 65% to 85% of injured employees received narcotic painkillers as part of their workplace injury treatment. Being prescribed narcotic painkillers such as opioids can lead to addiction and influence an employees’ performance and affect workplace safety leading to an increase of worker’s compensation costs for employers.

drug screening Standard Drug Screening tests do not test for opioids and other prescription medications and because of the increased risk of prescription drug addiction and abuse, it is recommended that employers expand their drug testing procedures. The National Safety Council has found that 23% of American workers have used prescription drugs for non-medical uses.

Expanding drug testing procedures are especially important when it comes to situations where employers need employees to be “extra” alert, such as driving, in factory settings, refineries and much more. Drug screening are a valuable tool not only for human resource managers, but also for safety managers wanting to make sure that their companies comply with OSHA rules and limit their amount of working hours without a workplace injury.

It is important to find out what types of drug testing is allowed in your state, and make sure that any drug testing programs at your company comply with local, state and federal laws. AAA Credit Screening Services utilizes drug screening companies in your area that will assist you through this process of achieving a Drug Free Workplace. Call our knowledgeable customer service staff now at 888-282-0447 to help determine the appropriate testing procedure for your company.

* Some information obtained through http://www.openonline.com

Employment Background Check Service Review

pexels-photo-212286While some consumer reporting agencies offer both employment and tenant reports, others specialize in one area. This article is a look at a variety of employment screening services, and strives to answer the question: Does specializing in one area of the background screening industry improve the quality of screening that is provided?

The simplest way to dissect multiple consumer reporting agencies’ processes is in comparison to another company’s. Here, we will compare the report options, customer service, and membership with professional screening associations between five companies and AAA Credit Screening Services (AAACSS); while remaining as objective as possible to give a fair overview of what each company has to offer.

This chart represents a summary of our findings:

review

AAA Credit Screening Services offers tenant and employment credit and background screening services. In addition to a diverse selection of tenant and employment background reports, AAA Credit Screening offers live phone answering customer service and a turnaround time for e-mail contact under one business hour. A test e-mail that was submitted during business hours via AAA Credit Screening’s website contact form received a response in less than 10 minutes.

AAA Credit Screening is an active member with the NAPBS, as well as the Society for Human Resource Management (SHRM) and the National Association of Residential Property Managers (NARPM). Of the five companies, AAA Credit Screening is the only company with fully cross-trained employees who are FCRA certified background screeners. AAA Credit Screening Services is also the only company that offered Worker’s Compensation Reports, and IRS Income Checks, two reports which can be crucial in the employment and tenant screening processes.

For more information on employment screening, and to see your options for employment background checks, see AAA Credit Screening’s employment screening page or contact AAA Credit Screening today at 1-888-282-0447.

Key Differences between In-House and Outsourced Background Checks

If you or your company perform background checks on tenant or employment applicants, it is important to decide whether in-house or outsourced background checks are right for you.

First, what is the difference between in-house versus outsourced background screening?

In-house background screening is when a landlord, realtor, or employer individually searches sources for background screening. A common example of this would be a landlord calling a tenant applicant’s employer to verify the applicant’s position and wage/salary. Another instance of in-house background screening would be a hiring manager visiting a county courthouse’s databases to search for records under an employee applicant’s name.

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Outsourced background screening is when a landlord, realtor, or employer hires a third-party background screening company to take care of their background checks. Typically this third-party is either a Consumer Reporting Agency (CRA) such as AAA Credit Screening Services, or a “Reseller” that purchases its background reports from a CRA. Processes vary from company to company, but in the case of AAA Credit Screening Services, the landlord, realtor, or employer (“client”) sends in a request along with the individual’s application and/or authorization form(s), specifying the scope and type of background check that they would like, such as a Nationwide Criminal Search or a Worker’s Compensation Report. From there, AAA Credit Screening Services procures the report information and returns it to the client requestor.

The main arguments for and against in-house and outsourcing background checks are as follows:

In-house Background Screening Pros:

  • Background checks do not have to conform to the Fair Credit Reporting Act (FCRA), meaning they can include searches for information going beyond seven (7) years of history
  • No service fee, other than those charged by the sources (e.g. courthouse record clerks, high school registrar’s offices)

In-house Background Screening Cons:

  • Scope is limited to what the landlord/realtor/employer can do on their own, without the use of CRAs or Resellers. Usually this means visiting county courthouses and police departments for criminal records or contacting the applicant’s references left on their resume or application. Some counties do not have online or phone access to court or police records.
  • Background screening is a time-consuming process, especially for those who are not in the background screening industry. A single applicant’s background check can take hours of work; for a human resources worker paid the industry average of $62,960/annually, in-house background screening can be a waste of company time and resources.

Outsourced Background Screening Pros:

  • Third-party background screening companies typically have a wide scope of searches. AAA Credit Screening Services, for example, is able to perform criminal background checks at the county, state, or nationwide level. Additionally, AAA Credit Screening can obtain criminal records from foreign countries, something that is simply impossible for most individual landlords, realtors, or employers performing in-house background screening. AAA Credit Screening also has access to certain searches that are not available to most individuals, such as Social Security Number Verifications or Business Credit Reports.
  • Time and resources used on background screening are limited to the amount of time spent ordering the report and the cost of the report as purchased from the third-party background screening company. A client can purchase a Statewide Criminal Report from AAA Credit Screening and have the report turnaround in one business hour, or spend weeks of time and hundreds of dollars on court access fees, trying to search the county courthouses within the state for criminal records.

Outsourced Background Screening Cons:

  • Individuals must careful with the company they chose to perform their background checks. CRAs and Resellers who do not hold a membership with the National Association of Professional Background Screeners (NAPBS) may be unreliable, or not conforming to industry standards, leaving clients with low-quality, unfinished, or falsified reports.
  • Third-party background screening companies must conform to the guidelines set forth by the Fair Credit Reporting Act (FCRA). This means that on most searches, CRAs and Resellers can only return 7 years’ worth of history. The FCRA also requires that the client’s permissible purpose (such as tenancy, employment, extension of credit, or insurance underwriting) for background screening be determined by the CRA or Reseller before any background screening can occur. Additionally, the FCRA mandates that all consumer reports (that is, credit or background screening reports on individuals) must be authorized by the consumer, that is, the individual whose background is being reported, in writing.

AAA Credit Screening Services is not only a member with the NAPBS, but also an accredited business with the Better Business Bureau (BBB), and a partner of the Society for Human Resource Management (SHRM) and the National Association of Residential Property Managers (NARPM). AAA Credit Screening Services has a global reach for background checks, able to perform searches in many locations that other companies are not. AAA Credit Screening also stays up-to-date on tenant, credit, and employment background screening laws so that its clients can be protected from undesired litigation.

To start outsourcing your background checks today, complete AAA Credit Screening Service’s new customer sign up form or call our friendly customer service staff toll free at 1-888-282-0447 to speak to a live representative during business hours.