The recent case of a California Charter School Teachers Aid being arrested last week for allegedly molesting an 8-year old girl has brought the issue of employee background checks into the spotlight (once again). With workplace violence and employee criminal activity being reported regularly, one would think the importance of running thorough employee background checks on job applicants is a no-brainer for most organizations. But it’s not.
You might be surprised (so am I), but we come across an astounding number of organizations that still do not conduct employee screening. They find it too costly, too confusing, too time consuming, unnecessary, or in some cases even fear the (EEOC) and do not want to run the risk of law suits from job candidates because (and I have heard this more than once), “I just don’t understand the hiring laws and don’t want to risk being sued.”
In the case of the above teacher’s assistant, Jonathan Chow, running a background check was possibly just overlooked and a huge error on the part of the Human Resource Department (and that’s an entirely different blog that needs to be addressed).
Fingerprinting school employees in that district is mandatory prior to the start of school. This was overlooked, and not completed in the allotted time.
Employee background checks are a crucial step for the safety and well being of
your organization-
your staff-
in the case of service and retail- your customers-
in the case of schools, our children!
As a hiring manager you know there are many legal issues that can complicate the process of employee background checks, however this doesn’t mean you should completely stop conducting a thorough screening of your candidates. Failing to screen, or to adequately screen, could open your organization up for another type of lawsuit, negligent hiring practices.
Of course hiring laws must be followed to protect both sides. Be sure to stay legally compliant and up to date with local, state and federal screening laws to ensure safe hiring practices within your organization. If you are unsure of those laws in your state, STOP what you are doing right now and contact your employment attorney immediately. Work together to implement a compliant hiring policy for your company.
MBI Worldwide’s Compliance Department has compiled a list of guidelines and legal suggestions to help you stay compliant in your hiring practices.
To download your FREE copy of MBI’s Compliance Best Practices Guide- to perform the most efficient background checks, click here.
Remember,
“Good Screening is SMART Business”
K. Chapman
President and Founder
MBI Worldwide Background Checks
** Please be aware that all hiring policies should be reviewed by your Employment Attorney for your companies’ best practices and procedures. Do not use this list as legal advice or inclusively for your screening policy.