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Should We Be Screening Our Existing
           Employees?



                                        Select speakers or Phone
                                        on Webinar tab


  The Webinar will begin shortly. While you are waiting please
                     register for blog updates:
             http://info.safehiringsolutions.com
Important Update
    The Consumer Financial Protection Bureau
      (CFPB), enforcing agency of FCRA, has 3
          new required forms that MUST be
             implemented by 01/01/2013.
   www.safehiringsolutions.com (link on left)
   Webinar: 12/13/2012 2PM EST- new forms
    and refresher on FCRA requirments
Facilitators

               Mike McCarty
                CEO SHS

                Metro Nashville PD

                Domestic Violence
                  Division
                Breaking the Cycle

                iRefCheck
Why Are We Here?

              We have employees who:
                  Have never had a background
                   check
                  Had a limited background
                   check
                  Have not had a background
                   check in more than 5 years
Background Screening is not…

                   A “one and done”
                    process
                   Background screening
                    must be an ongoing
                    process
Background Screening Reports…

                   Historical document
                    when completed
                   Candidate could be
                    arrested 1 minute after
                    report is complete and
                    it will not show
Recent examples….
              Penn State
              Syracuse
              Employee discovered after
               client accidently hit re-screen
               button- felony arrest pending
              Teachers aide sexual
               molestation case 19yrs ago
              Teacher accused of rape- had a
               felony conviction while
               employed- school did not
               know
Legal Issues
               Workplace Violence
                572,000 nonfatal violent crimes
                 (rape, robbery, assault) in 2009
                35% decline 2002-2009



               Contributing Factors:
                Post 9/11 focus on safety &
                  security
                Security policies & procedures

                Comprehensive background
                  screening
Due Diligence

                The attention and care
                  made by a prudent or
                  reasonable person to
                 avoid harm to another
                     person or their
                        property.
Negligent Hiring….
                  If an employer hires someone
                  that they either knew or should
                  have known was dangerous or
                  unfit for a position and it was
                  foreseeable that someone could
                  have be harmed then they could
                  be sued for negligent hiring.
                 It is the "should have known"
                  that creates problems for
                  employers
                 How many employees have
                  never been screened?
Negligent Retention Doctrine
                     If employer becomes aware or
                     should have become aware of
                     problems with an employee who
                     demonstrated unfitness and
                     employer takes no corrective
                     action (investigating, reassignment
                     or termination).
                    It is not enough to just screen new
                     hires.
                    Due diligence must be exercised in
                     an ongoing safe workplace
                     program.
Recent Case Study…
             Employer implements current
               employee background screening
               program w/ 578 employees:
              42.1% hit ratio (average is 10-
               12%)
              250 felonies

              489 misdemeanors

              22 employees (including a
               senior manager) terminated for
               falsifying application (indicated
               they did not have a criminal
               record when they were hired).
How to implement an ongoing
screening program….
                Requires policy change or
                  development:
                 Define business necessity

                 Define frequency

                 Define how it will be
                  implemented
                      All employees; or
                      % of employees monthly
                       starting with most senior
Indiana School Districts….
                Expanded Criminal History
                 Check
                    Employee pays
                    Once every 5 years
                Numerous districts
                 implemented
                Why not?
ATM Corp. of America vs.
Unemployment Board of Review
                 Employer implemented
                  new policy requiring
                  ongoing background checks
                 Employee refused to
                  authorize
                 After 3 attempts, employer
                  terminated
                 Federal courts upheld
                  termination as employer
                  articulated a business
                  necessity
Technology to make the process
easier…


                      ATS “paperless”
                       processing
                      Screening alert
Questions?
   Use chat box
   Sign up for blog: info.safehiringsolutions.com
   Email or call for assistance implementing an
    ongoing screening program
   Don’t forget to sign up for CFPB new forms
    webinar!!

          Thank You for Participating

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Should We Be Screening Our Existing Employees?

  • 1. Should We Be Screening Our Existing Employees? Select speakers or Phone on Webinar tab The Webinar will begin shortly. While you are waiting please register for blog updates: http://info.safehiringsolutions.com
  • 2. Important Update The Consumer Financial Protection Bureau (CFPB), enforcing agency of FCRA, has 3 new required forms that MUST be implemented by 01/01/2013.  www.safehiringsolutions.com (link on left)  Webinar: 12/13/2012 2PM EST- new forms and refresher on FCRA requirments
  • 3. Facilitators Mike McCarty  CEO SHS  Metro Nashville PD  Domestic Violence Division  Breaking the Cycle  iRefCheck
  • 4. Why Are We Here?  We have employees who:  Have never had a background check  Had a limited background check  Have not had a background check in more than 5 years
  • 5. Background Screening is not…  A “one and done” process  Background screening must be an ongoing process
  • 6. Background Screening Reports…  Historical document when completed  Candidate could be arrested 1 minute after report is complete and it will not show
  • 7. Recent examples….  Penn State  Syracuse  Employee discovered after client accidently hit re-screen button- felony arrest pending  Teachers aide sexual molestation case 19yrs ago  Teacher accused of rape- had a felony conviction while employed- school did not know
  • 8. Legal Issues Workplace Violence  572,000 nonfatal violent crimes (rape, robbery, assault) in 2009  35% decline 2002-2009 Contributing Factors:  Post 9/11 focus on safety & security  Security policies & procedures  Comprehensive background screening
  • 9. Due Diligence The attention and care made by a prudent or reasonable person to avoid harm to another person or their property.
  • 10. Negligent Hiring….  If an employer hires someone that they either knew or should have known was dangerous or unfit for a position and it was foreseeable that someone could have be harmed then they could be sued for negligent hiring.  It is the "should have known" that creates problems for employers  How many employees have never been screened?
  • 11. Negligent Retention Doctrine  If employer becomes aware or should have become aware of problems with an employee who demonstrated unfitness and employer takes no corrective action (investigating, reassignment or termination).  It is not enough to just screen new hires.  Due diligence must be exercised in an ongoing safe workplace program.
  • 12. Recent Case Study… Employer implements current employee background screening program w/ 578 employees:  42.1% hit ratio (average is 10- 12%)  250 felonies  489 misdemeanors  22 employees (including a senior manager) terminated for falsifying application (indicated they did not have a criminal record when they were hired).
  • 13. How to implement an ongoing screening program…. Requires policy change or development:  Define business necessity  Define frequency  Define how it will be implemented  All employees; or  % of employees monthly starting with most senior
  • 14. Indiana School Districts….  Expanded Criminal History Check  Employee pays  Once every 5 years  Numerous districts implemented  Why not?
  • 15. ATM Corp. of America vs. Unemployment Board of Review  Employer implemented new policy requiring ongoing background checks  Employee refused to authorize  After 3 attempts, employer terminated  Federal courts upheld termination as employer articulated a business necessity
  • 16. Technology to make the process easier…  ATS “paperless” processing  Screening alert
  • 17. Questions?  Use chat box  Sign up for blog: info.safehiringsolutions.com  Email or call for assistance implementing an ongoing screening program  Don’t forget to sign up for CFPB new forms webinar!! Thank You for Participating