It might seem that screening job applicants before they are hired is sufficient. However, there are times when it makes sense to conduct background checks on current employees. For example, if an employee is moving to a different position and his/her tasks are changed, you might consider it. If the employee will now interact more with clients, work with vulnerable populations, or be required to drive.
The Fair Credit Reporting Act requires that you obtain permission from the employee before conducting a background check. Have a policy in place – post-job screening – in the Employee Handbook, so that it does not a surprise.
You might just screen one type of record, depending on what the new job requires. Possible record searches may be checking criminal records, civil records, motor vehicle records, education verification, professional licenses, credit report, and drug testing.
It is standard now for companies to conduct Continuous Criminal Monitoring of employees. Background check results are only good for 24 hours. An applicant or employee can be convicted of a crime while on vacation or the courts can update records. To ensure employees’ records are clear we recommend Continuous Criminal Monitoring. This is an automated process that scans the employee’s information for criminal records daily. And, of course, with their consent. Ideally, they are aware of this when they are hired. Again, the employee handbook.
Legal Locator Service has been conducting background screening for over 26 years. Call us at 866-225-2435 (toll-free) or 503-697-5821 for more information or visit us at legallocatorservice.com Multilingual Speaking office. Certified Women-Owned Business.