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1、Employment ScreeningBest PracticesSuggested Preparation,Implementation and Legal Considerations to Fortify YourBackground Check and DrugTest Programs0112222EMPLOYMENT SCREENING BEST PRACTICESTable of ContentsIntroduction:Why Background Checks and Drug Tests 3Preparation:The Key to a Successful Candi
2、date Screening Experience 4Implementation:Job-Specific Screening Packages for Best Results 8Compliance:Legal Considerations to Show Due Diligence 11Appendix A:Types Of Background Checks and Services 13Appendix B:Types of Drug Test and Biometrics 173EMPLOYMENT SCREENING BEST PRACTICESIntroduction:Why
3、 Background Checks and Drug Tests Todays workplace is becoming more competitive due to the increased globalization and growing mobility of the workforce.Employers are challenged with identifying qualified applicants,and applicants are seeking to differentiate themselves.Background checks and drug te
4、sts are one way applicants can demonstrate they are ready to work for a particular position.The Move from Negligent Hiring to Brand ProtectionIn years past,and still today,there is a risk of negligent hiring and retention if you hire someone who reoffends on the job and you could have known about a
5、previous problem by conducting a background check.As the information on the right reveals,the average cost of a negligent case to an employer is over one million dollars and employers lose these cases sevent-nine percent of the time.However,the First Advantage 2020 Trends Report revealed the top 5 r
6、easons employers screen now-which focuses more on protecting brand,employees and patrons:Minimize risk of future criminal activity Fulfill regulatory compliance Protect brand and reputation Ensure candidates have the right qualifications Other:protect children involved with the business Other Reason
7、s Employers ScreenConsider the following statistics that show the impact of drug use and crime on employers.Screening can help mitigate liability and financial exposure when completed for all workforce members including contingent or temporary workers such as cleaning crews,facility maintenance work
8、ers,ground crews,auditors,inventory stockers and others who have access to property or represent your brand by performing work in homes or in the field.Negligent hiring risk applies equally to temporary workers as it does to full-time employees.79%ISO reports companies LOSE negligent hiring cases 79
9、%of the time$1M+From the Society of Human Resources,the average jury award for negligent hiring now exceeds$1M77%Marketing Week reports more than three-quarters of companies say brand safety is a key priority in 20201.2.3.4.5.4EMPLOYMENT SCREENING BEST PRACTICESDrug AbuseQuest Diagnostics states tha
10、t Substance Abuse and Mental Health Services Administration(SAMHSA)reports employees who use drugs are:2.5 times more likely than co-workers who do not use drugs to be absent for 8 or more days each year 3.6 times more likely to be involved in an accident at work 5 times more likely to file a worker
11、s compensation claimCrime CNBC reports that employee theft is a crime that is costing U.S.businesses$50 billion annually SHRM reports the theft of noncash property jumped from 10.6 percent of company fraud cases in 2002 to 21 percent in 2018,according to Report to the Nations:2018 Global Study on Oc
12、cupational Fraud and Abuse by the Association of Certified Fraud Examiners(ACFE).2020 Trends Report showed that 30%+of reportable records returned on background checks are for THEFT!Preparation:The key to a Successful Candidate Screening ExperienceEmployers seem to always have difficulty attracting,
13、hiring,and retaining the most qualified candidates and contractors.Because of this,many companies are actively working to provide a world-class candidate experience.Engaging the applicant earlier in the process improves efficiencies and turnaround times and also provides applicants with transparency
14、 into the screening process.Such a process would follow these steps:Front load:Help your applicants supply needed information to make the screening process smooth.Automate:Move to an enhanced process to achieve faster report turnaround and demonstrate compliance.Build for future growth:Create a scal
15、able process to meet global possibilities.Most Frequently Used Drugs Found In Those Tested By First AdvantageMarijuanaCocaineBenzodiasepinesAmphetaminesOpiatesOxycodone5EMPLOYMENT SCREENING BEST PRACTICESFront load:Help Your Applicants Supply Needed Information to Make the Screening Process SmoothCl
16、early communicate to potential applicants what items are necessary and what prerequisites are required to properly qualify for employment prior to application.This step will streamline your processes by allowing applicants to prepare the necessary paperwork in advance and self-select themselves out
17、of the application process should they discover they cannot comply with your hiring requirements.This is a critical piece of the proactive pre-screening process that ensures applicants who submit their information will pre-qualify based on information that will be verified later on in the process.Th
18、e following are examples of information that might be needed in the application process for a delivery or customer service representative position:Example 1:Position:Delivery Person Qualifier Applicant must have a valid drivers license Applicant must have a valid Social Security card Applicant must
19、be at least 18 years old Applicant must be able to pass a drug testExample 2:Position:Financial Customer Service Representative Qualifier:Applicant must have a Social Security card Applicant must have a high school degree Applicant must have at least two professional or personal references Applicant
20、 must not have a criminal record conviction that violates section 19 of the Federal Deposit Insurance Act Applicant must be able to pass a drug test80%of orders on average are received through an integration with an applicant tracking system.13%Using a mobile candidate communication tool like Profil
21、e Advantage helps you get checks done more quickly.Last year,First Advantage saw a 13%improvement in the rate of information classified as Unable to Verify(UTV)by using such a tool.6EMPLOYMENT SCREENING BEST PRACTICESWhy Front Load:To Create a World-Class Candidate ExperienceYou create a world-class
22、 candidate experience when you make it easier and more appealing for prospective job applicants to interact with your organization.Companies are paying closer attention to the candidate experience,understanding that first impressions are equally important to applicants.One of the many ways employers
23、 can improve this experience is by leveraging new technologies to automate the outdated and time-consuming processes of manually completing applications and other paperwork.Through applicant tracking systems and mobile communications directly with the candidate,candidates can quickly and easily sear
24、ch and apply for jobs online from the convenience of their own homes.These technologies can include resume upload functionality as well as pre-population of employment and background screening applications.What does this mean for you?Apart from making your organization an attractive option for candi
25、dates,improving the candidate experience accelerates turnaround time,reduces manual errors and allows you to hire and on-board the most qualified talent before your competitor.Additionally,this paperless candidate-centric experience positions your company as a technology leader in the eyes of the ap
26、plicant,and also provides them with transparency into the hiring and background screening processfurther differentiating your organization.Automate:Move to an Automated Process to Achieve Faster Report Turnaround and Demonstrate ComplianceAutomation allows access to fast background screening results
27、.These timely results are critical in helping organizations efficiently move through the hiring process.Where it previously took days to obtain the results of a county-level criminal background check,employers can now receive quick results from a nationwide search.In short,online record access and d
28、atabases have forever changed the landscape of employment screening.As a result,a greater number of organizations are integrating instant and automated employment screening products into their hiring process to help them gain a competitive edge when it comes to quickly hiring the best candidates.The
29、 near-instant criminal database searches should be used to complement address-based county court searches.Near-instant searches can help you efficiently move forward in the hiring process by quickly confirming or validating basic information such as a Social Security number or name and address histo
30、ry.Automated searches quickly move the screening process along by providing electronic delivery of process updates and results,eliminating time delays often associated with manual follow-up on important screening components such as employment or education verifications.Digital rapid response drug te
31、sting provides within minutes drug test results for candidates who pass their drug tests.50%of Profile Advantage candidates complete the process in less than six minutes7EMPLOYMENT SCREENING BEST PRACTICESIn addition to automation,engaging the employees early on in the process can also help expedite
32、 the screening processparticularly candidates who have an international background.As we see growth in global screenings,we will also see a move toward screening transparency.Verifying an international candidates education can take up to 14 days in some cases,since a copy of the diploma or transcrip
33、t is often required.Educating the candidate in advance on what will be required for verification could decrease this turnaround time considerably.Build for Future Growth:Create a Scalable Process to Meet Global PossibilitiesDue to many trends impacting large organizations in the broader marketplace
34、such as global expansion and corporate mergers,it is crucial to build scalability into the employment screening process.First,a scalable screening solution can help ensure your process has the bandwidth to handle sudden spikes in search volume.Such spikes can occur during holiday periods,when there
35、is an increased demand for staffing,or after an acquisition,when employees must be re-screened by the parent firm.Second,as more firms expand abroad and tap into the global workforce,a truly scalable process can accommodate international employment screening and maximize your efficiencies.By consoli
36、dating your domestic and international screening with one provider rather than managing multiple providers,you will likely increase your buying power and minimize accounting hassles.Scalability also applies to other solutions.A scalable screening process can seamlessly evolve with your business by e
37、asily incorporating additional products such as drug testing or monitoring services,without complicating your program by introducing new vendors and/or processes.Third,choose a service provider who will act as your partner,enabling you to uncover answers in a timely and reliable fashion.A host of tr
38、usted sources should be tapped within the countries that you specify to deliver pertinent information,customized for your organization or industry.Whether you need to screen applicants from India or China,you need to find a service provider who will help you mitigate risk and perform due diligence.R
39、educe Your Overall RiskAn efficient,thorough employment screening process that includes leading-edge technology can,above all else,help reduce your overall workplace risk.Identifying risk early,prior to hiring an employee,helps better protect your broader organization from risk related to:Physical s
40、afety Financial security Damage to corporate brand or reputation Legal non-compliance200+Countries and territories were searched for records at customers requests each year”After working with First Advantage to refine our adjudication matrix,we reviewed 1,500 fewer decisional cases in 2019 than we w
41、ould have.”ANGELA LI CASTRO HR Personnel Specialist Costco 8EMPLOYMENT SCREENING BEST PRACTICESImplementation:Job-specific Screening Packages for Best ResultsThe following four-step process provides a high-level overview of general areas that should be addressed in your employment screening process.
42、Determine initial candidate communication Choose your screening components Streamline your process Conduct quarterly reviewsStep 1.Determine initial candidate communication:When your candidates submit their applications,resumes or other required pre-employment forms via the Web,it is important to de
43、termine the most efficient method of communicating with these prospective employees.This is your first chance to make an impression as a potential employer.If you currently use a Human Resource Information System(HRIS)or Applicant Tracking System(ATS),it is recommended that you work with an employme
44、nt screening provider that can integrate background screening products into your application.This eases the burden on your Human Resources staff because they only work within one system.If youre not currently using an HRIS or ATS,contact your current or prospective employment screening provider to i
45、nquire if such a solution is available.Otherwise,be sure you are working with a provider who can provide electronic,web-based services.Another best practice is to use automation as much as possible,or leverage candidates to enter their own data through a candidate capture system to save time and mon
46、ey for your organization.Best Practices FeatureBenefitWorld-Class Candidate Experience Automation=The ability to attract more candidates Simplicity=Best experience for a good candidate pool Process=Simple process to expedite hiringWorld-Class Experience forCustomers(employers)Safety=Selecting the be
47、st candidates to create a safer environment for your employees and customersWorld-Class User Experience Smart System=Intuitive interface Data=Logical data presentation Flexibility of systems=User controlled settings and multiple user profiles Hiring=Minimizes risk of investing in the wrong candidate
48、Quick Turnaround Faster results=Faster hiring decisions Competitive edge=Hiring the best applicantsScalability Merger/Acquisition=Quickly screen new candidates Evolving business needs=Easily expand/modify your programReduced Overall Risk Protect your brand=Promote a safe and desirable workplace Lowe
49、r your risk=Protect your bottom lineSTEP 1.STEP 2.STEP 3.STEP 4.9EMPLOYMENT SCREENING BEST PRACTICESStep 2.Choose your screening components:A comprehensive screening process will include several components,each of which is discussed below.Criminal HistoryScreening candidates for criminal conviction
50、records can help you promote a safe,secure workplace by reducing job-related risk linked to a criminal history.In order to have the most comprehensive criminal search,the following services are recommended dependent upon the type of position the candidate is seeking.It may be hard to believe given t
51、odays prevalent and ever-expanding technology,but many public records are still only on paper and have yet to be converted to instant digital access.When comparing sources for your information,be sure to include all possible avenues.The goal is to search a broad area of criminal record repositories
52、in order to protect your company,your reputation and your most valuable assets,your employees and clients.NOTE:It is recommended that all criminal background checks return seven years of conviction history information regarding an applicants past;however,results will be dependent on the laws and gui
53、delines that govern the state in which the search is being performed.National Criminal File Search:Most background screening providers offer access to a proprietary national criminal records database.Although the scope of coverage will vary depending on the provider,some vendors can offer access to
54、a nationwide database of criminal records gathered from across all 50 states.A variety of sources are utilized including Sex Offender Registries,state and county criminal courts and state-level departments of corrections.This search can provide instant access to criminal conviction records to identi
55、fy a criminal history in unreported addresses.Felony and Misdemeanor Search:This county courthouse search includes a search of all felonies and misdemeanors on all indexes available at the main county seat court location.There are different product options available depending on how indepth a search
56、 you wish to perform.Motor Vehicle Report:A Motor Vehicle Report(MVR)reveals the status of an applicants drivers license and any violation history.This search should be conducted on all candidates who will have driving responsibility for a company,including those who will not only drive a company ve
57、hicle but will also drive a personal vehicle on company time or for company purposes.In certain industries,conducting a MVR search at pre-employment and annually is a federal requirement if the driver holds a commercial driver license or drives a commercial motor vehicle.Verification and Qualificati
58、on SolutionsThese products and services help you quickly and efficiently validate crucial information provided by your potential employees so that you can move forward in the hiring process and make informed hiring decisions.Credit Check:This search matches the candidates information to information
59、held by the credit bureaus,and returns the candidates credit report.An employment credit report does not contain credit scores.Note that many states have restricted the use of credit reports in employment decisions.Before using a credit report in an employment decision,employers should review all ap
60、plicable laws in the jurisdictions in which they operate to ensure compliance.Employment Verification and/or Education Verification:These two products are used to verify the employment and education information provided by your candidate on their job application.10EMPLOYMENT SCREENING BEST PRACTICES
61、 Web-based Employment Eligibility Verification(EEV)Services:Due to changing immigration laws,federal and state governments are placing a higher burden on employers to prove that their workforce is eligible to legally work in the U.S.An online employment eligibility verification service can assist yo
62、u in streamlining your Form I-9 and electronic E-Verify process so you can proactively stay ahead of the curve.Sanction Lists:A single search to provide compliance help by reviewing 25+government barred lists including Office of Foreign Assets Control(OFAC)and the World Bank to name a few.Occupation
63、al and Biometric ServicesThese services are critical to offering a safer workplace and can include drug and alcohol testing,physical exam management,driver qualification files and fingerprinting.Look for a provider that demonstrates expertise in the industry,offers technological solutions to reduce
64、paperwork and is knowledgeable about state and federal regulations.Your service provider should:Provide Department of Transportation(DOT)compliant services including certified Medical Review Officers(MROs)Provide a digital drug testing solution-including rapid response drug tests-for non-federally r
65、egulated programs Provide an electronic solution that helps store,track and adjudicate driver qualification files Meet your immunization and medical exam requirements,including a comprehensive review of exam results for complianceA DOT five panel drug test(urine conventional)is a basic panel used by
66、 many organizations.The following drugs would be tested from the applicants urine sample:Amphetamines(Amphetamine and Methamphetamine)Benzoylecgonine(Cocaine Metabolite)Cannabinoids(Marijuana Metabolite,and THC-COOH)Opiates(Codeine,Morphine and Heroin)Phencyclidine(PCP)Most service providers offer t
67、est panels beyond the basic five.Check with your service provider to see if those options are offered,and how they would provide benefit to your organizations specific needs.Adjudication and AlertsBased on your hiring requirements,these services can help you identify and address various levels of ac
68、ceptable risk in a consistent,standardized manner as it may relate to a particular position in accordance with your preestablished criteria.Additionally,you should work with your provider relating to Adverse Action letters mandated by the Fair Credit Reporting Act(FCRA)and state equivalent statutes
69、for candidates that fail to meet specific hiring criteria set forth by your organization.Although service levels vary,many service providers administer an Adverse Action mailing service in which the provider sends the FCRA-mandated letters that the customer has provided.11EMPLOYMENT SCREENING BEST P
70、RACTICES Choose a service provider that complies with the FCRA consumer dispute process,including providing a toll-free consumer dispute hotline that provides your candidates with the appropriate channel to dispute the finding in a timely manner.Step 3.Streamline your process:To promote increased pr
71、ocess transparency,access to overall reporting or usage should also be included in your employment screening process.This report will provide visibility into your hiring process by informing you which candidates have completed various parts of the screening process and which have not.The report also
72、 updates you as to which components are missing from a candidates employment screening process.Step 4.Conduct quarterly reviews:Review your background screening and drug testing program every quarter to analyze if it requires changes-do you need to change your decision making based on regulation cha
73、nges?Do you need to change ordering based on available search types and usage?A service provider can also alert you to trends in screening and updated services now available and relevant to your industry.State and federal legislation will continue to influence pre-employment background screening pra
74、ctices.Guidance from the Equal Employment Opportunity Commission(EEOC)related to criminal records,American Jobs Act and Ban the Box legislation may impact your hiring and screening practices.Additionally,the increased use of social media in pre-employment screening may also draw some legislative att
75、ention due to concerns with Title VII and EEOC violations.Be sure to remain current on all legislative matters that impact your screening practices.Compliance:Legal Considerations to Show Due DiligenceFollowing are regulatory issues that need to be considered during pre-and post-employment screening
76、.You will also need to check with local and state laws.Fair Credit and Reporting Act(FCRA):The FCRA is a federal law that regulates the collection,dissemination and use of consumer information to be used for credit evaluation and other purposes including employment screening and tenant screening.Con
77、sumer Reporting Agencies(CRAs)are entities that report consumer information and are regulated by the FCRA.Key responsibilities include:Using reasonable procedures to ensure the maximum possible accuracy of the information reported Providing a consumers file of information maintained on them upon req
78、uest Providing a channel for consumers to dispute any inaccurate or incomplete recordsThird parties that conduct background checks on employees or applicants on behalf of an employer are generally considered CRAs and therefore subject to the FCRA.Employers are also subject to regulation under the FC
79、RA and it is therefore critical that employers understand their FCRA obligations as it relates to pre-and post-employment screening.Need Forms?SHRM(Society for Human Resource Management)has resources and sample forms available for their members:https:/www.shrm.org/resourcesandtools/tools-and-samples
80、12EMPLOYMENT SCREENING BEST PRACTICESSteps for Basic FCRA Compliance Provide disclosure to and obtain written authorization from applicant before ordering the background check.Identify the purpose for ordering the report to the consumer reporting agency.Provide the required FCRA notice before an adv
81、erse action is taken.Provide notice after an adverse action is taken that meets FCRA requirements.Steps for Basic EEOC ComplianceAccording to the EEOC,before denying someone employment based on a criminal record,employers should consider:The nature of the job The nature,gravity and job-relatedness o
82、f a criminal offense When the offense occurredThe EEOC guidance strongly suggest that employers should perform an“individual assessment”if a criminal record is returned and you do not have statistical analysis of the impact of such a record on that particular job(which is usually the case as such st
83、atistics are not always readily available).An individual assessment should include:Facts or circumstances surrounding the offence or conduct;Number of offenses for which the individual was convicted;Age at the time of conviction,or release from prison;Evidence that the individual performed the same
84、type of work,post conviction,without any known incidents of criminal conduct;Length and consistency of employment before and after offense;Rehabilitation efforts;and Whether individual is bonded under a federal,state,or local bonding programBackground checks and drug testing is an evolving industry.
85、Work with a partner that helps you stay ahead of trends to protect your resources.Contact First Advantage today!Call:+1-844-717-0510 Email: Visit:Ban the Box New state and local laws are emerging throughout the U.S.to prohibit employers from inquiring about criminal convictions early in the employme
86、nt application process.These laws are known as“Ban the Box”legislation.The underlying concern here is that by asking about criminal history early in the hiring process,employers have created an unfair disadvantage for persons with criminal records and have negatively impacted their hire ability.1.2.
87、3.4.13EMPLOYMENT SCREENING BEST PRACTICESAppendix A:Types of Background Checks and Drug ServicesBackground ComponentProsConsBest ForAdjudication Matrix This process involves applying your hiring criteria against the results of the candidates background and drug screen,and informing you whether the c
88、andidate meets your pre-established hiring criteria.Keeping the matrix up to date.Ensuring the matrix complies with EEOC guidance.Identifying candidates that may need further action to clarify report findings.National Criminal File(NCRF)FCRA governed Approximately 6,000 new electronic records added
89、daily A comprehensive search against proprietary database of criminal convictions and includes sex offender registries records(48 states plus Washington,DC.)Checks only specific name given Should be used as a supplement to a standard criminal search Pre-employment Current employee pre-screening Prom
90、otionNational Criminal File PLUS (NCRF PLUS)FCRA governed Approximately 6,000 new electronic records added daily A comprehensive search against proprietary database of criminal convictions and includes sex offender registries records(48 states plus Washington,DC.)Checks name given and all pseudonyms
91、/nicknames Should be used as a supplement to a standard county search Pre-employment Current employee pre-screening PromotionFelony and Misdemeanor(F&M)Best coverage for felony and misdemeanorssearches multiple courts.Search up to two court locations,no matter how distant it is from the primary cour
92、t location,in order to obtain a comprehensive felony and separately-held misdemeanor search.This in conjunction with the NCRF Plus is one of the most thorough searches available today.Court turnaround time and access fees vary by jurisdiction.Pre-employment Promotion14EMPLOYMENT SCREENING BEST PRACT
93、ICESBackground ComponentProsConsBest ForCounty Seat Felony and Misdemeanor Less expensive than F&M search.Good turnaround time.Good misdemeanor coverage.Search of the county seat locations.Felony and misdemeanors will be searched as long as the misdemeanor court is at the same physical court locatio
94、n(Ex.Felonies room 101,Misdemeanors-Room 202).Over 80%of the time,this is the only search required to locate several misdemeanors.More costly than FIM and may impact turnaround time.Not as complete as F&M Delays can be expected at lower court locations where direct public access is not allowed,requi
95、ring court clerks to conduct the searches.Pre-employment PromotionFelony Including Misdemeanor(FIM)Less expensive than F&M.Better turnaround time than F&M.Search of the primary court index(Superior,Circuit,etc.).All felonies with sufficient matching identifiers will be reported as well as misdemeano
96、rs that do not require additional court searches for complete information(Misdemeanors held within same database systems as felonies).Over 60%of the time,this is the only search required in order to locate several misdemeanors.The FIM search is one of the most efficient,cost-effective searches due t
97、o the single primary index search.May not capture all misdemeanors in certain courts.Pre-employment PromotionFelony Record Search(FRI)Less costly than FIM.Search of the primary court index(Superior,Circuit,etc.)for minimum of past 7 years.Only felony hits will be searched and reported.No misdemeanor
98、 information reported Pre-employment PromotionStatewide Searches Search of either the State or the Centralized State Police Repository or State Administrative Office of the Court and will research and report Felony and Misdemeanors found that had sufficient matching identifiers.Possible hits that of
99、ten require additional search(es).Pre-employment PromotionFederal Felony and Misdemeanor(FFM)Search of the appropriate federal jurisdictional court based on residential address and includes both federal felony and misdemeanors found.Low criminal hit(record)percentages found in the federal courts.Pos
100、sible hits often require additional search(es)in order to obtain pertinent case data,particularly ID information.Pre-employment Promotion15EMPLOYMENT SCREENING BEST PRACTICESBackground ComponentProsConsBest ForEducation Verifications Helps verify educational credentials including education degree an
101、d graduation dates.Verifications include high-school,under-graduate and graduate degrees.Applicant release may be needed.May be difficult to contact institutions due to holidays and summer vacations.Pre-employmentEmployment Eligibility Verification(EEV or I9)These systems efficiently and effectively
102、 automate the return of employee eligibility results via the Internet.Can be used to electronically manage your Form I-9s across your organization.Manages an electronic copy of the Form I-9 for compliance.The system can also transmit employee data through the E-Verify Program.In addition,an authoriz
103、ation status of the applicants eligibility for hire is addressed.All U.S.-based employeesEmployment Verifications Helps verify the employers for which the candidate has worked.The number of employers verified is dependent on the customers needs.Items that can be verified:employer name,employer addre
104、ss,dates employed,position,full or part-time,temp or permanent,voluntary or involuntary termination,eligibility for rehire.Previous employers listed may not cooperate.Applicant release may be needed.May be difficult to contact if employer no longer in business.Pre-employmentFinancial Sanction Search
105、(FSS)Search more than 200 databases,including the Federal Deposit Insurance Corporation(FDIC),Federal Trade Commission(FTC),Securities and Exchange Commission(SEC),and many more,for financial sanction information.Pre-employment Current employee pre-screening PromotionGlobal Sanction Search(GSS)Multi
106、-source search including U.S.and foreign databases.Helps assist with compliance guidelines mandated by the Office of Foreign Asset Control(OFAC)and the USA PATRIOT Act.Pre-employment Current employee pre-screening PromotionHealthcare Credentialing and Sanctions Speed up your credential process and g
107、et help confirming education,experience,licensure,and sanction information.Enhances industry compliance.Allows faster placement of medical professionals.Pre-employment On-going recertification16EMPLOYMENT SCREENING BEST PRACTICESBackground ComponentProsConsBest ForMotor Vehicle Registration(MVR)Unco
108、ver new driving offenses that might put you at risk.Batch processing capability allows easy uploading of lists of names to be searched.Typical results:DL number,class and status,name,DOB,physical description,conviction dates,violations,accidents,docket numbers,court locations and accident report num
109、bers.User-friendly Quick results,from instant to within 24 hours.Results vary state by state.Pre-employment Yearly for drivers(DOT)Sex Offender Search Helps to inform employees and customers against violent sexual offenders in the workplace.Helps protects children and at-risk individuals.Gives prope
110、rty owners/Realtors a sense of security when renting property.Demonstrates good due diligence.Sex Offender Registries(48 states plus Washington,D.C.).For some states the sex offenders photo is also available.Not all states are covered.Not all states allow all levels of sex offender information to be
111、 shared(Ex:level 1 offenders arent shared for some states).Information shared with the public may differ state by state.Not all sex offender information can be used in making a hiring decision(depends on the state).Pre-employment PromotionSocial Security Verification(SSNV)Verifies 2 out of 3 for DOB
112、,SSN,and name.Returns all names associated with the above.Based on credit header info,not a name match from Social Security Administration.Data verification only-can not be used to make a hiring decision for the information returned.17EMPLOYMENT SCREENING BEST PRACTICESAppendix B:Types of Drug Test
113、and BiometricsBackground ComponentProsConsBest ForBreath Alcohol TestBAT Immediate resultsat clinic Defensible in court Non-invasive Governed by the ADAhelps with compliance Can only be done at third-party collection facilities Price Random Post accident Reasonable suspicionBreath Alcohol TestBAT(ra
114、pid oral fluid)Immediate results on premise Less expensive than conventional Not permitted in all states Customer self administration and tracking,or if service provider is tracking info,then customer or clinic must send it to a provider For non-negative results,must follow up with a conventional BA
115、T Random Post accident Reasonable suspicionDriver Qualification File(DQF)Electronic file and monitoring service Helps with DOT compliance User friendly reporting Pre-screening drivers/DOT Annual screening drivers/DOTFingerprinting Nationwide collection network Flexible easy scheduling with National
116、Scheduling Center or online scheduling Print-based as opposed to demographic-based Electronic print submission capability Results usually delivered in three to five hours There will always be a percentage of individuals who cannot be printed;5 percent or less.After two to three rejections,a name che
117、ck will be ordered,which takes 4-6 weeks.Pre-employment for regulated industries including Banking,Finance,TSA and FINRAImmunization Billing consolidation A Medical Review Officer can review the exam Critical to have all details clearly documented Must have applicant consent in some states,if medica
118、l exam is not a job requirement Service providers may not be able to order the exam,due to not being licensed in every state Applicant must consent that service provider can call the physician for any further review of questionable results Pre-screening drivers/DOT Annual screening drivers/DOTOral F
119、luid (lab based)Self-collected by employer Approximately same spend as lab-based urine Non-invasive Cannot adulterate the specimen Can include alcohol Requires purchase of collection device Not permitted in all states Pre-employment Post accident Reasonable Suspicion Random18EMPLOYMENT SCREENING BES
120、T PRACTICESBackground ComponentProsConsBest ForOral Fluids(instant)-Clinic Immediate results.Cannot adulterate the specimen.Not legal in all states.Marijuana detection window is short.Customer tracking,or if service provider is tracking info,then customer or clinic must send it to provider.Test resu
121、lts are subject to interpretation(no quality control).More expensive than urine conventional.For non-negative results,must follow up with an alternate lab-based test.Post accident Reasonable suspicionOral Fluids(instant)Self Collect Immediate results.Cannot adulterate the specimen.Less expensive tha
122、n lab-based urine.Not legal in all states.Marijuana detection window is short.Customer self-administration and tracking,or if service provider is tracking info,then customer must send it to provider.Test results are subject to interpretation(no quality control).For non-negative results,must follow u
123、p with an alternate lab-based test.Post accident Reasonable suspicionPhysical Exams Billing consolidation A Medical Review Officer can review the exam Provides clients with a comprehensive review of their wellness programs Helps with compliance Critical to have all details clearly documented Must ha
124、ve applicant consent in some states,if medical exam is not a job requirement Service providers may not be able to order the exam,due to not being licensed in every state Incompetent performance of the DOT examination can result in liability Applicant must consent that service provider can call the p
125、hysician for any further review of questionable results Pre-screening drivers/DOT Annual screening drivers/DOTOral Fluids(instant)-Clinic Immediate results.Cannot adulterate the specimen.Not legal in all states.Marijuana detection window is short.Customer tracking,or if service provider is tracking
126、info,then customer or clinic must send it to provider.Test results are subject to interpretation(no quality control).More expensive than urine conventional.For non-negative results,must follow up with an alternate lab-based test.Post accident Reasonable suspicionDrug testing turnaround time(for lab-
127、based testing)Call:US+1-844-717-0510Email:Visit:We can help.For more information,contact First Advantage today:Background ComponentProsConsBest ForUrine Drug Testing Labs are certified.Good turnaround time.Gold standard Customer service and tracking done by provider.Results not immediate.Tampering c
128、an occur.Rely on collection sites to accurately complete collection.Pre-employment Promotion Random Post accident Reasonable suspicionUrine Rapid Response-Clinic Immediate results.Not legal in all states.Tampering can occur.Customer tracking,or if service provider is tracking info,then customer or c
129、linic must send it to a provider.Test results are subject to interpretation (no quality control).More expensive than lab-based urine.Pre-employment Promotion Random Post accident Reasonable suspicionUrine Rapid Response Self Collect Immediate results on negative screens.Less expensive than lab-based
130、 urine testing.Not legal in all states.Tampering can occur.Customer self-administration and tracking,or if service provider is tracking info,then customer must send it to a provider.Test results are subject to interpretation(no quality control).For non-negative results,must perform confirmation testing.Post accident Reasonable suspicion