Post-Hire Screening
Compelling Reasons To Implement On-Going Screening
Most companies overlook post-hire or continual screening on their staff because they feel their screening needs are complete after the initial pre-hire screen, especially when the results are clear and the “green light” has been given to on-board that new employee. Employers need to remember that the results of pre-employment screening only reflects information at a specific point in time – a “snapshot” if you will. Many factors about your employee’s background and personal habits can and do change over time. Future criminal activity, drug usage, a change in driver’s or professional license status, decreased credit worthiness, and change in physical condition are some of the variables that can affect an employee’s ability to fulfill their job functions and add potential safety risks and liabilities to you, the employer.
Employees with access to highly confidential information such as company trade secrets, intellectual property, sensitive corporate information, along with individuals with access to cash, valuable merchandise, or even credit card information should undergo periodic screening. EBI can help keep employers “in the know.”
Employers have an obligation to provide a safe environment for employees, clients, and even the general public. Ongoing screening programs should be a necessity within any organization, and even a regulatory requirement for positions dealing with safety sensitive issues. According to previous reports released by the Bureau of Labor Statistics, over two million non-fatal incidents of workplace violence are reported each year.
Employers can now monitor their employees on a continual basis to minimize the potential risks of employee theft and workplace violence by incorporating a monthly scan of EBI’s National Criminal Record Database (NCRD). Continuous monitoring is prudent for reducing negligent retention litigation and to enhance risk management protocols. EBI’s solution will monitor the criminal activity of employees in a real-time fashion. As criminal records are updated in the 220 million plus records database, EBI can automatically cross-reference the name, date of birth and other employee identifiers, and alert you if there are potential risks. The NCRD includes information for proper OFAC compliance and a search of over 120 international debarment and terrorist watch list databases.
Many Hiring Managers select the type of pre-employment screening on a job class basis. For example, if a candidate is hired for an entry level position, only basic screening (SSN and County/State criminal check), may be conducted. And if that same employee is later considered for promotion into a higher job class or ranking, how can you ensure they have the right credentials and abilities without a more comprehensive background check and additional credentialing? Before a promotion is offered, EBI can provide a complete picture of what the employee can bring to the new position by verifying an employee’s higher education status, or even conducting interviews with previous employers and supervisors.
Many industries require post-hire and continual screening programs on specific employee positions based upon federal, state, or insurance guidelines and regulations. For example, the Department of Transportation (DOT) requires that truck drivers who hold a commercial drivers license undergo a yearly audit of their driving record and submit to periodic random drug and alcohol testing, along with physical capabilities testing for proper compliance. If your company does not fall under DOT requirements, but you employ individuals that drive as part of their regular job function, it just makes sense to incorporate, a yearly review of their motor vehicle records history to fulfill insurance carrier mandates and reduce potential liabilities.
EBI offers an entire suite of services such as monitoring commercial driver’s license status; administration of random, post accident, and for cause drug and alcohol testing; and other occupational healthcare needs, like physical exams. With a network of over 15,000 clinical locations, EBI can administer and manage your entire DOT program. Even if you don’t fall under DOT guidelines, businesses that require employees to conduct strenuous physical labor or heavy lifting should incorporate EBI’s wide array of physical exams and on-going random, post accident and for cause, drug and alcohol screening to enhance safety, decrease workplace risks, and ultimately reduce worker’s compensation premiums.
The Healthcare and Pharmaceutical industries are mandated to conduct re-occurring screening as part of a regulatory compliance measure to receive federal and state funding. Yearly review of sanction databases such as the Office of Inspector General (OIG) and the General Services Administration (GSA) are required to ensure that employees, contractors, and even vendors are screened for previous activities of fraud, embezzlement or other non-compliance measures. Heavy fines and sanctions can be levied against employers if these regulatory mandates are not met. EBI offers single state, multi-state and even national searches of both the GSA and the OIG to ensure proper compliance.
EBI has the experience and expertise to develop an on-going screening program that is cost-effective, fast and compliant. No matter your industry need, EBI can help you reduce overall operating costs, limit potential liability, and increase workplace safety.
Read Past Editions of The Source
All information contained herein is provided by Employment Background Investigations solely for the convenience of its clients. EBI is not providing legal advice or counsel and nothing provided on this document should be deemed as legal guidance or advice. Readers should consult with their own legal counsel to determine their legal responsibilities or if they have questions on any information provided by EBI.