Rescreen Employees?
Life happens. During even a short period of time, difficulty can strike an employee and cause him or her to push the limits. Consider Mr. B – who had an acceptable screen before hire, but then poor decision-making and money troubles led his wife to file for divorce. Mr. B began missing work as assistant manager of a drug store, and then certain inventory went missing, too.
While background checks are often performed before employment, it can also be helpful to re-screen employees on a periodic basis to keep a check on other things: workplace performance, safety, misconduct, and theft, to name a few. Rescreening provides an employer peace of mind that an employee is adhering to company policies and procedures.
3 Reasons to rescreen current employees
- Employers invest in hiring, onboarding and paying employees. They also represent you and your company when they interact with customers and vendors. If the misconduct occurred while on company time, the only way to know might be to rescreen the individual. An annual rescreening procedure should validate the importance and protect your investment.
- Promotions and new job responsibilities would require rescreening of employees. In fact, a new position may require screening for aspects that the former position did not.
- Mistakes can happen in which employees slip through the cracks. They may not have been properly vetted upon initial hiring or were hired under a different set of criteria. Whether hired by a manager who has since moved on, or for some other innocent reason, an employer can reduce risk by annual re-screenings of employees.
Be smart about rescreening and use a reputable professional agency such as Data Screening. A professional firm is not only familiar with the status of laws but also can offer you specific package requirements depending upon your screening needs.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?
Discrimination in Employee Screening?
Would you be shocked to learn discrimination is sometimes allowed in employee screening? Anyone who regularly hires others would be familiar with Title VII or the Civil Rights Act of 1964 which has led to the statement on many applications that “prohibits discrimination based on race, color, religion, sex, or national origin.”
Similarly, the Age Discrimination in Employment Act of 1967 also forbids age discrimination of those 40 and older.
Additionally, the EEOC renders there should be no discrimination based on gender identity or sexual orientation.
So, how can discrimination be permitted with employee screening?
It’s all about Job Classification
Differences in employee screening processes can be based on job classifications. That is, as long as a company treats all individuals within the same job classification equally, the law permits said employer to vary screening procedures by job classification.
What is a job classification?
A job classification may be defined as hourly, exempt or non-exempt. For example, an employer may choose to perform a more in-depth screening on exempt employees, such as vetting information on education and criminal backgrounds.
Another example would be the addition of a motor vehicle report to the screening for those positions requiring driving a company-owned motor vehicle.
Perhaps rather than discrimination, we should term the procedure as differentiation. Employers still must comply with the federal, state and local laws.
A firm such as Data Screening.com can provide accurate and current information on any applicant’s employability.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?
Could Changes to Credit Reporting Boost Your Credit Scores?
Beginning in July 2017, millions of Americans could see an increase in their credit scores as the TransUnion, Experian, and Equifax, the three major credit agencies, drop tax liens and civil judgments from their reports.
FICO says about 12 million of the 200 million credit consumers will see an increase of about 20 points. This is good news for consumers because credit scores are used almost ubiquitously by everyone to indicate credit worthiness.
Why are the companies no longer including this information?
These changes are occurring as a result of a settlement with lawmakers in more than 30 states. The officials found the alleged liens and civil judgments were frequently attached to the wrong people, thus hurting their credit access for a home or car. Since liens and judgments represented major derogatory events, the fall off of this category could make a huge difference for some.
So, as of this month, if the lien or judgment fails to match three out of four criteria, it will no longer appear on the credit report.
As a result of these changes, look for new oversight of credit reporting agencies by the Consumer Financial Protection Bureau as the new rules are enforced. Possible, too, credit lenders may become more stringent in their practices since they will now have less assurance that consumers can pay back the borrowed monies.
An agency such as Data Screening.com can provide accurate credit reporting. A professional agency bases its reputation on the accuracy of reporting structures according to federal and state mandates.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?
What Is Revolving Credit and Why Could It Be a Problem?
As a real estate office or property management firm, credit screening becomes essential for considering prospective mortgagees or tenants. Unless the applicant is purchasing the home as an investment with trust funds or as a cash transaction, details about financial history prove whether the potential buyer can likely be trusted with a mortgage, to make the commitment of continued payments over years to come.
However, some applicants have real trouble with revolving credit, and their credit report will show how well they handle this type of credit. If they have a healthy credit report, the chances are they will pay back the mortgage. If their credit report is questionable (borderline), then they may have to provide more information to convince the lender.
Both installment and revolving credit are paid back to the lender in lump sums.
Installment credit is paid in equal amounts per month on the total sum which is determined when the loan is approved. Also, the total of the loan remains the same until paid in full. Think of a car loan, and you will understand.
Revolving credit, though, is issued as a total amount, but how much is expended and paid per month is up to the borrower. As the borrower spends against the total, s/he makes payments, and the total available “renews.” Credit cards are an example of revolving credit. So is a HELOC (homeowner’s equity line of credit). For an equity line of credit, the applicant pays a “commitment fee” as well as interest expenses as long as the line is open or until the terms are fulfilled, and the loan is paid.
Of course, credit card debt is not the sole place a potential buyer can get in financial trouble, but it is often a deep pit. If the applicant is not careful, revolving credit can cause damage to a credit report, particularly if only a minimum amount is paid and the interest is accruing. And it can take years to eradicate the debt and rebuild good credit standing.
A firm such as Data Screening.com can provide accurate and current information on any applicant’s creditworthiness. Cash flow concerns will be evident as will a complete financial picture. Then a real estate office or property management firm can approach a rental decision with confidence.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
What Is Negligent Hiring?
When a company brings a new staff member on board, that employee becomes an “agent” of the firm. However, should that new worker subsequently cause harm to a co-worker, client, or third party, the employer may be liable for a claim of negligent hiring.
Negligent hiring says the employer should have performed more due diligence when screening that worker before hiring. If properly done, the due diligence may have revealed that the worker just brought on board should, instead, have been disqualified from consideration.
It is valuable to note that companies can be caught in a difficult position.
While organizations wish to use background checks and criminal checks as part of their due diligence processes, there are two issues that can arise during the screening process.
First, screenings are not foolproof. Occasionally, some mistakes in databases are made, and lawsuits prevail on the web describing some of these cases. One particular case occurred a decade ago when a school bus driver was drinking and driving while on the job. He crashed the bus which led to the loss of lives.
Second, while companies do not wish to hire dishonest or dangerous people, they also must be careful in their due diligence screenings not to discriminate, as racial minorities have disproportionate conviction rates. Complying with the EEOC is also required.
Though no one can prevent an unhappy litigant from filing a lawsuit, every organization can record its efforts of how the due diligence process occurred. Screening policies should be in place that provides a thorough investigation into the details pertinent to employment. Those policies prove best when reviewed by a legal professional, or when a firm such as Data Screening is used.
Data Screening can provide due diligence screenings via a variety of criteria. Their services cover legal aspects as well as customized information to preclude negligent hiring claims.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
A Clean Slate in 2017
You have made the decision this is the year to change your life, to wipe the slate clean. But can you?
Your history has been anything but stellar. A string of bad relationships has cost your heart and your finances. A bevy of poor decisions has cost your credit and credibility. How do you eliminate the bad and build the good?
And if you can manage to put a new face on your data screening, how long will it take?
The answer is . . . It depends. But the sooner you begin, the better.
Here are steps you can take to get the process moving (and continuing) forward.
Make sure to get copies of the records pulled against you. If you cannot obtain those, then get copies of your records and FICO score directly from the credit bureaus Transunion, Equifax, and Experian. You can request one copy for free annually from these agencies, and you should scour it carefully to understand where to start making changes.
There are various services and strategies for addressing changes in your credit profile, and only you can determine what works best for your situation; however, study resources carefully, as some are more helpful than others. Credit repair agencies can operate differently than debt consolidation agencies. You may find it helpful to seek counsel from someone wiser whom you trust as to the best way to proceed.
If you have been involved in a criminal complaint, gather records from your local courthouse.
Once you have these records, you can check for any misinformation or errors. You may need to write letters and provide proof of payments to settle any disputes. You can also call collection agencies and discuss terms with them.
This information introduces how to begin improving your profile. Truthfully, it may take a year or three until you have purged the lackluster data. Moreover, while a clean slate might be the ultimate goal, don’t neglect each step along the way. Sometimes our mistakes are opportunities in disguise to teach us life lessons. Chances are, you’ll connect with someone with whom you can share your experience.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?