To Expand Background Checks or Not to Expand Background Checks: Always a Question
A number of trends will continue into 2015 regarding background screening. Laws will continue to change as seen by the recent enactment of Ban-the-Box legislation in the State of Illinois and the City of St. Petersburg and companies and organizations will continue utilizing background screening as part of the vetting process for employee and volunteer vetting. Adam Almeida, President and CEO of CriminalBackgroundRecords.com states: "Ban-the-box legislation will put into question the use of criminal histories as a part of pre-employment screening, as will legal action brought on by the FTC as part of their enforcement process. Across the country companies and organizations will continue to utilize background screening as part of their employee and volunteer vetting process."
Companies and organizations continue to review background screening protocols as part of ongoing risk assessment and hiring programs. During the course of review changes may be deemed necessary are based on new laws or internal requirements. Recent Ban-the-Box legislations has forced many companies and organizations to review vetting and hiring processes.
Adam Almeida, President and CEO of CriminalBackgroundRecords.com states: "Ban-the-box legislation has really been the catalyst for many companies to review background screening policies as related to their pre-employment screening process. However, any cause to review and reinforce a company's screening process is a good thing."
Across the country organizations and businesses have begun to answer the question of expanding background checks with a resounding yes.
In Sylva, NC changes have come to the local fire department.
From the Sylva Herald (Jan. 03, 15):
Starting this month, all Cashiers-Glenville Fire Department members, including current ones, will undergo criminal background checks and random drug tests. It’s only partly to help Dillard sleep better at night. The timing is connected to a larger department overhaul. Cashiers-Glenville is paying $8,000 to update its bylaws and have a company review policies and procedures. The contract includes background checks. After this year, the company gets $2,000 annually to keep everything up to date, including vetting applicants. (1)
Thorough vetting of firemen is a prudent step any community can make to further strengthen risk mitigation programs and further assist in protecting the populace. In Pennsylvania lawmakers have enacted legislation to expand existing background screening policies governing the vetting of caregivers that should further protect children and other at-risk populations.
From www.news.psu.edu (Dec. 16, 14):
As of Dec. 31, the law states that new employees and those with expired clearances must obtain the three background checks.
Volunteers, however, have until July 1, 2015 to complete the three clearances and all people who work with children in a professional capacity will have to submit updated clearances every three years. (2)
With the expansion of background screening requirements particularly employment screening requirements one thing remains clear: Companies and organizations should conduct background screening through a qualified third-party background screening company.
Adam Almeida, President and CEO of CriminalBackgroundRecords.com, states: “Utilizing a third-party background screening company can greatly assist any company or organization looking to keep up with laws requiring an expansion of requirements.”
CriminalBackgroundRecords.com is a third party background screening company with a highly trained staff ready to assist companies and organizations with expanded requirements as mandated by law. Further, CriminalBackgroundRecords.com can assist in the review and formulation of fully compliant background screening programs.
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