Hiring with Confidence and Integrity

Hiring with Confidence and Integrity

Hiring with Confidence and Integrity

In today's society where trust is paramount to an employer-employee relationship, an employer must shield themselves from negligent hiring practices and ensure that the manner in which they hire an employee is in total legal compliance with local, state, and federal law. Many employers have a human resources department that manages pre-employment background checks including verifying prior employment history, educational achievements, criminal background history, credit checks, and other pertinent information. With so many different laws and statutes governing the practice of pre-employment inquiries, how does an employer remain in compliance at all times with these regulations?

Numerous laws exist on the subject of pre-employment inquires, both for the protection of the employee and the employer. Perhaps one of the most prominent laws is the Fair Credit Reporting Act (FCRA). Under the Fair Credit Reporting Act, an employer may obtain a consumer report on a job candidate from a third party agency such as Pre-Employ.com. The consumer report may include prior address history, criminal background history, credit data, and the candidate's driving record among other information. In order for an employer to obtain a consumer report on a prospective employee, the employer must provide a written disclosure to the prospective employee and obtain his or her signed, written authorization to extract the consumer file. A knowing and wanton failure to adhere to the rules and regulations of the FCRA could result in a civil penalty of up to $2,500 per violation for non-compliance. With such stiff penalties, you can't afford to take risks when it comes to background screening under the FCRA.

Another set of federal rules that govern the background screening process are set forth by the Equal Employment Opportunity Commission (EEOC). The EEOC enforces laws found in Title VII of the Civil Rights Act of 1964. The EEOC prohibits discrimination in hiring and employment practices on the basis of age, disability equal pay and compensation, genetic information, national origin, pregnancy, race, religion, retaliation, sex, and sexual harassment. Violation of these employment practices could lead to a current employee or a potential employee receiving hefty compensatory and punitive damages at the employer's expense.

Because background screening requires such meticulous adherence to the law, you need a background screening company that you can trust and one that demonstrates an accreditation in its niche of business. Pre-Employ.com has been servicing employers since 1994 with quality, reputable service, ensuring every detail of a background check is accounted for. We also possess an accreditation with the National Association of Professional Background Screeners, which further demonstrates our commitment to providing your organization with top-notch service.

When it comes to hiring with confidence, leave it to the pros - leave it to Pre-Employ.com.

POST COMMENT

Five Questions You Should Ask Before Hiring a Buyer's Agent in Elk Grove CA Hiring IT Support Made Possible Improved Recruitment Process Has Eased The Hiring Pressure Hiring A Live In Nanny - Good Or Bad? Top Qualities And Benefits Of Hiring A Virtual Personal Assistant Hiring Military Veterans ROR Developers Ruby on Rails Programmer are Available for Hiring Transferring Companies and Positive aspects of Hiring A single Perfman HR: The Hiring Process As a Clock When Hiring Internal IT Support Makes More Sense Need A Contractor? Things To Look For Before Hiring Things To Know Before Hiring A Charter Bus Basically Hiring a Locksmith