With today's technology, it is not too difficult for job applicants to deceive potential employers with bogus employment histories and educational backgrounds on their resumes. In order to combat these deceptions, many businesses make it a regular practice to formally screen the facts presented to them. When they do so, they must follow all applicable laws and regulations. The employment background screening Valdosta GA companies do must be conducted very carefully.
One of the first decisions you will have to make is whether to do the checking on your own or to hire a company that provides these services. Of course there are fees and costs associated with using an outside company. You may not want to employ them for every new hire, but only the ones who will have access to sensitive information.
Employers are not allowed to check up on potential employees without their knowledge. The person applying for work must be informed in writing and give written permission before their background can be screened. The agreement cannot be part of an application. It must be a completely separate document. If you get negative information from the investigation and decide not to hire the applicant, that individual must be informed of the reason.
Companies are permitted to look into certain aspects of an applicant's background and not others. It is legal to obtain medical records, driving records, credit reports, and criminal history. Employers can also find out whether or not the individual has ever filed for worker's compensation. Contacting previous employers and references on a resume is usually not something that requires formal paperwork. People applying for employment normally expect these items to be verified.
It is permissible for businesses to look into the backgrounds of people who are not actually employees of the company. Companies that hire independent contractors may check their credentials as well. Individuals who hire nannies, babysitters, personal assistants, and gardeners can also research backgrounds before employing the individuals.
When a company suspects one or more of its workers is engaged in activity that is illegal or against company policy, that employer has the right to investigate without any notification to the employees. If the individuals in question are found to be guilty of misconduct and are let go, the business is not required to provide any private reports that led to their decision. Contacting law enforcement or government agencies, if applicable, is completely within the scope of the employer's rights.
Companies that decide to do their own screening, must comply with all federal and state laws. Failure to do so could land them in court defending their actions against the word of a former employee or a government agency. Relying on online sites that advertise services promising to provide relevant background documents should usually be avoided. They are not always a reliable source of information. Free services are available to assist with compliance.
There is absolutely nothing wrong with a company verifying the information about a potential employee. If the person in question is not willing to have you look into his or her background, you may want to think twice before hiring.
One of the first decisions you will have to make is whether to do the checking on your own or to hire a company that provides these services. Of course there are fees and costs associated with using an outside company. You may not want to employ them for every new hire, but only the ones who will have access to sensitive information.
Employers are not allowed to check up on potential employees without their knowledge. The person applying for work must be informed in writing and give written permission before their background can be screened. The agreement cannot be part of an application. It must be a completely separate document. If you get negative information from the investigation and decide not to hire the applicant, that individual must be informed of the reason.
Companies are permitted to look into certain aspects of an applicant's background and not others. It is legal to obtain medical records, driving records, credit reports, and criminal history. Employers can also find out whether or not the individual has ever filed for worker's compensation. Contacting previous employers and references on a resume is usually not something that requires formal paperwork. People applying for employment normally expect these items to be verified.
It is permissible for businesses to look into the backgrounds of people who are not actually employees of the company. Companies that hire independent contractors may check their credentials as well. Individuals who hire nannies, babysitters, personal assistants, and gardeners can also research backgrounds before employing the individuals.
When a company suspects one or more of its workers is engaged in activity that is illegal or against company policy, that employer has the right to investigate without any notification to the employees. If the individuals in question are found to be guilty of misconduct and are let go, the business is not required to provide any private reports that led to their decision. Contacting law enforcement or government agencies, if applicable, is completely within the scope of the employer's rights.
Companies that decide to do their own screening, must comply with all federal and state laws. Failure to do so could land them in court defending their actions against the word of a former employee or a government agency. Relying on online sites that advertise services promising to provide relevant background documents should usually be avoided. They are not always a reliable source of information. Free services are available to assist with compliance.
There is absolutely nothing wrong with a company verifying the information about a potential employee. If the person in question is not willing to have you look into his or her background, you may want to think twice before hiring.
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