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Why Adopt Employee Background Checks for Your Company

It’s a truth universally acknowledged today that companies in search of good workers will do an employment background check on job applicants. From the hiring manager’s point of view, this is a necessity to ensure that the right person is hired. Hiring someone without screening them is risky, and could end up costing the company in more ways than one. Negligent hiring could result in a reduction of productivity and quality of the company, an increase in employee turnover and even a day in court it would rather not have! According to a recent article on the St Louis Today website (stltoday.com), more employers are carrying out background checks than ever before. If there is something in your past that could potentially embarrass the company, they are going to want to know about it. This need not necessarily be a criminal record; it could be something as silly as embellishing your educational qualifications , or as serious as hiding your identity (there is nearly never a good reason to do that unless you are in witness protection). Some of the more job seeker-friendly states in the United States are Minnesota, Wisconsin, New York and California, will Colorado and Connecticut follows their lead.


This in no way means that any ‘dirt’ dug will have no bearing on your getting the job, but it does mean that employee screening comes with limitation as to how far a company can delve into your past. Employment background checks in California is protected by a unique 7-year rule. This means: 

Employers can’t ask for reports on convictions or crimes committed going back seven years or more, or use them against you. One small problem here is that this 7-year rule includes time spent in jail. So if you were convicted for a crime seven years ago but served a 2-3 year sentence, it will show up in the report. Information on arrests for which you were not convicted cannot be used in screening reports. However, you can be asked about convictions and pending arrest. Also, the type of crime doesn’t matter as background check laws in California do not distinguish between a misdemeanor or felony. If you were arrested on charges of possessing or consuming Marijuana, you are more or less safe - if the arrest took place over two years before your application. Of course, if you were selling the stuff, then expect that to show up on your background report. Convictions that have been expunged are off-limits, and employers can neither ask about them nor can they be reported on. This is not applicable to juvenile offenses that have not been expunged. There are some jobs, however, to which this rule does not apply and employers can do background checks with virtually no limit. These include jobs in education, law enforcement, private investigation, care for the aged and children, finance, and phone companies. Employers in California have to inform job applicants when doing background checks on them, and get their permission. They have to share the results, especially if there is something in the report that keeps them from hiring you.

Employers are within their rights to want to know exactly who they are hiring. At the same time, they must ensure that they don’t violate the privacy of the job candidate while conducting these background checks. According the St Louis Today article (stltoday.com), new guidelines issued by the US Equal Employment Opportunity Commission say companies could be in violation of Title VII of the Civil Rights Act if they use any information obtained from these screenings to reject applicants based on, for example, race or nationality. As a job-seeker, you may not like the idea of having your life being scrutinized, but at the end of the day you can’t really blame employers for wanting to keep their image clean.

www.privateeyesinc.com

Why Adopt Employee Background Checks for Your Company  

It's a truth universally acknowledged today that companies in search of good workers will do an employment background check on job applicant...

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