Foreigners in U.S. flight schools aren’t all given background checks

More than a decade after al-Qaeda terrorists who helped carry out the Sept. 11 attacks received flight training in the U.S., a government investigator has found that American officials aren’t doing background checks on all foreigners who apply to flight schools.

An unspecified number of the 25,599 foreigners who applied for U.S. pilot licenses between January 2006 and September 2011 weren’t given background checks by the Transportation Security Administration, said Stephen M. Lord, a director at the Government Accountability Office, Congress’s auditor, in written testimony for a U.S. House panel last week.

Foreigners who weren’t subjected to criminal background checks still received training and a license, Lord said at a House Homeland Security subcommittee hearing on the security gaps. According to Transportation Security Administration rules, foreign nationals looking to get flight training in the U.S. must receive a security threat assessment. That process includes checking applicants’ backgrounds for terrorist and criminal activities and immigration violations.

Mohammad Atta, the lead Sept. 11 hijacker, and some of his accomplices received flight training at U.S. schools. It’s surprising and frightening that so many years after the U.S. was crushed with the single worst terrorist attack, such background check policies would still have such weaknesses.

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Baldor Electric Co. settles hiring discrimination claim

Yet another company has been caught in a discrimination claim when it comes to background checks used during the hiring process. Baldor Electric Co. has agreed to pay $2 million to settle a U.S. Department of Labor Office of Federal Contract Compliance Programs discrimination claim based on their employee background check policy.  The company denied bias in its settlement. Baldor holds more than $18 million in federal contracts and is owned by ABB Ltd. in Zurich, Switzerland.

The Labor Department investigation determined that Baldor’s background screening process had a disparate impact on women and minorities. The result of those screening protocols was that 795 qualified women and minorities were not given the opportunity to advance to the interview stage of the hiring process. The company has been defending itself since the Labor Department raised the issue over Baldor’s 2006 employment applicant screening data.

Government background checks for security clearance getting downright speedy

Everyone’s doing background checks on everyone else these days, it seems, and all this background checking seems to be making the government speedier at it. That’s according to testimony last week before the Senate Homeland Security and Governmental Affairs subcommittee, which stated the government is completing its initial personnel security investigations in an average of 36 days, a sharp drop from the 145 days average in 2005.

The Office of Personnel Management’s background investigations for top secret clearances average 72 days, compared to 308 days in 2005. Reinvestigations, which are required every five years for employees with top security clearance average 93 days against an incredibly slow 419 days in 2005. All other secret or confidential clearance reinvestigations average 31 days now, compared to 115 days in 2005.

Merton W. Miller, associate director of investigations for the Federal Investigative Service, which provides background checks for 90 percent of the federal government, said the speedier checks were due in part to the updating of the national security questionnaire, the Standard Form 86. That form now asks for more information from applicants, which in turn has streamlined the interview process. And there’s an increased emphasis on filling out forms electronically rather than on paper, which has decreased the number of incomplete or illegible forms and led to fewer backlogs, he said.

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Screening only one facet of avoiding, or catching, a criminal

The headlines on the Jerry Sandusky trial are a clear indication that there needs to be more than background checks in order to protect children from predators. For those not familiar with the case, Sandusky is the former Penn State assistant football coach who is currently facing 52 counts tied to what prosecutors say was his sexual abuse of at least 10 boys over a span of 15 years. The state says Sandusky met many of his alleged victims through The Second Mile, a charity for underprivileged youths that he founded.

Avoiding the hiring of someone with a criminal record that could pose a threat to your company or your employees is one thing. But catching a criminal is another, and a background check doesn’t always reveal one. Sandusky, though his trial is ongoing and he hasn’t been convicted of any crime yet, had no criminal record leading up to this recent arrest.

Last week the national Amateur Athletic Union (AAU), one of the nation’s largest volunteer sports organizations, announced aggressive actions to implement the measures put forth by two independent task forces. The first steps include requiring that all adults involved in AAU activities – from volunteer coaches to AAU staff – undergo detailed background checks. The second is adopting clear policies and procedures designed to ensure that young athletes are never left alone with individual adults. And the third step is requiring all AAU volunteers and staff to report any incidents of suspected child abuse to law enforcement and to officials of the AAU and related sports clubs.

The action was prompted after child sexual abuse allegations were lodged against an ex-president of the group, according to news reports. In total, there are 42 recommendations for changes in AAU policies, procedures and protocols, all designed to make young athletes safer. The recommendations cover six broad subject areas: culture, protocols, screening, participation, training and reporting.

The fact that screening, employment screening and volunteer screening, is only part of the recommendations is a good indication that every employer and every organization across all industries should have a multi-tiered system in place for preventing – or at least catching — such abuse.

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Pa. Dept. of Aging changes to electronic fingerprinting

The Pennsylvania Department of Aging will soon begin using an electronic fingerprinting process to screen people applying to work in a long-term care facility or home health care agency, according to a press release by the department. As of June 4, manually submitted background check requests no longer are to be accepted by the department.

“In addition to enhancing the protections provided to our older adults, electronic fingerprinting will help us to more quickly process background checks,” Secretary of Aging Brian Duke stated in the release. “This is important because it will help people obtain jobs in Pennsylvania’s valuable health care industry.”

The Older Adults Protective Services Act requires applicants and employees of long-term care facilities, home health care agencies and other agencies to undergo a criminal history background check. They must also obtain criminal history record reports through the Pennsylvania State Police.

Applicants who have not been a Pennsylvania resident for at least two years must obtain criminal history record reports from both the State Police and the Federal Bureau of Investigation.

Previously, the department processed fingerprints manually. It is moving toward a more efficient and effective method that will be compatible with law enforcement and other screening processes.

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Yahoo CEO latest to get caught padding resume

Well, it has happened again. This time it’s Yahoo CEO Scott Thompson whose resume was found to be padded. Thompson, who was hired by the internet giant in January, has two degrees listed on his resume: A bachelor’s degree in accounting from Stonehill College, and a degree in computer science, which would make sense given his history in the workforce – Thompson previously was an executive with Paypal. Unfortunately, he doesn’t hold a computer science degree.

This lapse in employment screening seems particularly stunning given that it was such an upper-level position (the very top!) with such a public company. But skipping such a critical step in the pre-employment screening process – namely, that of education verification – is something that is commonly done, particularly with someone of Thompson’s stature and distinguished career. Collectively, people in human resources and others involved in the hiring process think ‘Why would he make up anything at this point? Surely someone else would have caught a lie by now.’ It can seem almost ridiculous to spend time and money verifying someone’s education credentials at that level.

But Thompson’s story is exactly why it’s critical to conduct a thorough employment screening every single time. Yahoo is now dealing with a public relations nightmare, not to mention upheaval within its ranks and among its biggest investors. Those are headaches no business wants. So do yourself a favor, learn by others’ mistakes, and be thorough and unbiased in your own screening protocols.

 

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Airport security badges issued before background checks complete

Recent news reports that several new airport security employees were given their security badges before their background checks were complete raises concerns about whether other employers take short cuts on employment screening protocols that could compromise the safety of the public and/or fellow employees.

The Transportation Security Administration confirmed that some new employees were issued their security badges even though the third and final step in the background check process had not been completed. The delay was due to a backlog from a computer switchover, the TSA reported.

During the screening process, new employees are required to verify their identity. Then, they are matched to a terrorist watch list. If they are on the list, then they are tossed out. Next is a verification of a prospective employee’s criminal record. Finally, there is a security threat assessment conducted by the TSA. That check is pending for many of the new employees, but airports have been given the OK to grant the badges without that step being completed. The TSA has said security access is limited for those with the provisional badges, and there is no security threat in issuing the badges prematurely.

However safe the public is despite this lapse in protocol, the public relations nightmare it has caused is reason enough for all employers to make sure that their pre-employment screening processes are followed to the letter. No shortcuts should be allowed, for safety and financial concerns, as well as possible legal ramifications.

 

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Act would help businesses that are victims of tax return identity theft

Everyone can breathe a sigh of relief – Tax Day has come and gone. This year on the day many Americans dread, House Representative Debbie Wasserman Schultz (D-Fla) and House Judiciary Committee Chairman Lamar Smith (R-Texas) introduced The Stopping Tax Offenders and Prosecuting Identity Theft Act (H.R. 4362), a bipartisan measure aimed at stopping the growing problem of tax return identity theft.

Don’t think it’s that much of a problem? Think again. The Internal Revenue Service says that last year alone – tax year 2010 – more than 850,000 tax returns and $5.8 billion were associated with tax return identity theft.

The act would step up penalties for criminals who steal another’s identity, and their tax return. Also the list of victims of identity theft would be broadened to include businesses and charitable organizations, as many have been having trouble with identity theft.

Most victims are unaware that their identities have been stolen until they file their tax returns, only to be told by the IRS that someone claiming to be them already filed a return and claimed the refund.

 

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Measures being taken to make online dating safer

Last month three of the largest online dating websites – eHarmony, Match.com, and Spark Networks – along with California Attorney General Kamala D. Harris issued a Joint Statement of Key Principles of Online Dating Site Safety, in which they espoused the importance of background checks on dating website members in an effort to avoid making dating site members vulnerable to sexual predators. The statement also aims to protect online dating website members from identity theft and scams.

Last week the Illinois Senate passed legislation that would require online dating websites that offer services in Illinois to clearly disclose whether or not they conduct criminal background checks on all members. The bill also would make it so online dating sites must disclose whether they admit members who have criminal records, and use government databases, including criminal court records and sex offender registries.

If it passes, those who are found to be in violation of the law could be fined up to $50,000 per violation. The measure, just like the joint statement issued last month, is indicative of a trend in social networking and online dating – where people often get to know each other before they even meet face to face – to take more precautions to make sure members are kept safe.

 

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Bank teller accused of theft was hired despite charges of forgery and theft discovered in her background check

Authorities in Upper Darby recently reported that a part-time bank teller at a Delaware County bank allegedly made off with $80,000 in customers’ money and the bank’s money. The teller appears to have been hired despite a background check `that showed she had been charged with counts of forgery and theft the previous year.

Although those charges eventually were withdrawn, they were certainly a red flag that the would-be teller’s character might not be a good fit for a position in which a lot of trust is placed on the employee to handle large sums of money in an honest and forthright manner.

The case reminds us of what happened at Juniata College with Jerry Sandusky, the former Penn State assistant football coach facing dozens of charges of child sex abuse. Sandusky was denied a volunteer coaching position after a routine background check found that he was being investigated  — though not charged — by a Pennsylvania high school. Despite the investigation and the college denying him the position, the football coach allegedly secretly allowed Sandusky to volunteer anyway.

Conducting background checks and other forms of pre-employment screening is only useful when you use the information you find. You must be careful about how you use the information — when someone is investigated but isn’t charged with a crime, for instance, is it discriminatory and unfair to deny them a position with your company? Perhaps. But you have to take the nature of the investigation into account when making your hiring decisions. Be intelligent about how you interpret and use the results of all pre-employment screening reports. It could save your company, your customers, from great harm.

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