Washington an example of the importance of federal background checks for home care workers

If any employer is still wondering whether background checks work to protect people, consider Initiative 1029 in Washington state. Back in 2008, voters overwhelmingly passed Initiative 1029, which required federal background checks and increased basic training for the people who care for seriously ill seniors and people with disabilities. The initiative received more “yes” votes than any other initiative in the state’s history. And yet, the reforms were never implemented.

In the three years legislators have dragged their feet on it, the number of crimes against seniors and the gravely ill at the hands of their caregivers has continued to rise. Residential Care Services, which investigates allegations against employees or volunteers of long-term care facilities, reported a more than 15 percent increase in citations of neglect and abuse in adult family homes, to more than 20,000, in 2010. Yet right now the state only requires a limited background check for home care workers, not an exhaustive search into their criminal records in other states.

It’s common sense, not just good business, to prevent anyone off the street to care for those who can’t defend themselves. No matter what state your business is in, you should be ensuring the safety of your customers and employees by using employment screening services that include a federal background check. It’s as simple as that.

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5 Reasons to Background Screen Your Freelance Staff

A lot of companies have recognized just how much of a cost savings they can see when they hire freelance staff to perform various functions.  From virtual CFOs to marketers, freelancers are ready to tackle projects.  But that doesn’t mean you should forgo common sense when hiring them

Below are 5 great reasons to background screen all freelance staff members:

  1. They’ll be representing your company.  The public won’t care if they are freelance or not if they do something wrong!
  2. They will likely have access to some confidential data.  Can you afford a breach?
  3. Their past nefarious decisions can ruin your reputation.  Who wants to hire someone with a criminal record a mile long?
  4. They might not be who they say they are.  We all know people sometimes lie on their resumes.  Who’s to say your freelancer isn’t stretching the truth?
  5. A reference checkcan tell you so much.  If you call the freelancer’s references, you’ll have a better idea of whether to move forward with him or her.

Don’t take a chance!  Background screen anyone on your team, even those who aren’t full-time employees.

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  • Employees Shouldn’t Blab about Background Check Results

    As important as it is to have a procedure for background checking all potential new hires, it’s equally as important to have expectations for how the data is handled. This is especially true in the day and age of the Internet.

    Consider this scenario:

    If a terrible (or even shocking) background check comes back on a potential job candidate, it might be tempting for your employees to talk about those findings on any of the popular social networking sites. (And yes, this does happen – people have been fired for what they say on Facebook, and that fact can’t be taken lightly by employers.)

    This means you have to find a good way to deal with the background check results you receive. Not only should they be treated with the highest degree of confidentiality, but anyone handling them should be aware that it’s unacceptable to talk about the findings with anyone who doesn’t need to know.

    Though it may seem to be “common sense” that your workers would understand their responsibility in this arena, you can’t take too many precautions.

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