National Consumer Law Center report on background check companies says be careful who you hire

A recent report by the National Consumer Law Center claims that background checks can be erroneous, advising employers to be careful when hiring an employment screening service to conduct background checks on their prospective employees.

According to the report, nearly 75 percent of employers are conducting some sort of pre-employment screening on job applicants. The report claims that errors made by fly-by-night background check companies using shoddy business practices can — and have — cost qualified people good jobs.

“Federal regulatory agencies and states should rein in the Wild West of the background screening industry by holding companies accountable,” said Persis Yu, the National Consumer Law Center (NCLC) staff attorney and co-author of the report.

When hiring a screening service to conduct your business’s background checks, research the company’s history and reputation. VerifyProtect.com is a division of American Tenant Screen, which is a leading provider of integrated screening services for businesses in the markets we serve. The company provides screening services globally to more than 3,000 clients, and has been in business for nearly 25 years.

 

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Its Time for an Updated Employee Handbook

You’ve been putting it off for years because a) it’s too expensive; b) it’s too time-consuming; c) it’s not important in the long run; and/or d) any other excuse you can create.  But you know you need to refresh your employee handbook… so it’s time.

 

Fortunately, you don’t have to forge ahead and put together your employee handbook on your own. Companies like VerifyProtect can actually assist you in creating a document that will cover your bases AND be readable.

 

Yes, yes, we know that most employees don’t open their employee handbooks after their first few days on the job.  But it’s still critical that your company have one.  Believe us, it will come in handy when you least online blackjack that uses checks expect it.

 

For instance, if a sexual harassment claim is brought against your company, you should have answers in place regarding your sexual harassment policy as outlined in your employee handbook.  Without such a policy written in stone, you’ll have a difficult time protecting yourself should you wind up in litigation.

 

Another circumstance that often arises is when supervisors and managers have to make decisions “on the fly”.  If they can simply consult the employee handbook, it ensures that they’re doing things as you expect them to be done.

 

Make 2011 the year that you finally wipe the dust from those old employee handbooks.  You’ll be glad you took the step.

 

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