Pre-Employment Investigations
Employing the right person for a job is a daunting process.
And verifying that the information they provided is truthful
just ads to the burden. And what about what they did not
tell you?
In pre-employment situations where the personal or
professional history of an individual is important, a
background investigation can be vital. This is the tool to
determine or verify an individual's official record,
references and financial stability. And now many states
support the 'negligent hiring' doctrine. This means that
employers can now be held liable for their employees actions
if it is shown that they did not make an effort to carefully
screen their employees prior to hiring. Why take the chance?
Isn't it worth a few dollars now to avoid potential disaster
in the future?
Call for a free consultation on how this service can
assist your case.
Aenigma offers a variety of options within its pre-employment background investigation services, including:
- Verification of true identity
- Criminal history
- Civil litigation and judgments
- Driving history (where & when allowed)
- Employment, Education and personal reference verification
- Business interests
- Asset searches
- Credit analysis (with appropriate authorization and documentation)
- and More
Legal & Aenigma Policies
Record Checks: Aenigma performs all of
its criminal and civil court checks directly with the court,
either through a personal visit from staff/contractors or
direct electronic access to the court. No third
party databases are used to do the confirmed court checks.
This complies with the FCRA and various other state and
Federal laws on verification of records and ensures the most
accurate and relevant information.
Pre Employment Checks: Under the Fair
Credit Reporting Act (“FCRA”), an employer has a number of
detailed requirements with which it must comply both before
it can procure a background report (consumer report) about
an applicant or employee, and if it intends to take action
in whole or in part based on information in a consumer
report. See 15 U.S.C. Sec. 1681 et seq.
There have been several recent court cases punishing
employers for not following these procedures.
Specifically, an employer must:
- (i) have a permissible purpose for procuring a report in the first place;
- (ii) certify to the background screening company that it will comply with applicable law and will not use any information in violation of Equal Employment Opportunity laws or regulations;
- (iii) provide a written disclosure to the applicant or employee indicating that specific background checks will be conducted by a third party and obtain authorization from that applicant or employee to conduct such checks; and
- (iv) follow the detailed two-step adverse action requirements (including providing a copy of the report, a Summary of Rights, and a pre-adverse action notification letting a person know he or she could dispute inaccuracies in the report).
Aenigma can provide the information needed in order to comply with these requirements. (see below)
Standard Pre-Employment Check Options
We have developed several standardized options/packages to meet the needs of most of our clients in their pre-employment programs.
We usually suggest the Level II as a minimum.
Aenigma can also customize a background system and plan to fit a client's needs.
Level I
Standard
Basic
"One Location Criminal Check"
- ID Verification:
Included - County Criminal Records Check:
Current Location Only - County Civil Records Check:
Not Included - Federal District Criminal Check:
Current Location Only - Federal District Civil Check:
Not Included - Bankruptcy Check:
Not Included - Nationwide State Sex Offender
Registry:
Included - SAMPLE REPORT
Level II
Standard
Advanced
"7-Year Criminal Check"
- ID Verification:
Included - County Criminal Records Check:
Locations of Last Seven Years - County Civil Records Check:
Not Included - Federal District Criminal Check:
Locations of Last Seven Years - Federal District Civil Check:
Not Included - Bankruptcy Check:
Not Included - Nationwide State Sex Offender
Registry:
Included - SAMPLE REPORT
Level III
Combined
Basic
"One Location Criminal & Civil Check"
- ID Verification:
Included - County Criminal Records Check:
Current Location Only - County Civil Records Check:
Current Location Only - Federal District Criminal Check:
Current Location Only - Federal District Civil Check:
Current Location Only - Bankruptcy Check:
Current Location Only - Nationwide State Sex Offender
Registry:
Included - SAMPLE REPORT
Level IV
Combined
Advanced
"7-Year Criminal & Civil Check"
- ID Verification:
Included - County Criminal Records Check:
Locations of Last Seven Years - County Civil Records Check:
Locations of Last Seven Years - Federal District Criminal Check:
Locations of Last Seven Years - Federal District Civil Check:
Locations of Last Seven Years - Bankruptcy Check:
Locations of Last Seven Years - Nationwide State Sex Offender
Registry:
Included - SAMPLE REPORT
Notes:
Current Location: The appropriate court for the county/district of current residence only.Locations of Last Seven Years: The appropriate courts for the counties/districts covering the last 7 years of residence, employment, or as revealed through ID verification.
Optional Add-ons
The above checks can have the following specific services added on:
- Education Verification (per Degree)
- Employment Verification (per Employer)
- Professional License Verification (per License)
- Pre-employment Credit Report
- Driving Record (dependent on state)
- County Court Criminal Check (per county)
- County Court Civil Check (per county)
- Federal Court Criminal Check (per district)
- Federal Court Civil Check (per district)
- Federal Court Bankruptcy Check (per district)
Forms & Disclosure Handouts
The following forms may be required:
- Pre-Employment Check/Verification Order Form
- General Background Check Request Form
- Applicant Release for Background
The following information and disclosure handouts must be provided to each applicant and user:
- Summary of Rights under FCRA (must be provided to all applicants)
- Notice to Users of Consumer Reports - FCRA (for employers)
Case Study 1
The client, a wealthy family, had hired a nanny to take
care of their children, including driving one of the kids to
and from school. They had used one of the online "background
check" services that advertise a background for about $40,
which came back clear. While we were doing other work for
them, they asked about background checks and wanted a "test"
on someone they already "knew" was ok, their nanny.
We did a check and based on her application and resume, she
had lived and worked only in the same county for the last 10
years (where the client lived also). And she was "clear"
there. But as routine part of the ID Verification section we
saw that she lived about 6 months in a neighboring county.
Upon checking that county we saw an assortment of criminal
records, including DWI and Prostitution convictions.
The clients were shocked, and when confronted the nanny
confirmed the convictions and was fired for lying on her
application. What might have happened if they never found
out?.
Case Study 2
A business client was regularly using us for their
pre-employment checks, but only conducted criminal record
checks for their employees. We convinced them to also do
civil record checks for their executive hires and any new
hires that would be handling money.
A few months after starting this new level of checks, we
were performing a routine check of a possible accounting
hire. She came back clear on her criminal records, but had
almost a dozen lawsuits in the past 6 years. Some of the
lawsuits were of her suing her previous employers, and some
of them were her previous employers suing her. The lawsuits
by the previous employers were for fraud and similar things.
Obviously our client was not going to take a chance with
this potential lawsuit.