Two organizations provide lists of accredited institutions:

• U.S. Department of Education: Database of Accredited Postsecondary Institutions and Programs
• Council for Higher Education Accreditation (CHEA): Database of Institutions and Programs Accredited by Recognized United States Accrediting Organizations

The following states provide lists of unaccredited and/or suspect schools:

• Hawaii: http://hawaii.gov/dcca/ocp/udgi/civil-enforcement-lawsuits
• Maine: http://www.maine.gov/education/highered/Non-Accredited/a-am.htm
• Michigan: http://www.michigan.gov/documents/Non-accreditedSchools_78090_7.pdf
• Oregon: http://www.osac.state.or.us/oda/unaccredited.aspx
• Texas: http://www.thecb.state.tx.us/index.cfm?objectid=6941C34E-DF3E-4B42-288239D3FC3ACD29

Related Resource:
Education Verification

According to the results of a survey of 1,058 randomly selected HR professionals:

Pre-employment drug testing is common:

• 57% of participants’ organizations require all job candidates to take a pre-employment drug test
• 29% have no pre-employment drug-testing requirement
• 14% test applicants for safety-sensitive positions and when required by law

Large organizations are more likely to conduct pre-employment drug testing for all job applicants:

• 71% with 2,500 or more employees required pre-employment drug testing
• 62% with 500 to 2,499 employees required pre-employment drug testing
• 56% with 100 to 499 employees required pre-employment drug testing
• < 40% with < 100 employees required pre-employment drug testing

The survey reported important benefits to organizations that conduct pre-employment drug testing:

• “Nine percent of respondents reported that prior to implementing a drug-testing policy, their organizations had a high rate of employee absenteeism (over 15 percent), compared with just 4 percent of respondents that reported a high rate of absenteeism after initiating a drug-testing policy—a decrease of approximately 50 percent.”
• “Approximately one-fifth of the respondents (19 percent) reported that productivity improved after implementing a drug-testing policy. Six percent of the poll participants reported that their organizations had a high incidence rate (over 6 percent) of workers’ compensation claims after implementing an organizational drug-testing program, compared with 14 percent who reported similar incidence rates before initiating such a policy.”

Source: SHRM Poll: Drug Testing Applicants Favored by More than Half of Employers

Resource:
For information about our Drug Screening services, see Employment Drug Screening.

 “A Matter of Fact is very pleased with the National Association of Professional Background Screeners’ announcement that our organization is recognized as Background Screening Credentialing Council (BSCC) Accredited,” stated A Matter of Fact President Glenn Hammer. “Achieving accreditation was a real team effort and reflects our staff’s commitment to providing quality employment background checks,” added Hammer.

Each year, U.S. employers, organizations and governmental agencies request millions of consumer reports to assist with critical business decisions involving background screening. Background screening reports, which are categorized as consumer reports are currently regulated at both the federal and state level.  Since its inception, NAPBS has believed that there is a strong need for a singular cohesive industry standard and therefore created the BSAAP. Governed by a strict professional standard composed of requirements and measurements, the BSAAP is positioned to become a widely recognized seal of approval that brings national recognition to background screening organizations (also referred to as Consumer Reporting Agencies). This recognition will stand as the industry “seal” representing a background screening organization’s commitment to excellence, accountability, high professional standards and continued institutional improvement.

The NAPBS Background Screening Credentialing Council (BSCC) oversees the application process and is the governing accreditation body that will ensure the background screening organizations seeking accreditation meet or exceed a measurable standard of competence. To become accredited, consumer reporting agencies must pass a rigorous on-site audit, conducted by an independent auditing firm, of its policies and procedures as they relate to six critical areas: consumer protection, legal compliance, client education, product standards, service standards, and general business practices. 

Any U.S.-based employment screening organization is eligible to apply for accreditation. A copy of the standard, the policies and procedures, and measurements is available at www.napbs.com.

About NAPBS®

Founded in 2003 as a non-profit trade association, the National Association of Professional Background Screeners (NAPBS) represents the interests of more than 700 member companies around the world that offer tenant, employment and background screening. NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state and local regulations. For more information, visit www.napbs.com. 

About A Matter of Fact

Founded in 1994, A Matter of Fact specializes in Comprehensive Employment Background Checks and Employee Screening products. For more information, visit www.amof.info.

According to ConcernedCRAs.com: 1) Criminal records databases CAN NOT be relied upon as accurate or complete, 2) Private criminal databases CAN be valuable research tools to help cover a wider geographic area when searching for possible criminal records.

Database searches should only be used as supplements to the proper search of court  records. They should not be relied upon alone as viable criminal background checks.

Criminal record databases should only be used as research tools. Any indication of a possible criminal record in a database must be verified with the reporting jurisdiction.

Related Resources:
* ConcernedCRAs.com: National Criminal Databases
* ‘Nationwide’ Criminal Database Checks
* Comprehensive Background Check: The Best Background Check
* Basic Background Check

In 1996 the FCRA was amended to include employment background checks and other “consumer reports” and “consumer investigative reports.” So, in spite of its name, the FCRA (The Fair Credit Reporting Act) applies to much more than just consumer credit reports.

Related Resources:
* FTC: Notice to Users of Consumer Reports
* Background Check Knowledge Index: FCRA & Background Check Laws
* FTC: FCRA/FACTA – Fair Credit Reporting Act Information and Notices

• What types of errors occur in background checks?
• What should an APPLICANT do if an error is found in a background check?
• What should an EMPLOYER do if an applicant reports an error in a background check?
• What should employers do to reduce the risk of possible errors in a background check?

We have an article on our website that addresses the above issues. See Do Background Check Errors Occur?

Using an Outdated Version of the Form I-9: The current version is dated 08/07/09. Montserrat suggests that you regularly check the USCIS web site for the most current form (see link below).

Failing to Fully Complete the Form: Often employers don’t complete the entire Form I-9. Montserrat suggests you have a blank Form I-9 with the sections highlight that must be completed.

Not Using Section 3: Section 3 can save time and paperwork when used properly to update certain information about an employee such as a name change. In addition, section 3 can be used to reverify a person’s status if, for example, the employee’s work authorization is about to expire and you must reverify his or her work authorization.

Photocopying Only Part of a Document: If you make photocopies of documents, make sure you photocopy both sides of the document—not just the front side.

“Over-Documentation” in Section 2: The individual may present either an acceptable List A document OR a List B and List C document. It is not acceptable to request a List A, B and C document.

Related Resources:

1. Government Links, Form I-9, Employment Eligibility Verification (Official Document)
2. Form I-9 and E-Verify Employment Eligibility Verification Products