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Guidelines and Sample Policies
by Industry Sources

The following guidelines and sample policies may be of interest to employers seeking guidance about background checks and employment screening.


Verifications Best Practices: What Clients Need to Know for Successful Outsourced Verifications

NAPBS, National Association of Professional Background Screeners
http://napbs.com/images/pdf/Forms/Verification%20Brochure%20Final.pdf
General Guidelines for Successful Verifications:
  • Provide as much information as possible with your search request.
  • Have a signed consent form from the applicant.
  • Request the level of verification that best fits your needs.
  • Be patient.


Commonsense Actions Can Limit Negligent Hiring Claims

Personnel Policy Service, Inc.
http://www.ppspublishers.com/articles/commonsense.htm
Points of Interest:
  • The best way to limit negligent hiring claims is to follow commonsense procedures to get as much information from the candidate as you can and then to verify the information before offering a position.
  • Educate your interviewers. Every interviewer should be familiar with your hiring policy and know what types of background checks are required.
  • Have each applicant fill out an application form, which you carefully review. Pay particular attention to gaps in employment and inconsistencies. Require references.
  • Question the candidate about any gaps in work history. Make sure you have an accurate timeline of past employment dates and know what happened during any periods of unemployment.
  • Check references. At a minimum, confirm the applicant’s dates of employment and positions. Try to get substantive information about past performance and disciplinary records.
  • Ask about criminal convictions. Remember, however, that asking about arrest information (as opposed to convictions) could violate state discrimination laws.
  • Perform background checks appropriate to the position being sought. For example, consider credit checks on candidates who will handle money, and review the motor vehicle records of potential drivers.
  • Document the steps you take to investigate the candidate.


Guide to Preventing Workplace Fraud: Taking Action to Reduce Business Crime Exposure

Chubb Group of Insurance Companies
http://www.chubb.com/businesses/csi/chubb5305.pdf
Points of Interest:
  • Workplace fraud is a common, everyday occurrence. Every business -- large or small -- is vulnerable to these crimes.
  • Workplace fraud can have a substantial impact on a business’s "bottom line" and even on its continued survival and success.
  • Although it is not possible to completely eliminate fraud, it is possible to reduce risk through effective measures. Proactive fraud risk management makes good business sense.
  • Background screening of potential employees should involve criminal history checks, credit reports, verification of employment and education, and drug testing.


Pre-employment Background Screening Guideline

ASIS International
http://www.asisonline.org/guidelines/guidelinespreemploy.pdf
Purposes of the Guideline:
  • Employers, from the smallest to the largest, understand the dual benefits of hiring the best people and providing a safe and secure workplace, both physically and financially, for their employees, customers, shareholders, and the community in which they operate. A key factor is to know as much as you can about the people you want to hire and to know that before hiring them. Hiring a new employee is an important responsibility for any organization. An employer who has performed a thorough pre-employment background screening on its applicants is more likely to bring into the organization a highly skilled person who will prove to be a tremendous asset. Unfortunately, without a sufficient pre-employment background screening, that same employer runs the risk of exposing his or her organization to someone who could ultimately become the organization’s greatest liability.
  • The guideline should also serve as an educational and practical tool that organizations can use as a resource in understanding the reasons for pre-employment background screening, understanding the legal principles surrounding the issue of pre-employment background screening, and assistance in developing policies and procedures that will enhance an organization’s hiring policy.


State-by-State Criminal Background Check Guides

U.S. Chamber of Commerce
Click for more information.


Employment Background Checks: A Guide for Small-Business Owners

Privacy Rights Clearinghouse
Click for more information.


Background Checks: Four Steps to Basic Compliance in a MultiState Environment

SHRM Legal Report
http://www.shrm.org/hrresources/lrpt_published/CMS_004380.asp (membership login required)
Purpose of the Article:
  • This article is designed to aid multistate employers who wish to comply with the most restrictive state laws on a uniform, nationwide basis.


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