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背景调查步骤可以降低您被错误聘用的风险

彻底的背景调查是雇主可以采取的一项基本措施,以帮助最大程度地降低因员工不当行为而导致的疏忽招聘索赔和其他潜在责任来源的风险。

尽管针对获得背景报告的技术规则而针对雇主的诉讼有所增加,并且所谓的“禁止框”法也越来越多,但仍有充分的理由进行彻底的背景调查。

不够勤奋会产生潜在风险

公司在聘用候选人之前对候选人进行彻底的背景审查有很多原因。

  • 根据相关工作的性质,法律可能要求某些行业的员工进行背景审查。

  • 即使在法律上没有明确要求背景屏幕的情况下,“不良招聘”也会使公司面临因疏忽招聘而提起诉讼的风险。陪审团可以裁定各种损害赔偿,包括惩罚性赔偿和对痛苦和痛苦的损害赔偿。对于富有同情心的原告,这些损失可能会非常高。

  • 在所有情况下,未能正确筛选员工都会导致严重的业务和财务后果。例如,如果公司与其客户签订了既定的合同,如果未能淘汰“不适合”的员工,公司就会增加失去账户甚至因违反合同索赔而受到打击的可能性。

降低风险的步骤

雇主可以通过多种方式降低风险:

  • 与可以满足企业特定需求的信誉良好的背景调查提供商合作。

  • 评估合适的背景屏幕类型。

  • 咨询熟悉各种联邦和州法律规定的雇主背景调查相关法律义务的法律顾问,包括但不限于平等就业机会法律和法规。

合法获取和使用背景报告

招聘过程的某些方面是背景调查所独有的。

具体而言,建议申请人单独填写授权和披露表格以同意背景调查。

应评估各种基础设施问题,以最大限度地减少公平信用报告法下的法律风险,例如 FCRA 和相关的公平就业法。

这些风险包括但不限于保护或限制对系统的访问以进行背景调查以及在最终确定不雇用决定之前向申请人邮寄任何必要的通知。

州和地方层面所谓的“禁止盒子”法律也可能影响招聘活动的顺序。

例如,旧金山市禁止雇主在未事先与申请人面谈的情况下询问求职者的犯罪历史。

其他“禁区”司法管辖区包括但不限于哥伦比亚特区、夏威夷、马萨诸塞州、明尼苏达州、新泽西州、纽约市和西雅图。

在考虑求职者的刑事定罪时,一些州法律还要求一定程度的工作相关性,包括夏威夷、宾夕法尼亚、威斯康星和纽约。

结论

公司可以采取措施更好地确保客户、员工和财产的安全。

背景调查与值得信赖的背景调查提供商合作,是您企业的可靠投资。

background checks are a fundamental measure that employers can take to help minimize the risk of negligent hiring claims and other potential sources of liability that can follow and flow from employee misconduct.

Despite the increase in litigation against employers regarding the technical rules for obtaining background reports and the proliferation of so-called “ban the box” laws, there remain strong reasons for conducting thorough background checks.

Inadequate Diligence Creates Potential Risks

There are a number of reasons companies conduct thorough background screens on candidates before hiring them.

  • Background screening may be required by law for employees in certain industries, depending upon the nature of the job in question.

  • Even where no background screen is literally required by law, “bad hires” put companies at risk of negligent hiring lawsuits. Juries can award a variety of damages, including punitive damages and damages for pain and suffering.  With a sympathetic plaintiff, those damages can be very high.

  • In all instances, failure to properly screen employees can have serious business and financial consequences. For example, where the company has an established contract with its customers, failing to weed out “unfit” employees increases the company’s likelihood of losing accounts and even of being slapped with breach of contract claims.

Steps to Mitigate Your Risk

There are a number of ways in which employers can mitigate their risk:

  • Partner with a reputable background check provider that can meet the specific needs of the business.

  • Assessing the types of background screens that are appropriate.

  • Consult with legal counsel familiar with employers’ background check-related legal obligations under the various federal and state laws, including, without limitation, equal employment opportunity laws and regulations.

Lawfully Obtaining and Using Background Reports

There are aspects of the hiring process that are unique to background checks.

Specifically, separate authorization and disclosure forms are recommended for applicants to consent to background checks.

Various infrastructure issues should be evaluated to minimize legal risks under the fair credit reporting laws, such as the FCRA and related fair employment laws.

These risks include, but are not limited to, securing or limiting access to the system for ordering background checks and mailing any requisite notices to applicants before finalizing no-hire decisions.

So-called “ban the box” laws at the state and local level may impact the sequencing of the hiring events as well.

As an example, the City of San Francisco prohibits an employer from even inquiring into a job applicant’s criminal past without first interviewing the applicant.

Other “ban the box” jurisdictions include, but are not limited to, District of Columbia, Hawaii, Massachusetts, Minnesota, New Jersey, New York City and Seattle.

Some state laws also require some level of job-relatedness when considering a job applicant’s criminal conviction, including Hawaii, Pennsylvania, Wisconsin and New York.

Conclusion

Companies can take steps to better ensure the safety of their customers, employees and property.

Background screening, in partnership with a trustworthy background check provider, is a solid investment for your business.


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