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员工背景审查的 3 个最佳实践

作为投资特许经营权的小企业主,您的业务能否在数百万美元的疏忽招聘判决中幸存下来?

当工人对第三方(例如客户、同事或公众)造成伤害时,疏忽雇佣诉讼旨在使雇主承担责任。如果雇主应该“合理地知道”该个人不适合该职位,那么雇主可能需要对由此造成的损失负责。

实施背景筛选计划是特许经营权帮助保护自己免受疏忽招聘诉讼的有效方法。对犯罪历史、性虐待和机动车违规行为进行背景筛查也有助于降低工作场所盗窃、暴力、财产损失和其他不安全、不道德或犯罪行为的风险。

为了创造一个更安全的工作环境,降低招聘疏忽的风险并提高您的整体招聘质量,请遵循以下三个最佳实践,在您的特许经营中实施背景筛选计划:

1. 了解州和联邦法律
要建立合规的就业筛选计划,请熟悉适用的联邦和州要求。例如,在新泽西州,当企业拥有酒牌时,求职者必须接受犯罪背景调查。在某些州,例如马萨诸塞州,该州限制雇主在招聘期间使用犯罪记录的方式。

请咨询您的法律顾问或背景筛查提供商,以确保您的计划符合所有适用的法律要求。

2.
遵守特许经营协议条款除了疏忽雇佣诉讼外,特许经营商还可以使用背景审查来帮助防止违约诉讼。如果员工在工作场所造成负面或犯罪事件,则雇主可能要对特许人的违约索赔负责。

在律师的帮助下查看您的特许经营协议的条款。合同可能会规定雇主必须如何审查雇员。使用合同条款作为指导来帮助构建您的背景筛查计划。

3. 咨询法律顾问
咨询律师可以帮助特许经营权所有者实施符合《公平信用报告法》的计划,并选择适合其需求和风险状况的背景筛选解决方案。例如,经常雇用司机的特许经营商会考虑对这些职位进行机动车辆记录检查。

法律顾问还可以帮助您的企业确定哪些角色(如果有)应包括信用检查,并确保信用检查符合任何适用的州要求。

通过遵循这三个最佳实践,特许经营商将能够采取措施更好地保护其客户、员工和财产。

Negligent hiring lawsuits seek to impose liability on an employer when a worker causes harm to a third party, such as a customer, colleague or the general public. If the employer should have “reasonably known” that the individual was unfit for the position, then the employer could be held responsible for the resulting damages.

Implementing a background screening program is an effective method for franchises to help protect themselves against negligent hiring suits. Background screening for criminal history, sexual abuse and motor vehicle violations also helps to reduce the risks of workplace theft, violence, property damage and other unsafe, unethical or criminal behaviors.

To create a safer work environment, mitigate the risks of negligent hiring and increase your overall quality of hire, follow these three best practices for implementing a background screening program in your franchise:

1. Know State and Federal Laws
To build a compliant employment screening program, familiarize yourself with the applicable federal and state requirements. In New Jersey, for example, job applicants must submit to a criminal background check when a business has a liquor license. In some states, like Massachusetts, the state restricts how employers use criminal history during hiring.

Consult with your legal counsel or background screening provider to ensure your program complies with all applicable legal requirements.

2. Meet the Terms of Franchise Agreements
In addition to negligent hiring lawsuits, franchise owners can also use background screening to help protect against breach of contract lawsuits. If an employee causes a negative or criminal incident in the workplace, then the employer may be liable for a breach of contract claim by the franchisor.

Review the terms of your franchise agreement with the help of a lawyer. The contract will likely specify how employers must vet employees. Use the contract terms as a guideline to help structure your background screening program.

3. Consult with Legal Counsel
Consulting with an attorney can help franchise owners implement a program that complies with the Fair Credit Reporting Act and select background screening solutions that fit their needs and risk profile. Franchises that regularly hire drivers, for example, will want to consider motor vehicle record checks for those positions.

Legal counsel can also help your business determine which, if any, roles should include credit checks and ensure that credit checks comply with any applicable state requirements.

By following these three best practices, franchises will be able to take steps to better protect their customers, employees and property.

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