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Protect Your Company From Data Breaches on the Inside

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A few years ago, the Target Corporation’s network data system was hacked. Subsequent investigations confirm that the data breaches were connected with employees from an HVAC company with whom Target had contracted with. The so-called cyber attack actually originated as an inside job which left Target’s servers vulnerable. Consequently, over 40 million Target customers’ credit and debit card information was stolen, and the giant corporation had to pay out approximately $10 million.

Data Breaches

In a world where small businesses and giant corporations and even governments rely on cloud data storage, virtual record-keeping and cloud IT management systems, it’s more critical than ever to make sure that internal tech security is on your agenda. Unfortunately, it’s not enough to just protect your company’s data from external hacks. You need to also protect your company from data breaches that originate from the inside.

What’s at Stake?

In today’s world, unscrupulous employees don’t just steal staplers and fountain pens. They have unprecedented access to your business data, sensitive internal memos, company agendas, and long-term plans for which some types of competitors would be willing to pay dearly. Data breaches can occur from the inside, but employment background screening can help secure vulnerabilities within the organization.

Employment screening background checks help to offer an added level of security that can assist in protecting your organization from internal data breaches. Employment screening can divulge:

  • History of convictions
  • History of serial jobs that are suspicious
  • Criminal records data
  • Falsification of education degrees or professional licenses
  • Drug users

What Can Companies Do To Reduce Risk of Data Breaches And Increase Internal Security?

Take the personal out of the equation. Companies need to realize that internal security breaches are becoming more commonplace. It’s better to rely on a reputable third-party to screen existing and current employees than to take a chance. This takes the personal relationships out of the equation and puts it squarely in an objective light. When employees realize that everyone is subjected to the same security protocols, they won’t object to the standard procedure.

Don’t delay the decision. Companies need to act swiftly to put security practices in place. Data breaches happen overnight, and they are never anticipated. It’s critical to implement employee background screening as soon as possible.

For more information about secure background screening and employment background checks, and how they can protect your company’s sensitive data from internal data breaches, contact us today.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

6 Key Steps to Compliant Employment Background Screening

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Compliant employment background screening is a trending topic due to Ban-the-Box legislation and the rules that have been enacted as a result. Not complying with laws relevant to applicant rights can lead to lawsuits for business and organizations.

Compliant Employment Background Screening

The following covers six key areas related to compliant employment background screening and best practices in hiring:

1. Use a Compliant Employment Background Screening Worker Consent Form

Having employees agree to all aspects of compliant employment background screening is the first step to being covered for the process. Consent form components should refer to current FCRA legislation as well as state and local laws. Have a lawyer or qualified personnel review the form. Ensure it is in compliance with Fair Chance Acts and Ban-the-Box standards.

2. Use Focused, Selective Screening

Guidelines for which screening packages and services should be ordered for different worker positions should be clearly defined. For example, while a credit report would be relevant for someone seeking a role in financial services, it would not apply to many other positions. The type of screening should always be relevant to the job sought. A professional compliant employment background screening service can take much of the guesswork out of the process.

3. Train Staff Well

All relevant staff members should be fully trained in compliant employment background screening. They should be able to efficiently interpret and apply the information contained within the completed background report in compliance with federal, state and local laws.

4. Apply Screening Results Appropriately

Results should be reviewed in accordance with Individualized Assessment Guidelines from the U.S. Equal Employment Opportunity Commission (EEOC). A copy should be provided to the applicant if requested – they have the right to view the entire background report and all screening results.

5. Follow A Fair Negative Action Process When Needed

When taking any action that is not in an applicant’s favor based upon results received in a background check, a fair procedure should be followed. Send the applicant a letter containing a summary of their FCRA rights and a copy of the report as well as a dispute form in case they wish to respond.

6. Be Consistent

When all background results have been received, employers can make a decision about the best candidate for the position. Businesses should bear in mind that the factors used to eliminate a candidate should be consistent and always relevant to the demands of the position.

Laws related to compliant employment background screening are more complex than ever. Employers can help to remain in compliance through the establishment of a well-researched process, training relevant staff members accordingly, staying consistent with each job candidate, and reevaluating their hiring process regularly.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

5 Key Components of Effective, Compliant Employment Screening

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More and more businesses are using compliant employment screening to ensure they are connecting with the very best candidates for each open position. The U.S. Small Business Administration estimates that for each dollar spent on employment screening, a $5 to $16 ROI is possible. This is due to better worker productivity and attendance, lower turnover, and reduced liability.

Compliant Employment Screening

The following are five of the most essential components for effective, fair and compliant employment screening procedures:

1. Be Sure to Obtain Consent

Applicant consent is foundational and crucial to success in compliant employment screening. This is because the law requires it, as stated in the Fair Credit Reporting Act (FCRA). Employers have a responsibility to make job candidates aware they will be undergoing a background screening check. A signed consent form should be obtained before commencing a compliant employment screening search.

2. Customize Assessments to Each Job

Each job type can potentially require different types of screening. For example, jobs working with children should have screening that scrutinizes past history in terms of crimes and sexual offenses. Jobs that require working with money should involve screening for financial and credit history as well as criminal past. The compliant employment screening used should be appropriate for the job duties required by the position. EEOC guidelines should be considered as individual circumstances are assessed.

3. Be Consistent

One of the most crucial elements of fair and compliant employment screening is consistency in practices. For example, if social media accounts are considered during the screening process for one worker, the same standards should be applied to all job seekers. All applicants should have a fair chance at employment with the company regardless of differences like race, religion, skin color and family status.

4. Screen Temps and Subcontractors

Just because a worker isn’t a permanent or in-house hire doesn’t mean they shouldn’t be held to the same standards as these workers. Every worker, no matter what the status, should be subject to relevant and appropriate employment screening.

5. Partner with a Professional Compliant Employment Screening Company

Businesses should strongly consider working with an experienced, professional employment screening company for this crucial step in their hiring process. An employment screening company can perform a comprehensive range of searches to ensure candidates are top caliber. A professional employment screening company is well-versed in all the laws that govern this realm and can see to it that screening is done effectively.

Employers should consider these five elements to help ensure fair, effective and compliant employment screening.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

4 Things Employers Should Never Do When Screening Potential Workers

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Background screening is assisting companies in hiring the most qualified and trustworthy staff possible. However, there are some definite “dos and don’ts” to bear in mind when engaged in screening potential workers.

Screening Potential Workers

The following are four things employers should never do while screening potential workers.

1. Don’t: Use One Screening Plan For All Positions

While it’s understandable that the protocol for screening potential workers should be streamlined and easy to implement, it’s important that it also be flexible and job-specific. In effect, each job or job type should have a screening process that is customized to its role and requirements. The connection between the job and its screening elements should be abundantly clear.

2. Don’t: Forget About “Ban the Box” Laws

Laws restricting when and how much employers can inquire about an applicant’s criminal history are being enacted in many states and cities all over the nation. Most Ban the Box laws prohibit asking about a criminal past in the beginning stages of the application process in order to exclude them from the pool of possible hires.

It may come into play later, but the exact timing depends upon the laws for each state. It is crucial that employers know and abide by all the specifics of Ban the Box laws for their area. A professional employment screening company can assist with navigating these laws correctly.

3. Don’t: Be Inconsistent with Stringency

Some employers may be tempted to forego a complete background check for certain employees while conducting full background checks when screening potential workers. Doing so could be a recipe for legal action down the road. Also, no matter how trustworthy or impressive someone might seem, they could be concealing skeletons in their closet that would make them a liability in the workplace. Better to use the same level of stringency with every worker to ensure compliance with the law as well as safe, successful hiring.

4. Don’t: DIY Employee Background Screening

While there are criminal databases that can be searched online, they aren’t the only source for key information. Source records from state and local courts should be used to verify the information found in national databases. Employers unfamiliar with the ins and outs of this process may miss key data about an applicant. Outsourcing criminal background checks to a professional employment screening service can help to ensure each applicant is thoroughly screened.

An increasing number of businesses are screening potential workers and using background screening in their hiring process. However, it must be done appropriately in order to ensure compliance and success. Businesses should take steps to avoid these four pitfalls during their employment screening process.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Human Resources: Top 4 Employer Tips for Workplace Safety

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Workplace safety refers to a number of key areas for employers. First and foremost, there is the issue of providing physical safety. All workers and clients deserve a safe and secure place in which to do business.

Workplace Safety

However, employers must also take steps to keep themselves safe from litigation and damage to their reputation.

The following four workplace safety tips are important ways employers can keep themselves safe on a range of levels:

1. Use Employment Screening for All Potential New Hires

Outsourcing employment screening is an effective way to “get to know” who is really being considered for employment. While the interview process and checking references can yield valuable insights in these areas, the applicant will be taking steps to put their best foot forward. Finding out the truth about an applicant’s background, credit and possible criminal history is vital to a safe workplace for all.

2. Make All Decisions Based On Fit

Hiring for an ideal fit, training for the needed skills, transferring and promoting for the good of the company, and disciplining or firing only for relevant and documented reasons is also crucial to workplace safety. Hiring qualified workers with known abilities and training them for proficiency reduces the likelihood of accidents in the workplace as well as litigation by clients, other workers, or the new hire themselves.

3. Comply with OSHA Rules and Guidelines

The Occupational Safety and Health Administration (OSHA) has put forth standards for hiring and evaluating employees as well as keeping the workplace physically safe for all workers. The most common workplace safety problems tend to be related to:

  •     The danger of slips and falls
  •     Poor communication about workplace hazards
  •     Unsafe scaffolding and ladder usage
  •     Unsafe workplace machinery
  •     Inadequate respiratory protection
  •     Electrical safety hazards

Employers should take steps to ensure all OSHA guidelines are followed, with particular attention paid to these areas.

4. Fairness and Consistency

Whether recruiting, interviewing, screening, or dealing with current employees, consistency and fairness are key to employers staying safe from litigation. All persons should be treated equally regardless of qualities like race, age, gender, religion or family status. Employers should avoid favoritism based upon personal biases and never retaliate against an employee who voices concerns about procedures and workplace safety.

Workplace safety involves a number of facets and areas. Following these four tips can help employers to stay safe and viable for many years to come.

Source: OSHA: http://www.osha.gov/Top_Ten_Standards.html

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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