Financial institutions, hi-tech companies, medical and government contractors have a responsibility to vet their employees to protect themselves and their cliental. This vetting process includes two primary documents. First the r\u00e9sum\u00e9. This document contains a summary of the person\u2019s education, training, pervious experience and qualifications. The second document is the application for a background check. <\/p>\n
Negligence in employment is where the employer is held liable for the actions of an employee because the employer was negligent in providing the employee with the training and guidance to engage in an act. The elements in negligence in all incidents of employment are that the defendant (i.e., employer) owed them a duty of care, that the duty was breached, the claimant was injured as a result of the breach, and that the injury to the plaintiff was a reasonably foreseeable consequence of the breach.<\/p>\n
The four areas of concern are: Part of this vetting process includes at least some of the claims presented in a r\u00e9sum\u00e9 are not fabricated. Checking on scholastic achievement would be basic. Former employment should be checked. Other achievements would be work experience, extra training and other items that appear to be inconsistent with the overall profile. Some of the questions and inquiry conducted during a background check are: Background checks<\/a> are conducted to primarily protect the employer and prove the fitness of the applicant. They are becoming much more prominent and increasingly part of the hiring process. Background checks for basic purpose can be an inhouse activity or all levels contracted to a private investigation firm. Financial institutions, hi-tech companies, medical and government contractors have a responsibility to vet their employees to protect themselves and their cliental. This vetting process includes two primary documents. First the r\u00e9sum\u00e9. This document contains a summary of the person\u2019s education, training, pervious experience and qualifications. The second document is the application for a background check. 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\n\u2022\tNegligent Hiring<\/strong> \u2013 that the employee had a history of misuse of authority, and this record is discoverable by the employer, had the employer exercised \u2018due diligence\u2019.
\n\u2022\tNegligent Retention<\/strong> \u2013 is when an employer fails to remove an employee from a position of authority or responsibility after that employee had shown misuse of that authority or responsibility, and this posed a danger (physically, financially or reputation) to others.
\n\u2022\tNegligent Supervision<\/strong> \u2013 the party fails to monitor or control the actions of an employee.
\n\u2022\tNegligent Training<\/strong> \u2013 the employer fails to ensure that the employee is trained and capable of performing the duties for the position of employment.<\/p>\nImportance of Pre-Employment Background Checks<\/h2>\n
\nBackground checks could be basic. But as the level of trust rises so does the depth of the inquiry into the moral fiber, honesty and any connections to criminal or international exploitation. The employer is evaluating past mistakes (we all have them), character and fitness to fill a position. Risk management also evaluates risk potential for safety and\/or security reasons. Hi-tech government contractors must vet their employees to a high level of confidence. <\/p>\nBackground Check of Employment History & More<\/h2>\n
\n\u2022\tAcademic Verification \u2013 Educational records
\n\u2022\tAssociates \u2013 Some background checks for national security include past contacts, friends and associates.
\n\u2022\tGaps in employment history \u2013 Employment records
\n\u2022\tCharacter Reference
\n\u2022\tCredit History \u2013 Credit history, liens, civil judgments, bankruptcy and tax history. Credit histories are very controversial as false information or reliability of the sources are in question.
\n\u2022\tCriminal History
\n\u2022\tCitizenship, immigration or legal working status
\n\u2022\tLitigation history – Discrimination lawsuits or other employer related civil court actions. Limited to no more than 7 years previous the date of application.
\n\u2022\tDriving and vehicle records \u2013 Important to vet drivers of company vehicles
\n\u2022\tDrug tests \u2013 Many businesses now test for recreational drug abuse.
\n\u2022\tMedical and psychological evaluations.
\n\u2022\tLicensing History \u2013 Prior business licensing and permits
\n\u2022\tMilitary History \u2013 Not as common as was in the past 50 years or so but some employers still are interested military discharge records.
\n\u2022\tPolygraph Testing \u2013 Common in government and related employment fields.
\n\u2022\tSocial Security Number \u2013 Because of the high incident of identity theft, insufficient citizenship or immigration status fraud or concealment of a \u2018past life\u2019 SS Number verification is now part of the vetting process. Identity resolution ensures that the records in a data set refer to the same entity across different data sources. <\/p>\nEmployee Screening & More in Greater Miami, Sunny Isles, Fort Lauderdale, Boca Raton & Miami Gardens Florida<\/h2>\n
\nAdvanced Private Investigator & Security of Fort Lauderdale Florida<\/a> offers thorough background checks and other private investigator services<\/a>. Contact us today<\/a>!<\/p>\n","protected":false},"excerpt":{"rendered":"