Why the Recheck?

Why the Recheck?

Ninety-six percent of human resource managers conduct some form of background checks pre-hire according to the Society for Human Resource Management. While it's exciting to see more and more employers recognizing the need to pre-screen applicants before hire, few understand the importance of periodic re-checks.

Consider the recent case of one firm who's bookkeeper turned embezzler. She had been screened prior to hire and checked out just fine. But after 10 years with the firm, she ran into a little money trouble due to the financial burden of her chronically ill child's medical expenses. She discovered a loop-hole in the company's tracking of finances and used it to pilfer funds so she could pay off her medical bills.

Because this company had a policy to conduct biannual screenings of employees in sensitive positions, her routine check pointed to some serious credit problems. Based on this information the company audited the employee's files which led to the discovery of her embezzling activities.

This is just one example of the potential power in performing re-checks. Barry Nixon, Executive Director for the National Institute for Prevention of Workplace Violence says screening current employees should be considered "a powerful weapon for fighting internal fraud, property and information theft, workplace violence, and even terrorism."

A local company recently found out how crowded jails are becoming, when a customer brought her concerns to the owner regarding the service rep behind the front desk. She recognized him from the paper as a recently convicted assailant. Upon further investigation, it was discovered that the employee had gotten into a physical altercation with a neighbor causing serious injury. Due to the lack of room at the county jail, the employee was put on a work-release program and had to report to jail only for the weekends for the next several months. The employer would never have known of the violent criminal behavior of his employee if the employee hadn't been recognized. And what an unfortunate situation that it was a customer who did the recognizing; certainly not good for business.

This company now has a policy in place for periodic rescreening. Mr. Nixon sites the following key points your policy needs to address:

1. Identify positions to be screened.
2. Set frequency
3. Set search parameters
4. Consent (if verbiage on initial release signed at time of hire indicates usage throughout employment, then there's no need to get a new signature. If there is no such verbiage then it is advised to gain new consents from entire effected workforce.)
5. Include contract staff
6. Define company response to results
7. Be mindful of EEOC and FCRA
8. Industry requirements

Re-checking current applicants throughout their employment is a proven effective tool that employers need to embrace to better position their business' risk management posture. Presenting the new policy to employees in a way that shows how it benefits them, rather than appearing as Big Brother, will deter any employee unrest and further help to minimize company risk.