March 25, 2020

UPDATED: Court Closures

Download a list of court closures related to the COVID-19 response. (Last updated March 25, 2020)

March 23, 2020

ALERT: Business Continuity

In light of the “Stay at Home” order announced Sunday March 22, 2020 by Ohio Governor Mike DeWine, CIC would like you to understand our approach to business continuity and on-going customer services.

Beginning, Tuesday March 24, 2020, CIC staff will be working remotely. Our office location will be closed, however we will maintain business continuity and on-going customer services during normal business hours. Our convenient, fully-automated background screening system is available around the clock, and every order you place is monitored by our team of professional screening specialists for quality control, to ensure you get the most accurate information as quickly as possible.

Note: there will be delays in getting criminal records searches completed because of court closures (see below.) Education and Employment Verifications are similarly affected. If you have questions or concerns, please call 419.874.2201.

March 17, 2020

ALERT: COVID-19 Impact and Response

Corporate Intelligence Consultants is committed to maintaining a safe and healthy workplace for our employees and helping our customers to do the same. As such, we are closely monitoring the ongoing COVID-19 coronavirus outbreak according to the guidelines and recommendations of the CDC (Centers for Disease Control and Prevention). We want to share with you the actions we are taking to help protect our employees and customers.

We advised our employees to follow the public health authorities' guidance regarding hygiene and personal travel, and we reinforced employees who exhibit flu-like symptoms to stay home and consult with a medical professional. We limited business travel and encouraged employees to leverage technology to maintain business duties as we can.

We have measures in place so that we can complete business needs and will keep you updated on our Action Plan. If needed, we will have staff working from home to maintain our level of service.

We have been seeing some closures in various court systems which affect our ability to research criminal records. In addition, with schools closings in certain areas, we are seeing delays in education verifications. This is a fluid situation and we will continue to monitor these areas and update you as information becomes available.

We appreciate the trust that you place in Corporate Intelligence Consultants. We are prepared to take actions necessary to help keep our employees and customers safe while providing the products and services you need to run your business. For further information please contact our office. 419.874.2201

Our Expertise ... Your Peace of Mind. 419.874.2201

Blog & News

CIC offers news and updates to employers about the latest laws, trends and risks related to hiring, fraud, and drugs or violence in the workplace.

Potentially Difficult Terminations

If you have ever been in a position where you have had to discharge an employee, you know how uncomfortable it can sometimes be – especially if they have a reputation for being argumentative and disruptive in the workplace. Our experience in helping clients with potentially difficult terminations has lead us to put together a check-list of sorts to help increase the personal safety of our clients and our protection professionals who participate in the actual termination or are assigned to post-termination protection.

If there is the slightest chance of the employee becoming abusive or getting physically violent, ask yourself these questions to help you determine imminent risk, areas of vulnerability and potential liability:

  1. Does the employee have a history of violence?
  2. Are there any rumors of alcohol or drug abuse?
  3. Has the employee talked about having guns?
  4. Does the employee have a concealed carry permit?
  5. Has the employee ever made threats of retaliation?
  6. Will the employee accept the responsibility for the loss of his job, or will he blame someone or the company?
  7. After the termination, who will the employee be most mad at?
  8. How easy would it be to sneak back into the building?
  9. If the employee files for unemployment, will the company contest it?

If you answered “YES” to any of these questions, you might want to rethink your normal termination process and call CIC for assistance.

If post-termination protection should become necessary, be prepared to provide the investigator:

  • Physical description
  • Photograph if available
  • Vehicle description
  • Home address
  • Local hangouts, relatives or friends

Remember, once the documentation has been reviewed and the decision has been made to terminate, the termination meeting should be just that: it is not a forum for the employee to plead his case or air his grievances. It is the role of Human Resources to present the facts of the separation and to provide information about the employee’s salary and benefits. Stick to your “script” and present only the facts.

If you suspect that an upcoming termination is going to prove difficult, don’t go it alone. CIC can help. When we are called on to assist, for your protection and for ours, one of the first things we will do is to run a background check on the individual to determine if there is a record of violence or drug use. Remember, you don’t get any “do-overs” so you can never be too careful!

Watch for next month’s newsletter where we will review precautions to take for those who are often the first point of contact for your organizations – the Receptionist or “Gatekeeper”.

Steve Cotner is President of Corporate Intelligence Consultants. For more information about Workplace Violence prevention training, or general Security Management services, please contact Steve at 1.800.573.2201 / 419.874.2201.

Our Expertise ... Your Peace of Mind.

Do you have an urgent issue to discuss with an Investigator? Please contact us by phone at 1.800.573.2201.