There are all kinds of reasons that Georgia businesses choose to check on the truthfulness and qualifications of a potential employee. Sometimes companies have had bad experiences with workers who lied on job applications or exaggerated their abilities. If you are an employer who has decided to perform formal employment background screening Valdosta GA professionals want you to know that there are strict laws and regulations that may apply.
Most corporations have companies that screen the backgrounds of job applicants. They do not have the time to do the research for themselves. Small businesses have to make the decision to either do the fact checking on their own or hire a professional to do the legwork for them. It may be that only some of the positions in a small company require this kind of employee scrutiny.
Businesses have obligations to the individuals they investigate. These people must be informed prior to any research being done, and the information must be in writing. It cannot be included on the job application. It is required to be separate and signed by all parties. When the employer finds something that disqualifies the job candidate from getting the hired, the company must make the report available to them.
A resume usually includes the applicant's work history, education level, and references. He or she should expect this information to verified by the hirer without any formal paperwork. If the business doing the hiring wants to look into any driving violations, criminal history, worker's compensation filings, credit reports and medical records for example, the proper documents must be filled out and signed by all parties.
It is permissible for businesses to look into the backgrounds of people who are not actually employees of the company. Companies that hire independent contractors may check their credentials as well. Individuals who hire nannies, babysitters, personal assistants, and gardeners can also research backgrounds before employing the individuals.
It sometimes becomes necessary to investigate a current employee suspected of some misconduct in the workplace. When this happens, the employer has no obligation to inform anyone of any private checking going on. If it turns out the person being investigated appears to be guilty of violating company policy, of theft, or breaking local, state, or federal laws, the business does not have to supply the dismissed employee with any documentation. Employers are within their rights to turn any pertinent information over to the authorities, if the situation warrants it.
Employers who screen job applicant backgrounds themselves should know what the rules and regulations are concerning the process. Those who do not follow the law may find themselves sued by an angry employee. Companies should probably avoid the internet sites that promise to provide all pertinent background information. Very often the reports they generate are inaccurate and misleading. There are a number of free services that can help businesses get what they need.
Checking employee backgrounds as a precaution sometimes saves time and expense down the road. Interested and honest job applicants should be happy to cooperate. You can never be too careful with sensitive company files and business related information.
Most corporations have companies that screen the backgrounds of job applicants. They do not have the time to do the research for themselves. Small businesses have to make the decision to either do the fact checking on their own or hire a professional to do the legwork for them. It may be that only some of the positions in a small company require this kind of employee scrutiny.
Businesses have obligations to the individuals they investigate. These people must be informed prior to any research being done, and the information must be in writing. It cannot be included on the job application. It is required to be separate and signed by all parties. When the employer finds something that disqualifies the job candidate from getting the hired, the company must make the report available to them.
A resume usually includes the applicant's work history, education level, and references. He or she should expect this information to verified by the hirer without any formal paperwork. If the business doing the hiring wants to look into any driving violations, criminal history, worker's compensation filings, credit reports and medical records for example, the proper documents must be filled out and signed by all parties.
It is permissible for businesses to look into the backgrounds of people who are not actually employees of the company. Companies that hire independent contractors may check their credentials as well. Individuals who hire nannies, babysitters, personal assistants, and gardeners can also research backgrounds before employing the individuals.
It sometimes becomes necessary to investigate a current employee suspected of some misconduct in the workplace. When this happens, the employer has no obligation to inform anyone of any private checking going on. If it turns out the person being investigated appears to be guilty of violating company policy, of theft, or breaking local, state, or federal laws, the business does not have to supply the dismissed employee with any documentation. Employers are within their rights to turn any pertinent information over to the authorities, if the situation warrants it.
Employers who screen job applicant backgrounds themselves should know what the rules and regulations are concerning the process. Those who do not follow the law may find themselves sued by an angry employee. Companies should probably avoid the internet sites that promise to provide all pertinent background information. Very often the reports they generate are inaccurate and misleading. There are a number of free services that can help businesses get what they need.
Checking employee backgrounds as a precaution sometimes saves time and expense down the road. Interested and honest job applicants should be happy to cooperate. You can never be too careful with sensitive company files and business related information.
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