Factual Employment Screening – Part Two

Written by Thomas C. Lawson


An Employment Screening Outline

Policy Development

A policy of Factual Employment Screening; Personality Evaluation/testing; and/or Drug Testing should be developed and embedded intorepparttar core policy manual rather than exist as a supplement or bulletin policy. This avoids any “afterrepparttar 135997 fact” ramifications, shouldrepparttar 135998 policy be challenged under discriminatory theories.

The policy should have an effective date, and ifrepparttar 135999 corporate philosophy is for “purification” of existing staff, then a policy implementation should be evident, along withrepparttar 136000 reasoning forrepparttar 136001 retroactive purification ofrepparttar 136002 staff. This is common practice following a recently resolved internal problem, where specific numbers of staff have been terminated for one problem or another. No justification is needed when implementing new programs ifrepparttar 136003 purification is in line withrepparttar 136004 philosophy ofrepparttar 136005 company.

Policy Guidelines

Consistency isrepparttar 136006 key when establishing new policies, especially when said policies enter intorepparttar 136007 gray and ever-changing areas of human rights and right to privacy. For example, when establishing any screening parameter there must be absolute consistency within each specific employment class in order to avoidrepparttar 136008 obvious Title 7 ramifications. Additionally, inconsistent programs will invalidate any baseline, as companies providing employment, drug, and psychological screening have no industry-based uniformity, and new variables can enterrepparttar 136009 picture which will skewrepparttar 136010 standard.

Date of effective program

Set forthrepparttar 136011 date of management’s decision to implementrepparttar 136012 screening programs andrepparttar 136013 actual date of implementation.

Referral to Employee Classification, and overview of class requirements

These details can be included here, but are best left in general terms to allow for modification at a later date. Each class would have specific screening requirements, which would be determined by management as to job, applicability, exposure, and other employee interface. Sample general class terms include Fiduciary Capacity Employees – Non- Exempt (cash handlers and janitors with key access): Management/Policymaker (those who would set policy and those who have signing authority); Management/Mid-level (those who supervise others); and Sales Force – Outside (those who would be field personnel and those who would use company vehicles).

Formology

Forms and/or procedures applicable to each specific employment class should be developed to ensure processing consistency and provide a competent audit trail for future reference.

Referral of candidate (by name) to firms conducting various levels of screening.

This is very important asrepparttar 136014 baseline forrepparttar 136015 screening rests withrepparttar 136016 vendor since no industry guideline exists. It is also critical in combating allegations of age/policy/screening discrimination. If you are curious about changing a vendor, this should be done with a memorandum of policy modification, rather than a core change, which will survive litigation ifrepparttar 136017 effective change is implemented acrossrepparttar 136018 board for hires subsequent torepparttar 136019 date of vendor change. Good, Solid Factual Employment Screening is notrepparttar 136020 Ultimate Decision-Maker you are.

Policy decision

This should rest with top corporate management, or atrepparttar 136021 highest divisional levels. It should be included inrepparttar 136022 minutes of board meetings, and disclosed in publicly held (10K/10Q) firms as a negligent hiring mitigator. The policy can be used as a positive offsetter for ongoing litigation disclosure requirement in 10K/10Q.

Vendor Selection

A thorough background check onrepparttar 136023 firm supplyingrepparttar 136024 service should include:

.How long in business?

.Type of criminal conviction research (hand vs. database), as well as if and how discoveries are verified against subject identifiers.

.How deep arerepparttar 136025 research and data capabilities?

.National research capability

.Licensure designation (PI, reporting agency, credit bureau, and so forth).

.For older firms like guard service companies, how long since they “got intorepparttar 136026 fad” of employment screening?

.Press noteworthiness .Depth of human resources vs. security experience (both is optimal).

Litigation history (errors/omissions).

Depth of professional liability insurance.

Who runsrepparttar 136027 division?

.Cost/turnaround/reporting method – raw data is instant death; a “compiled report” is best.

.Jurisdictional coverage and researcher consistency – avoidrepparttar 136028 database vendors.

.Analysis of ancillary services (i.e. How can a new private patrol operator or recently retired police officer afford to have thoroughly researchedrepparttar 136029 nuances of employment screening laws in all 50 states?)

.How often isrepparttar 136030 program reviewed by counsel?

Screening Program Review

The program should be reviewed quarterly for compliance asrepparttar 136031 issues change regularly, and an antiquated policy can makerepparttar 136032 whole process suspect, if not litigable. Make sure that an updating memorandum is included inrepparttar 136033 procedure file for audit purposes.

Groupware: 3 Tips for Sifting Through Collaboration Software Suites

Written by Joe Miller


Collaboration and business are difficult, if not impossible, to separate. What makes effective collaboration possible without overloading hard drives and confusing your document versions? The answer is groupware.

Groupware is software that is available to assist businesses in tracking document versions that are created, edited, reedited, and finalized by various participants in various committees. These committees include upper management and even clients, and losing or confusing their input could prove catastrophic for your business.

I thinkrepparttar importance of good groupware is well-known, but if you search “groupware” in Google, you will find over 4 million entries, and you need to somehow be able to search forrepparttar 135996 right groupware software that will fit your business needs.

These 3 tips will help you to sift throughrepparttar 135997 millions of groupware software suites currently available to businesses. Consider it your groupware essentials shopping list. Try searching through Google for these, and you will quickly knock out millions of software suites as mere distractions. Even more important is that you will findrepparttar 135998 right groupware for your business.

Groupware which includes Digital Thread Technology

When collaborating on documents with any groupware, your business will save drafts on email, on hard drives, onrepparttar 135999 desktop, on removable media, and on servers. Digital Thread technology is able to track each version, wherever it is stored, by imbedding minute tags into a file’s metadata. The technology searchesrepparttar 136000 files metadata (DNA) forrepparttar 136001 tag and threads it together, in order, withrepparttar 136002 other versions.

So, when you are looking forrepparttar 136003 most recent version of your document, Digital Thread technology will find it, no matter where it is. In fact, those with whom you collaborate on some of these documents may not have Digital Thread technology, or even groupware. It doesn’t matter; Digital Thread will find it anyway.

Groupware which Includes Document Signature Software

Remember, you will create a document, and you will most likely send it by email to other members of your collaboration team, including your upline and clients. They will send their changes back to you. This process will

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