Employee Background Checks: Security Checks on the Increase

In the aftermath of 9-11, and the growingcriminal records, they can obtain this information
problem of workplace violence, the demand andfrom other sources such as private agencies or
need for employee background checks andpublic records.
security checks are now greater than ever.Criminal histories or "rap sheets" are not public
Employers are turning to investigative companiesrecord in every state. In some states such as
in greater numbers to run employee backgroundCalifornia, these are only available to certain
checks on new job applicants and existingemployers where employee background checks
employees, including positions where security mayare required by State and/or Federal law such as
not have previously been given muchie: public utilities, child care services, law
consideration in the "pre 9-11" era. Manyenforcement, security companies, defense
employers are now requiring security clearancescontractors.
for many non-defense related "high-tech" positionsCredit checks
including computer programming. EmployeeA credit background check is very often part of
background checks are required by Federal oran employee background check, however
State law for certain occupations such as jobsemployers are required to obtain the employee's
working with children, law enforcement, defenseor applicant's written consent under the Fair Credit
contractors, and any Federal employment.Reporting Act, FCRA (15 U.S.C. §1681). Many
Security clearancesemployers consider a person's credit habits a
Often, in employee background checks, especiallygood judge of character. Following any decisions
where a security clearance is required, employersnot to hire somebody based on their credit
may run criminal records checks on the spouse ofreport, a copy of the report must be provided to
a job applicant as well and decide not to hirethe employee, or applicant, so they may have to
somebody based on their spouse's criminal record,option to challenge it. Employers cannot fire a
even if the applicant has a squeaky clean record.current employee for filing bankruptcy, but
In a traditional employee background check, onlypotential employers can legally reject a job
the applicant or employee is investigated while forapplicant. There are two different kinds of credit
a security clearance, the spouse and other familychecks. A standard credit bureau report is
members are investigated as well. This holds trueobtained from any one of the 3 credit bureaus,
not just for top secret job positions within the USEquifax, Experion, or Transunion. This reveals a
Military, or defense contractors, but now manyperson's credit worthiness, credit habits, credit
"high-tech" civilian jobs such as programming ascapacity. An investigative consumer report is
well. Unfortunately in some situations, whom onemuch more extensive and delves into a person's
is married to can determine their employability. Acharacter, mode of living, reputation, etc. This is
dishonorable discharge from the US Military willusually acquired by contacting associates, even
automatically eliminate any chances of getting aneighbors or friends of the applicant to inquire as
security clearance.to their character.
In an employee background check, some thingsIn today's increasingly security-conscious world,
cannot be reported: Civil lawsuits, judgments olderemployers feel they have a responsibility for the
than 7 years, paid tax liens and collections paidwelfare and safety of their employees, company
after 7 years, bankruptcies older than 10 years.reputation, and liability. Job seekers and employees
All over information except for criminal convictionscan expect more employee background checks,
older than 7 years. While employers are prohibitedand be placed under the microscope more than
from requiring applicants to provide copies of theirever before.