Employee Pre-Screening Individual Service Descriptions

Whether we are ensuring that an applicant's professional credentials are real, current, and his/her own or we are doing the kind of background investigation that will give you an accurate evaluation of a person's character, integrity, and habits, EDS brings the same high level of diligence to the job. Your legal obligation as an employer is to exercise extreme diligence - to protect your business, your employees and your community in which the perspective employee will be working!

Social Security Number Verification

A Social Security Number verification should always be the first step you take in pre-screening. It will tell you when and where the SSN was assigned, to whom, and the most recent addresses associated with that number. It may also show previous employers. It is the best initial step in verifying all the information supplied on an application by the most likely place to discover it. The screening process-and the cost of the application by the applicant. If the applicant misrepresented the truth on his/her application, this will be the most likely place to discover it. The screening process-and the cost of the application-can stop here if an employment candidate has given false information. It is also important to verify that the SSN does in fact belong to the applicant as the use of fraudulent social security numbers is one of the most common ways in which people evade the consequences of past misdeeds, both criminal and job-related. At EDS, we make sure your applicant is using their own SSN. First we verify that the SSN is a valid one - that the Social Security Administration actually issued it and the year it was issued. Second, we verify the name the SSN was issued under and the state in which it was issued. Then we compare the information against the information given to you by your applicant.

Employment Credit Report

An Employment Credit Report is an excellent source of important information about a potential employee. However, it is extremely important that you make sure your company is complying with Federal guidelines before you request such a report, and that you know what your requirements are in the event that you do not hire the applicant. The employer must make a "clear and conspicuous disclosure...in a document that consists solely of the disclosure that a consumer report may be obtained..." and must certify to the credit reporting agency in writing that they are in compliance. (NOTE: Please refer to the "What you...the employer needs to know" informational insert enclosed in package regarding the amended FCRA).

Driving Records

Driving Records can be an invaluable source of information about the general character and habits of a potential employee. Though most applicants' driving records will be clear of any moving violations, this is the most likely source of information about important issues such as alcohol and drug abuse. (Too often, relatively minor drug and alcohol related arrests do not result in accessible conviction information. However, any moving violation remains a part of an individuals driving record.) Citations for speeding, unpaid fines and failing to obey traffic laws can also reveal a great deal about an applicant's character.

Criminal History Information

Traditionally, a criminal background check was used primarily to screen out applicants involved in dishonesty or theft. However, criminal history checks have become important to screen out applicants who may become violent on the job. In fact, the employer has a duty to investigate the background of a potential employee in order to protect other employees. Certain restrictions, however, are applicable to such inquiries such as:

Arrest records. It is unlawful for an employer to ask an applicant for information concerning arrests which did not result in conviction, or to seek or rely upon such records from other sources in making an employment decision. (Labor Code Section 432.7). Exceptions are made for health care facilities, which are permitted to ask applicants for positions with access to medication and drugs about certain drug arrests, and to ask applicants for positions with regular access to patients about arrests for sex offenses. Employers may also ask applicants for information concerning arrests for which the applicant is out on bail or on his or her own recognizance pending trial.

Felony Convictions. An employer may request information about felony convictions provided the applicant is informed that a conviction will not necessarily disqualify him or her from employment.

Misdemeanor Convictions. An employer may request information about misdemeanor convictions, with the exception of convictions for which diversion programs have been completed, those for which records have been sealed or expunged, and convictins for certain marijuana offenses. Employer may ask whether the applicant has ever been convicted of a misdemeanor involving a violent act for which the conviction has not been sealed or expunged.

No automatic disqualification. An employer may not automatically disqualify an applicant for employment because of a criminal record. When an applicant is asked to provide information concerning criminal convictions, he/she must be informed that a conviction will not necessarily result in disqualification.

A criminal history of an applicant is best retrieved on a county-by-county basis. Except in states where it is only available on a statewide basis, criminal history information is stored at the county level. Employer should always verify and determine criminal history records of applicants before you hire, promote or do business with them. At EDS we prefer to retrieve criminal history on a county-by-county basis in which the applicant has lived because it is more accurate, timely and up-to-date.

Previous Employment Verification

This verifications is the single most important element in any background investigation. Frequently, employers are reluctant to divulge much information, and even more frequently, getting that information requires a high level of follow-through and documentation. For your protection our staff at EDS documents all conversations thoroughly and any employer who refuses to release pertinent information will be faxed or mailed a request for written verification of their nondisclosure policies with a letter notifying them that they could be held liable in a negligent hiring lawsuit if the information they did not disclose would have shown that the applicant was undesireable for the position hired for, all of which is kept on file. We also check that the person we obtain the employment information from is not a friend, relative or someone who may not paint a truthful picture of the applicant. We also confirm that the name and number of the company is in fact a company and not the phone number for "uncle Joe" who is expecting our call. When we finish our verifications we will have painted you a complete picture of your applicant as well as have completed your required "due diligence".

Education Verification/Professional License Verification

To ascertain if the information provided by the applicant is truthful. We verify with the educational institution all information provided by the applicant. Employers should check the authenticity of any licenses or certificates which may be required of the applicants.

Previous Address Verification

We verify the addresses your applicants have supplied to you. Then we obtain a listing of every address the applicant has used in connection with credit applications, job applications, utility services and tax filings. Where discrepancies occur, we verify and asses what additional screening needs to be done (i.e. additional criminal history, etc.) as well as inform you as to any discrepancies between the application and what information we found.

Workers' Compensation Records

Records of past Workers Compensation Claims are a matter of public information. However, though desirable as a means of determining your potential liability to claims, Workers' Compensation Records CAN NOT be considered a "pre-screening" tool. You may not legally obtain them until a "conditional" job offer has been made, and then can only use them as part of your company's "medical review process". It is against the law to use them as a reason to fire (or not hire) an employee unless the information contained in them establishes that the employee lied on his or her application and there is a clear disclosure on the application notifying them that the discrepancy will be cause for termination.

U.S. Federal District Court Criminal Records

Reveal federal crimes of an individual indited by the U.S. Government.

U.S. Federal District Court Civil Records

Reveal civil records from Federal District Courts involving federal suits by or agains an individual and judgments against an individual.

U.S. Bankruptcy Court Records

Reveal bankruptcy of an individual/company including Chapter 7 (liquidation of assets) Chapter 11 (Reorganization), Chapter 12 (farming) and Chapter 13 (wage earner bankruptcy for individuals).

Employment Data Services strictly adheres to the Fair Credit Reporting Act which requires that a prospective employee is notified (by signature verification) that investigative reports are being conducted at the request of an employer, the identification of the employer and EDS, on a separate release signed by the prospective employee. EDS can proved the required form.

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