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.
Many employers choose to hire companies that specialize in fact checking and investigating individuals. They already know what laws apply to situations and which states have requirements of their own. Small businesses often do the work of vetting a potential worker themselves. Depending upon the position to be filled, it may or may not be necessary to conduct a formal screening.
If you are going to investigate an applicant’s history, you have some obligations to them. They must be made aware that the research is going to be done. This requires their signature on a paper that is separate from the job application. If you decide not to hire the person applying, you must give them that information. In most states, that individual has the right to see the report that was generated.
There are certain things you are permitted check up on and others that are prohibited. You can pull credit reports, medical records, criminal history, and driving records. You can contact previous employers and the references that the person gives you. You can also verify their educational degrees. In most cases, you can also get information on whether or not an individual has ever applied for worker’s compensation.
A lot of service oriented companies use independent contractors, like salesmen. These individuals are not considered employees, but their backgrounds can be checked just as if they were. People who have nannies, maids, landscapers, and drivers, are also allowed to put those individuals through a screening process.
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.
Small businesses often opt to do their own research instead of employing an outside company. In this case, some things should be taken into consideration. They should have a good working knowledge of what the rules and regulations are pertaining to screenings. There are agencies available to give general advice, usually for free. Be careful of websites that promise to do all of the background work for a fee. They are not always reliable.
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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