Outrageous Resume Lies, Frauds, and Employment Scam Artists Revealed in Free Webinar September 9th

Liars, con artists, and employment scammers are about to have their cover blown in a live webinar hosted by professional background screening expert Kevin Connell. In this free interactive webinar, Connell will share real stories of outrageous resume lies and reveal insider secrets of employment scam artists.

TAMPA FL — Today’s most prosperous liars, con artists, employment scammers, and the fraudulent websites that aid and abed them are about to have their cover blown in a live webinar hosted by professional background screening expert Kevin Connell.

In this free interactive webinar, Connell will share real stories of outrageous resume lies and reveal insider secrets of employment scam artists. Actual names of websites that help con men and scam artists achieve their goal of robbing employers of millions of dollars and trade secrets will be revealed.

“This webinar is a ‘must’ for anyone involved in the hiring, recruiting or staffing of new employees. Have no dissolutions — there are con artists and scammers working the hiring system to rob businesses blind. Knowing what to look for is essential to avoid employment scams and to protect the precious assets of the business,” said Connell.

According to Connell, professional con artists aren’t the only ones lying on resumes and job applications to try to weasel their way into companies.

“When the economy recedes, job applicants tend to lie more. 43% of the job applicants that we do a background check on come back with a discrepancy,” said Connell.

These resume lies, often centered on inflating credentials or hiding criminal history, can chip away at the integrity of a company. The webinar will show employers exactly how to spot these resume lies that can allow unqualified and potentially dangerous people access to the organization.

The webinar will take place on Thursday, September 9th 2010 at 11am Eastern Standard Time.

Attendees can register for the free webinar online at:
http://www.accuscreen.com/media/webinars.

After registering, participants will receive a link to view the live webinar online. Space is limited. Those interested are encouraged to register quickly to reserve their space.

Outrageous Resume Lies, Frauds, and Employment Scam Artists Revealed in Free Webinar September 9th

Liars, con artists, and employment scammers are about to have their cover blown in a live webinar hosted by professional background screening expert Kevin Connell. In this free interactive webinar, Connell will share real stories of outrageous resume lies and reveal insider secrets of employment scam artists.

TAMPA FL — Today’s most prosperous liars, con artists, employment scammers, and the fraudulent websites that aid and abed them are about to have their cover blown in a live webinar hosted by professional background screening expert Kevin Connell.

In this free interactive webinar, Connell will share real stories of outrageous resume lies and reveal insider secrets of employment scam artists. Actual names of websites that help con men and scam artists achieve their goal of robbing employers of millions of dollars and trade secrets will be revealed.

“This webinar is a ‘must’ for anyone involved in the hiring, recruiting or staffing of new employees. Have no dissolutions — there are con artists and scammers working the hiring system to rob businesses blind. Knowing what to look for is essential to avoid employment scams and to protect the precious assets of the business,” said Connell.

According to Connell, professional con artists aren’t the only ones lying on resumes and job applications to try to weasel their way into companies.

“When the economy recedes, job applicants tend to lie more. 43% of the job applicants that we do a background check on come back with a discrepancy,” said Connell.

These resume lies, often centered on inflating credentials or hiding criminal history, can chip away at the integrity of a company. The webinar will show employers exactly how to spot these resume lies that can allow unqualified and potentially dangerous people access to the organization.

The webinar will take place on Thursday, September 9th 2010 at 11am Eastern Standard Time.

Attendees can register for the free webinar online at:
http://www.accuscreen.com/media/webinars.

After registering, participants will receive a link to view the live webinar online. Space is limited. Those interested are encouraged to register quickly to reserve their space

About Kevin Connell:

Kevin G. Connell is a renowned professional background screening expert, he is recognized for his expertise on employment background screening, criminal record checks, workplace fraud, embezzlement, employee theft, resume fraud and negligent hiring in the workplace. Connell has spoken at numerous business, security & human resources conferences, including twice providing testimony before the Florida Supreme Court. He is widely quoted, has had several articles published in magazines, has been featured on television, including ABC-TV “Money Matters,” the Fox News Channel and has been interviewed on more than 126 live talk radio programs. Connell is a former founding Director of the National Association of Professional Background Screeners (NAPBS); he served on the board from 2003-2005.

About AccuScreen:
Since 1994, AccuScreen.com, (http://www.accuscreen.com) has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background checks. Its reports are delivered to companies across the world in 2-72 hours.

Media Contact
Sue Marriott
SueMariott@AccuScreen.com
410 S. Ware Blvd. Suite 607
Tampa, FL 33619
1.800.689.2228 ext # 1100

http://www.accuscreen.com

Employers: Avoid The Worst Employees Of The Year!

The Worst Employees
These employees seem to cause or attract trouble wherever they go. The problems can be mild like the chronic troublemaker who always seems to have a hard time getting to work on time because the car had a flat tire or there was an “accident”. Then there is the extreme employee who can cause physical and financial harm.

Employers can avoid the “worst employees of the year” by having solid recruiting practices in place. This should include using a professional pre-employment screening firm such as Accu-Screen, Inc. The careful screen of an employee can reveal many inconsistencies and allow an employer to make a solid and informed hiring decision.

When you use the services provided by Accu-Screen, Inc. you can avoid hiring employees who are:

* Violent
* Lazy
* Unskilled
* Liars
* Criminal
* Problematic

The worst employees awards

If there was an award for the “worst employees of the year”, these employees would win hands down:

The violent employee

This violent employee should be avoided at all costs. This type of employee does not work well with others and may cause harm to fellow employees and other persons they come into contact with at work.

The lazybones employee

This type of employee will come to work, do as little work as possible and complain all day long about how much work they do. This type of employee is generally unproductive and likes to spend a good part of the day socializing. This employee acts busy when the boss is around, but will go from cubicle to cubicle at the first opportunity.

Unskilled workers

Several kinds of employees can be categorized under unskilled employees. This employee will usually embellish his or her skills during an interview to land a job.

The lack of skill is readily apparent once this person is asked to perform the tasks in the position. Unfortunately by then they could have caused minor or very serious damage to a business, fellow employees, clients or patients.

Liars

Watch out for fake licenses, credentials, references and even bogus degrees from this employee. They are also known to outright steal someone else’s identity in order to get a job.

Criminal

Some job seekers with a criminal past will lie about it on their resume′or application.

These employees range from petty criminals to violent offenders. Regardless of the criminal record, an employer should be aware of this prior to making a job offer. Keep in mind that an employer is responsible for his or her employee’s behavior while on the clock.

Problematic employees

* The “Finagle’s Law” employee who is always the victim of an elaborate chain of events that prevents them from being at work on time, coming back from lunch on time and requires them to leave early.
* The “sufferer” who always works harder and longer than everyone else. This employee also refuses to take a lunch or a break because they just have so much work to do. This wouldn’t be so bad if they didn’t spend half of their time letting everyone know how “overworked or busy” they are.
* The “saboteur” You can’t turn your back on this employee because she is eyeing your job. This employee makes it difficult for an employer to do their job because of the time, energy and effort involved in managing this employee.

If an award for the worst employee of the year were being given, any of these employees would easily receive it. Employers make sure you don’t end up with these “winners”.

Who’s Responsible? Pre-Hiring Neglect Leads to Rape

The BP oil spill has certainly resulted in quite a mess that needs cleaning up. But, the mess goes much farther than the spill itself. At least one very serious legal issue has arisen as a result of a lack of pre-employment screening.

According to reports, one Rundy Charles Robertson, 41, a temporary worker hired to work on the oil spill cleanup, raped a coworker – a woman on the crew he was supervising. Turns out the victim was working side-by-side with a convicted sex offender.

Robertson, with a criminal record dating back to 1991, a 1996 conviction for contributing to the delinquency of a minor, and a 2003 conviction for cruelty to children, was hired by an employment firm contracted by an environmental firm working for BP to provide cleanup workers. Now, everyone’s playing “pass the buck.”

BP hired the Miller Environmental Group, who hired Aerotek, the staffing agency, to provide workers for the cleanup. Aerotek did not perform background checks on the employees it hired for the job. One witness even said that potential workers were applying for jobs with house-arrest collars on. Aerotek claims that it did not require background checks because they were not required in their contract with Miller. However, they did start requiring checks about three weeks after the fact, per Miller’s request.

Aerotek claims it is not responsible because it was only following the guidelines Miller required. BP claims they are not responsible because they entrusted Miller with the task. Is Miller responsible?

Ultimately, someone will be held legally and financially responsible for not performing background checks on individuals hired to work on the BP cleanup. Sure, Robertson, if convicted, will serve time for his crime.

But, neither a jail sentence for Robertson, nor reparations made by any or all of the companies involved will eliminate the fact that a woman has been brutalized.

A simple background check would have uncovered Robertson’s criminal history and excluded him from employment.

Who’s responsible?

Protecting the Young and the Elderly

A new law in Florida has been passed that permanently prohibits sex offenders and career criminals from ever working in a day care center, assisted living facility, home health care agency, or any other position where they would be working with children or the elderly. The law, which took effect August 1, reinforces the belief that some individuals should never be given access to vulnerable populations.

Statistics indicate that recidivism rates are upwards of 67%. This means that two out of every three offenders will re-offend. And, some experts claim that this number is far too low and may be more like 80%. They indicate that these rates are lower than they should be because most studies follow released offenders only for a short period of time; usually less than five years.

One study that followed inmates for 20 years after they had been released, found that 94% were rearrested. As time progresses, recidivism rates may increase.

It is this type of data that has created the need for stricter hiring criteria, especially for individuals who work as caregivers. Many companies, until now, have allowed newly-hired employees to begin work pending their background check results. No longer. Employees must pass a nationwide background check before they can begin working. And exemptions, which were once commonplace, must be approved by top state officials.

News reports of children and the elderly have listed crimes such as rape, beatings, theft, and even murder. And, although no one can ever entirely predict an individual’s safety, thorough background checks and the conscientious application of strict policies regarding who can work with vulnerable populations and who cannot is key to protecting those our caregivers are enlisted to serve. Employers who are entrusted with the care of others must apply such policies without fail.

AccuScreen CEO Hosts August 25 Webinar Defining Employee Screening Rights

Kevin Connell, AccuScreen CEO and proponent of employer hiring rights, will unravel misleading quotes in a recent Associated Press article and clarify employers’ hiring rights in regard to pre-employment background checks.

TAMPA FL / August 23 2010 — Alarmed by the widely published Associated Press article from August 11th with the headline, “Some Job-Screening Tactics Challenged as Illegal,” AccuScreen has mounted a public response to counter statements that company leaders believe could misinform employers about their hiring rights.

In a webinar to be held Wednesday August 25 from 2 p.m. to 3 p.m. EST, Connell will unravel misleading facts in the article and explain employers’ hiring rights in regard to conducting a criminal background check and verifying the truthfulness of an applicant’s resume or job application.

Connell, the CEO of employment screening services company AccuScreen and outspoken proponent of employer hiring rights, believes the article is misleading and may have the effect of needlessly scaring employers about taking necessary steps to protect their companies.

“The article says that ‘companies using criminal records or bad credit reports to screen out job applicants might run afoul of anti-discrimination laws as the government steps up scrutiny of hiring policies that can hurt blacks and Hispanics’ — that is just ridiculous,” said Connell. “Employers have the right to ensure that they are hiring employees that will not jeopardize their company.”

The one-hour webinar, “Employee Screening Rights: 3 Must-Know Rules to Avoid the Wrath of the EEOC”, hosted by Connell, will explain:

· Employer’s rights in regard to running background checks on employees or job candidates
· The top 7 resume lies and how to spot them

Those interested in attending the free webinar can register online at: Webinar

“Employers cannot be made afraid to run a background check on applicants in order to protect their company, their employees, and their customers. In fact, laws have been passed making it mandatory to do criminal background checks in such industries as healthcare and daycare,” Connell said.

Those who cannot attend the webinar are encouraged to register for the event; a complimentary white paper, ‘Screening Job Applicants Without Discriminating,’ will be made available to all webinar registrants.

According to Connell, background checks can actually protect employers from being sued if an employee states he or she was fired or not hired because of illegal discrimination. “If the selection procedure has a disparate impact based on race, color, religion, sex, or national origin, can the employer show that the selection procedure is job-related and consistent with business necessity? An employer can meet this standard by showing that it is necessary to the safe and efficient performance of the job.” These guidelines, says Connell, comes directly from the EEOC.

Kevin Connell is available for comment on this subject. For interview inquiries, contact Sue Marriott at 1.800.689.2228 ext # 1100 or SueMarriott@AccuScreen.com.

About Kevin Connell:
Kevin G. Connell is a renowned professional background screening expert. He is recognized for his expertise on employment background screening, criminal record checks, workplace fraud, embezzlement, employee theft, resume fraud and negligent hiring in the workplace. Connell has spoken at numerous business, security & human resources conferences, including twice providing testimony before the Florida Supreme Court. He is widely quoted, has had several articles published in magazines, has been featured on television, including ABC-TV “Money Matters,” the Fox News Channel and has been interviewed on more than 126 live talk radio programs. Connell is a former founding Director of the National Association of Professional Background Screeners (NAPBS); he served on the board from 2003-2005.

About AccuScreen:
Since 1994, AccuScreen.com has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background checks. Its reports are delivered to companies across the world in 2-72 hours.

Media Contact
Sue Marriott
SueMarriott@AccuScreen.com
410 S. Ware Blvd. Suite 607
Tampa, FL 33619
1.800.689.2228 ext # 1100

AccuScreen Webinar – “Smoke, Mirrors, and Fake Credentials”

Tampa, Fl., August 19, 2010— In this Economic Crisis going on today we have seen an alarming record levels of employee fraud, information and property theft, easy access to fake credentials, and conflicts and violence in the workplace. Accordingly, Kevin Connell has organized a “Complimentary Webinar” for HR Managers, Business Owners and CEO’s of companies across North America. “Smoke, Mirrors and Fake Credentials” offers employers and HR professionals an opportunity to learn from and ask questions of two experts who have worked on the prevention of employee fraud for decades. The webinar will take place on Friday, August 20, from 2:00 p.m. to 3:00 p.m. EDT.

Individuals can register for this free webinar at: http://www.accuscreen.com/media/webinars

Hosted by AccuScreen Inc., an industry pioneer, leader and expert in employment background screening, the webinar will feature founder and CEO Kevin Connell interviewing Barry Nixon, the executive director of the National Institute for Prevention of Workplace Violence, Inc., a company focused on assisting organizations to effectively implement programs to prevent workplace violence. Connell, also an expert on the subject background checks, promises a content-packed discussion.

The webinar will address the issue of employee fraud, resume fraud and diploma mills, the warning signs to look out for, and why no company no matter how large or small is immune. Most importantly, Connell and Nixon will speak about ways to prevent fraud from happening in the first place.

Adds CEO Connell of AccuScreen, “we will address not only why employee fraud has been on the rise, but also dispel the different myths and ways to prevent fraud.”

Connell and Nixon will reserve time on the webinar for questions. They encourage participants to bring questions that they may have about workplace violence.

About Accu-Screen Inc.
Since 1994, Accu-Screen, Inc. has been an industry pioneer, leader and expert in employment background screening, tenant screening, nanny screening and date screening, specializing in criminal background checks. Its reports are delivered to companies across the world with turnaround times from Instant to no more than 72 hours. CEO Kevin G. Connell founded the company with a burning desire that companies hire the right people from the start, resulting in greater cost control and better safety in the workplace. Mr. Connell served as a Founding Director of the National Association of Professional Background Screeners (NAPBS), and he is a frequent Radio and Television Guest, appearing on ABC and Fox. Kevin also serves as a national speaker and expert in negligent hiring, resume fraud, employee theft, and embezzlement. Accu-Screen, Inc. is a C.A.U.S.E. Certified Background Screening Company.

About Kevin Connell
Kevin Connell has over 15 years experience as CEO & Founder of AccuScreen.com, a Global Background Screening Company, specializing in Criminal Background Checks. Mr. Connell was one of the founding Directors of the National Association of Background Screeners (www.napbs.com); he is an internationally-known expert on Background Checks, Occupational Fraud and Embezzlement, as well as a speaker, published author who has appeared on over 73 Television and Radio shows including Fox News and ABC’s Money Matters.

About Barry Nixon
W. Barry Nixon is the Executive Director of the National Institute for Prevention of Workplace Violence, Inc., a company focused on assisting organizations to effectively implement programs to prevent workplace violence. Having spent over twenty years in Human Resources and Organization Development in Fortune 500 companies. Mr. Nixon is well grounded in the real issues companies face and develops practical solutions based on having been there. Mr. Nixon is a frequently requested speaker both in the US and internationally on the subject of Workplace Violence and Background Screening.

Resignation Drama: The Steven Slater Syndrome

For several days, the media has reported constantly on the situation of Steven Slater, the flight attendant that dramatically quit his job as a JetBlue flight attendant. The public eagerly devoured the reports, quickly dividing into two camps: one that applauded Slater’s actions, and the other believing that, no matter what, Slater should have exercised professionalism.

The Take This Job and Shove It Mentality
Slater has turned into a sort of folk hero, acting as a poster child for anyone who wishes he or she could grab a couple of beers and slide down a shoot toward the unemployment line. Sounds like a great Steve Carell movie (star of the “Office”), but, in reality, it’s just not that easy.

What most people don’t realize is that the Steven Slater’s of the world are generally not first-time offenders. Slater’s actions have been highly publicized, almost romanticized to the point of rendering him the next Robin Hood, but, it turns out this isn’t the first time this particular flight attendant has hit the tarmac. Far too often, it isn’t until something of this extreme has happened that a business really opens the books on the background of an employee.

Interestingly, most accounts on JetBlue Flight 1052 indicate that Slater was intoxicated, belligerent, and combative even before he encountered the passenger he claims caused him to ruin his career. One passenger even called him “petulant.” Slater is now being represented by a legal eagle who promotes the Sgt. Schultz defense. In other words, don’t tell the truth, don’t say anything at all if you can avoid it; just name, rank, and serial number.

Background Checks
But, could a background check have prevented the events of August 9, 2010. Slater obviously had issues that may have prevented his hiring, or, at least his continued employment with JetBlue. Several sources indicate that he has been a pot ready to boil over for quite some time. Other sources indicate that Slater has had a history of “diva” like behavior on the job, even before his tenure with JetBlue.

One thing is for sure; behavior that endangers any member of an organization, such as the way that Steven Slater endangered his fellow employees and the passengers of JetBlue by activating the emergency chute, should be cause for a ban on the future career aspirations of any individual who dares go that far. Slater’s actions went far beyond those of disgruntled employee, he literally risked the lives others. This unconscionable act, committed by an individual in a line of work where a cool head is always warranted, should serve as a lesson to employers who must ensure the safety of their customers and staff.

Ultimately, Steven Slater’s actions may qualify him as a participant in the next big thing in reality television shows, but is that the type of publicity you want for your business?

The Business Guide to Background Checks

What is negligent hiring?

Negligent hiring is based on the principal that employers have an obligation to protect their employees and clients from injury caused by their own employees. Employers have an obligation to protect their employees from the “foreseeable” acts of a fellow employee. Negligent hiring happens when a company fails to check references or conduct a criminal background screening prior to hiring the employee. In other words, a company has the responsibility of Due Diligence.

The term “Due Diligence” first came into common use as a result of the US Securities Act of 1933. For business purposes, “Due Diligence” is the effort made by an ordinarily prudent or reasonable party to avoid harm to another party. Failure to make this effort may be considered negligence.

It’s important that employers perform their Due Diligence by conducting a background screening on every employee hired. This should be done regardless of the size the workforce or whether law requires it or not. Ideally, prior to hiring a prospective employee an employer needs to perform a pre-employment background screening that includes a criminal records check. The employee should not start work until the background information is verified and a criminal background check is performed.

According to Kevin G. Connell, Founder and CEO of Accu-Screen, Inc., the most reliable criminal records information is found at the local courthouse level. Unfortunately, the processing of criminal records at this level is slow and inaccurate at times. Getting criminal background information off the internet, in order to save money, is also counterproductive. There is no way to verify that the information received in that manner is accurate or even applicable. By hiring an employment background search firm such as Accu-Screen, Inc. Inc. you will receive

-Experience:  Since 1994, Accu-Screen, Inc. has been a pioneer in the pre-employment Screening field.

-Speed: With a guaranteed turnaround time of 24-72 hours, Accu-Screen, Inc. delivers background reports consistently faster than the competition.

-Technology: Accu-Screen, Inc.’s Online System delivers a 24/7 paperless system to order and retrieve background reports.

Examples of Negligent Hiring

It is very important to do a pre-employment background screen on service, contract and even sub-contract employees. Some overlooked service, contract and sub-contract positions include:

• Taxi drivers
• Plumbers
• Pest Control
• Maintenance employees

If an employee will be contact with a customer or public it is imperative that he or she go through the process of a professional employment and criminal background screen. A professional employment and criminal background screen can help you avoid the possible following scenarios:

• A taxicab company was held liable for negligence in hiring a criminally violent driver who raped and robbed a woman in the presence of her two young children.

• A taxicab company was liable for a person beaten by a taxicab driver after paying his fare and leaving the cab.

• The U.S. District Court for the Southern District of New York awarded $1.5 million to a woman and her son who suffered physical and psychological injuries following a sexual assault on the woman by the maintenance man employed at the defendant’s apartment complex.

• An employer was held liable for the negligent hiring and retention of a sexually aggressive service employee with a criminal record who subsequently raped a female client.

You hear about these incidents all the time. You also wonder how and why these people ever got hired and how it could have been avoided. In many of the incidents, the employee had a history of violent or criminal behavior that would have been discovered through a pre-employee background screen by a professional screening firm. These situations can be avoided at your company when employers are pro-active in the hiring of its employees.

It is important to remember that there are positions that require employment background screening regardless of whether the position is a regular or contract position. For example:

• Elder care attendant
• Daycare provider
• Health care worker

On a side note, elder abuse lawsuits are on the rise. Cases involving long-term care facilities are based on negligence, willful misconduct or fraud by an elderly care attendant. Examples of abuse by health care employees:

• Deprivation of food or water
• Failure to prevent malnutrition
• Failure to assist in personal hygiene
• Unauthorized use of physical or chemical restraints
• Lack of pain medication, under medication or overmedication

Many of the cases stem from poor hiring practices throughout the long-term care facilities. This occurs when service employees are hired without a careful screening of their background and skills for this type of position. It can also occur when employees are promoted without verification of required credentials and training. These employees go onto to supervise and teach other employees poor and possibly dangerous working habits. The similar situation occurs for daycare and healthcare workers.

Consequences of negligent hiring

Most businesses have a hiring process that is followed for every job applicant. Typically the recruitment process entails the following steps:

• Application or resume′ submitted by applicant
• Phone screening of applicant
• Candidate is interviewed
• Management meets to make hiring decision
• References may be checked by Human Resources
• Job offer is made

This procedure would be fine if a third party such as an employment-screening firm checked the references. Additionally, a candidate should pass a criminal records screen. When a thorough reference and criminal screening is not made, or handled poorly, it can literally come back to haunt employers. The recruiting process should be handled like any other business deal. Hiring a candidate based on information on a resume’ and a good personality fit, should not be what seals the deal. Every bit of allowable and available information should be gathered before a job offer is made.

The fact is that many human resources departments do not have the time, resources or experience to do a complete employee background screen. For most employers, finding the most accurate and up to date criminal records information is very time consuming and confusing. Furthermore, there are privacy laws protecting job applicants that must be followed in order to avoid a discrimination lawsuit.

Some of the consequences of negligent hiring can result in:

• Lawsuits from injured or victimized employees or clients
• Wrongful termination lawsuits
• Loss of profits or sales
• Increased insurance costs
• Diminished business reputation

Lawsuits from injured or victimized employees or clients

Lawsuits can come from a variety of complaints from employees or clients. The most serious complaints include violence and great financial loss. This can involve an employee who caused another person physical or emotional damage. Although cases of fatalities in the workplace are not commonplace, the results of these incidents are devastating to the victims and to a business.

Wrongful termination lawsuits

A ploy used by unethical employees is the ‘wrongful termination” lawsuit.
This happens when an unproductive or troublesome employee is fired. In retaliation, he or she will file a lawsuit against the employer. The goal is usually to settle fast to avoid a hearing in court to settle the matter. These opportunistic employees usually have cases without merit. Yet, they know that some companies will just settle to avoid the expense of dragging on a lawsuit. Through careful screening of references, this type of employee can be avoided. It is not enough for employers to be aware of what is going on with their employees. They need to be aware of what their prospective employees have been up to in the past.

Loss of profits or sales

Hiring an inept employee can quite literally cost a company. It is important to have a candidate’s skills educational background to make sure they are fit to perform the job hired to do. It is equally important to do a criminal background screen to make sure the employee is an honest and ethical person. Be assured of these two aspects before making a hiring decision can save money and frustration in the future. Avoid hiring “poor functioning” employees that will drive you to the poor house!

Increased insurance costs

Increased insurance rates result from workers compensation claims. An employment records report will help identify and avoid “habitual” workers compensation claimants.

Diminished business reputation

Your employees are your company. Make sure you hire applicants who will make the best impression in every possible way. No one wants to conduct business with employees who are dishonest or violent in any manner. By obtaining a criminal background screening you will be able to decrease the likelihood of hiring an employee that will cause damage to your business or customers.

When employers fail to be pro-active in all area of their business, things can and will fall between the cracks. In some instances, these slips can be very expensive.

The expense of negligent hiring

A smart business owner will purchase different forms of insurance for the company and employees. Yet, sometimes that same businesses owner will hire people without insuring the business from perpetrators.

An unfortunate example is the recent story relayed of the story of an accountant who stole from his employers. The accountant was accused of stealing more than $375,000 from one of his clients rather than use the money to pay taxes to the Internal Revenue Service. According to court documents made available, the accountant was supposed to take care of payroll taxes for his employee and roughly ten of his employer’s staff at his dental office. The court documents say the accountant would prepare one check for each employee’s adjusted net income and one check for taxes. The documents also state that he asked, however, that the tax checks be made payable to his business, with the understanding he would send the money along to the IRS.

The dentist’s wife, who also works at the dental office received a letter from the IRS and soon found out no tax returns had been prepared or filed in her husband’s name in 2003, 2004, 2005, and 2006. The total amount, more than $375,000, should have been sent to the IRS, but wasn’t. The court records indicate that a review of bank records show the accountant made numerous withdrawals from his business account for mortgage payments, concert and airline tickets and other personal uses.

The accountant has a prior criminal record. According to court records, in 1997 he pleaded guilty to stealing more than $250,000 from an 88-year-old legally blind woman for whom he was an accountant. He was only sentenced to four years of probation in that case.

Ironically enough an employment background screen that costs about $150 would have revealed the accountant’s prior criminal conviction. A smart business owner knows that the cost of something needs to be weighed against the end result. In this case the small cost of the background screen would have saved the dentist $375,000.

Then there are the situations where the actual figure can’t be calculated but it can equally cause a business financial loss. For example, if a company hires an employee that detracts sales from the company due to lack of skills, the actual loss is unknown but still occurs. Or there is the scenario where an employee is a poor performer due to personal issues, such as drug or alcohol abuse. This type of employee can literally drain the company of resources directly through theft or indirectly by lowering the morale of the company.

How to avoid negligent hiring

Sadly it has now become commonplace for some companies to assume they will eventually get sued by employees for one reason for another. It is true that a company or business owner can’t have control of all of the actions of its employees. Yet, steps can be and should be taken to prevent hiring risky employees. The goal of the employer should always be to minimize any potential harm to company assets. This, of course, includes employees as well as the finances of a business.

One of the best ways a company can avoid lawsuits from an applicant is by hiring a background search firm such as Accu-Screen, Inc. Inc. When you hire a reputable firm such as Accu-Screen, Inc. Inc., you also help avoid arbitrary hiring that may lead to a discrimination lawsuit.

Employers can be held liable for facts that are known or “should have been known” regarding an employee’s character or job-related experience. If you are aware, or have reason to believe your employee is unfit for duty, you can be held liable for negligent hiring. By retaining a qualified employment background screening company, you can avoid jeopardizing yourself and your business from this dangerous liability.

How Do I Choose An Expert Employee Screening Firm?

A full service firm such as Accu-Screen, Inc. Inc. will provide the most accurate and complete information on:

• Criminal Records
• Driving Records
• Drug Testing
• Social Security Number
• Employment
• Education
• Worker’s Compensation
• Licenses & Credentials
• Credit Profile

Criminal records

Accu-Screen, Inc. Inc. obtains criminal records by County and State (where available) in accordance with the Fair Credit Reporting Act. Our analysis reveals that over 3% of the individuals we check have a felony record and over 7% have a misdemeanor. With our criminal record search, you receive a criminal history that is clear and easy to read, enabling you to make the right hiring decision.

Driving records

Accu-Screen, Inc. obtains Motor Vehicle Reports (MVRs) from the appropriate Department of Motor Vehicles to verify the applicant’s identity, histories of accidents, speeding tickets, reckless driving, suspended licenses, DUIs and DWIs. It is important to note that MVRs are not public records.

Drug Testing

Accu-Screen, Inc. is affiliated with a network of national laboratories that provide testing for legal and illegal drug usage. All testing is conducted through NIDA, DOT and HRS certified facilities and meets current Federal and State Drug-Free Workplace requirements. Additionally, we conduct previous employment drug test verifications as required by the FAA and the Department of Transportation.

Social Security Number

Accu-Screen, Inc. Inc. confirms the identity and validity of the number and its issuance by the Social Security Administration.

Employment

Our analysis tells us that over 43% of the applications that we process contain at least one falsification by the applicant. We verify the accuracy of employment history with emphasis placed on past job performance, employment periods, positions held, salary, rehire eligibility and reasons for leaving.

Education

The FBI estimates that over 500,000 people nationwide claim college degrees they never earned. We verify the applicant’s educational qualifications as well as the accreditation of the College or University awarding the degree.

Worker’s Compensation

Workers compensation information is released in compliance with the Federal Americans with Disabilities Act. It provides a history of the individual’s work-related injuries that includes dates of accidents, nature of injuries and if the claim was upheld or denied by the state authority.

Licenses & Credentials

Accu-Screen, Inc. Inc verifies all professional licenses and claims of credentials. This ensures that your prospective employee may legally perform the work required for the position.

Credit Profile

In accordance with the Fair Credit Reporting Act, Accu-Screen, Inc. Inc. can provide a report indicating the applicant’s existing debt, payment history, judgments, liens, collections and/or bankruptcies.

There are many employee background-screening firms out there. Make sure to contact the firm’s customer service to get information on:

• Years of experience
• Fee for services
• Turnaround time
• Areas of expertise

Negligent hiring can be an expensive and frustrating experience. Fortunately, there are many measures employers and business owners can take to protect their business and employees. Having a pro-active attitude and having the right information during the recruitment of a new employee can make the difference between hiring a “star employee” or the “employee from hell”.

For more information on Accu-Screen, Inc. Inc. and how we can help you hire qualified and top-notch applicants visit www.accuscreen.com.

Who Are You Allowing In Your Home?

Who are you allowing in your House?

Sue Weaver contacted a major department store to have her air ducts cleaned. She didn’t know they were sending a twice-convicted sex offender into her home–and that he would later rape and murder her.

Her sister started a nonprofit organization to raise awareness about this little-known danger. The Sue Weaver C.A.U.S.E. was created to promote Consumer Awareness of Unsafe Service Employment:

Here are a few other victims, courtesy of the Sue Weaver C.A.U.S.E. website:

• Dr. Kim Fang, a plastic surgeon, was murdered by ex-convict Mesa Kasem (and an accomplice) while working as a delivery man for an auction house. Kasem’s first conviction–for firearms offenses–was when he was 17. He was also a gang member. There was no background check.

• Melissa Danielle Jennings was murdered by the apartment complex maintenance man, Calvin Oliver–a convicted rapist. Oliver’s criminal record, spanning almost 20 years, included armed robbery, burglary, robbery by force and credit card fraud. At the time that he was hired by the apartment complex, TGM Ashley Lakes Inc., there was an outstanding warrant for his arrest on theft check charges. He is sentenced to life in prison for murder. There was no background check.

• Mary Ruth Bales, 80, was beaten to death in her home by an ex-convict, Wesley Purkey, who was working as a plumber. He had spent the last 25 years in prison for various violent felonies, including aggravated robbery, burglary, assault and kidnapping. There was no background check.

• Dr. Kerry Spooner-Dean, a pediatrician, was robbed and stabbed to death in her home by Jerrol Woods. When hired by America’s Best Carpet Care, Woods was on parole following a 12-year prison sentence for armed robbery. He had multiple robbery convictions dating back more than 30 years. He was convicted for life without parole. There was no background check.

• Ramona Jean Williamson was strangled to death by Fred Furnish, an employee of Tech Dry. After killing Mrs. Williamson, Furnish used her debit cards to withdraw money from her bank accounts. Furnish had several convictions in Kentucky and Indiana for theft, burglary, receiving stolen money by fraud, and assaulting a prison guard prior to being hired by Tech Dry. There was no background check.

• Terina Ferminick, a minister’s wife, was raped and stabbed to death in the rectory by carpet cleaner, Giles Nadey. He had two previous felony convictions. There was no background check.

We talked to Kevin Connell, founder and CEO of Accu-Screen, Inc., a background screening agency, and author of Background Checks for the Job: What Every Job Applicant, Employee and Employer Needs to Know About Them Right Now, for tips on keeping yourself and your family safe.

• Ask the company if they run criminal background checks on their employees. “Many times, they’ll say they’re bonded and insured,” he says. “But this just means you might get your money back if the employee steals something. It doesn’t mean they run a criminal background check.”

• If a company doesn’t run background checks, don’t do business with them. Otherwise, you could be unwittingly letting a criminal or murderer into your home. Criminals often use service jobs to find their next victims. Connell says that in prison, they often teach criminals trades like plumbing or duct-cleaning that will later bring them into people’s homes.

• It is always a good idea to have another adult in the house when any kind of service is being done. “Invite a friend or neighbor over for coffee, or make sure your husband is there,” says Connell. “If a lot of people are coming in and out, a criminal might be deterred.”

• Don’t think your children are going to protect you. “Attackers often threaten to harm the children if the woman doesn’t do what he wants,” Connell warns. “They use kids against you.”

• Do not hesitate to say “no” if you do not feel safe when the worker arrives. Tell the person an emergency has come up and you’ll have to reschedule.

Have you ever felt unsafe with a service worker in your home?

Angry Employee Turns to Workplace Violence

Workplace Violence Became Deadly in Connecticut at a Local Warehouse

A warehouse driver became violent when asked to resign from his job. He was working at a beer distributor, refused to be let go and then opened fire Tuesday morning. Police said the gunman and several other people were killed and others were wounded, one critically.

The authorities are still searching the building to make sure everyone is accounted for before confirming the number of deaths, state police Lt. J. Paul Vance said.

Michaela Donnelly, spokeswoman said that at least one person has died at Hartford Hospital and another victim taken there was in critical condition and another in fair condition.

There were about 50 to 70 people in the warehouse at the time of the shooting. Adding to the chaos was a fire at the warehouse, which is about 10 miles east of Hartford that has been put out.

The gunman was a driver who had worked at the distributor for a couple of years and been called in for a disciplinary hearing, said John Hollis of the Connecticut Teamsters, who was with company officials at the scene of the shooting.

Police and fire vehicles, from numerous agencies, surrounded the warehouse on a tree-lined road in an industrial park just west of a shopping mall. A SWAT team with a police dog was walking around the property a couple of hours after the 7 a.m. shooting.

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