25 Years after Workplace Shooting in the Sky: Lessons Learned about Workplace Violence since PSA Flight 1771 Disaster – Webinar on Thursday 12/13
25 Years ago on December 7, 1987 one of the most shocking Workplace Violence disasters happened in California when recently terminated employee David Burke killed his former boss with a 44 magnum at 22,000 feet aboard PSA Flight 1771. Burke also shot to death the pilots and flight attendant before pushing the flight control column forward causing the aircraft to nose dive down killing all 43 people on board.
Human Resource Managers, Security professionals and Business leaders are invited to a Workplace Violence webinar this Thursday December 13 at 2:00 pm EST; Workplace Violence Prevention: The 7 New Truths offers employers, HR, Security and Airline industry professionals the opportunity to learn from and ask questions of two experts who have worked on the prevention of workplace violence for decades.
Individuals can register for this free webinar at: http://www.accuscreen.com/webinars
Hosted by AccuScreen.com, an industry pioneer, leader and expert in employment background screening, the webinar will feature CEO Kevin Connell and 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 of workplace violence and on background checks, promises a content-packed discussion.
The webinar will address the issue of workplace violence, the warning signs to look out for, and why no company no matter how large or small is immune. The experts will not only speak about prevention, but they will cover best practices should a crisis occur.
Adds CEO Connell of AccuScreen.com, “We will highlight the key areas of Workplace Violence Preparedness, with an emphasis placed on prevention, including what we see in today’s business climate that should cause concern, we will look back 25 years to some of the lessons learned from PSA Flight 1771 up to present day with the more recent Workplace Violence shooting at a chicken plant last month in Fresno.”
Areas that will be covered in the workplace violence webinar:
• Key warning signs to watch out for
• How workplace violence has changed over the past 25 years
• Resources and tools to minimize the risk of having an incident in the first place
• Today’s best practices
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 AccuScreen.com and Kevin Connell:
Since 1994, AccuScreen.com has been an industry pioneer and global leader in employment background screening, specializing in criminal background checks. Its reports are delivered globally to companies across the world. CEO Kevin 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 News.
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. (http://www.WorkplaceViolence911.com ) 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 abroad.
The rapid rise of social media has drastically & permanently altered the world of employment screening, not always to the benefit of employers. Our focus is to help employers understand that even accurate information found online cannot always be legally used as a consideration in employment decisions.
Here are our “Top 7 Commandments in Using Facebook in the Hiring & Screening Process”.
1. Know What is Real or Fake
2. Beware of Too Much Information
3. FCRA Compliance Consent and Third Parties
4. Verify that it is Real: “Identity Issues”
5. Have a Social Media Policy in Place
6. Use Web Tools Wisely
7. Never Forget “The Streisand Effect”
In a recent post by Fox Business, “How to Deal with the Charlie Sheen of Your Workplace”, they address the problem of addiction in the workplace. It was something we wanted to share with you.
By Kate Rogers
Do you work with a “Charlie Sheen?” Even more troubling might be, does one work for you?
The world is watching as Charlie Sheen’s career and personal lives are seeming to fall apart. His reported addiction to substance abuse and headline-grabbing bad-boy behavior may have cost him his $2-million-an-episode gig on the hit series “Two and a Half Men.” However, addiction in the workplace isn’t uncommon.
Nearly 10% of all people in the workplace have an addiction issue, according to Vanessa Sebetich, training and development specialist at Greenbriar Treatment Center. Such addictions affect every person in the office from morale to HR procedure development, and can take their toll on employers and employees alike.
“Someone like Charlie Sheen is killing himself in front of America,” Sebetich said. “But the same goes for your co-workers—you can really care about them, and watch them deteriorate and not know what to do.”
Telltale signs of such addiction issues are employees underperforming, not doing their jobs or skipping out on work altogether, according to Polly Wright, senior consultant at HR Consultants, Inc. While the extreme behavior Sheen is exhibiting is likely in the minority at workplaces across the country, Wright said employers should intervene in some cases when a worker is suffering from addiction.
“It is often through absenteeism, lost activity and low morale,” she said. “That is when the employer has the ability to step in.”
Some employers offer a workplace assistance program with counseling where a troubled employee can seek help, and this can sometimes be made mandatory by the employer, Wright said.
According to human resource experts, the most important thing for all companies to have is a drug and alcohol policy that employers and supervisors are aware of and trained on. If a fellow employee is impaired in the workplace, employees should always first alert supervisors, who will then likely take the complaint to human resources.
For the rest of the article click here.
Background screening your applicants is a practice to ensure that you are hiring the right applicant. But are you using Google to screen? Join us on February 23rd at 2:00pm for a complimentary webinar on how to screen your applicants the right way. Click here for more information.
In A Tough Job Market, Resume Lies Reach New Levels Of Absurdity, Reports AccuScreen.
AccuScreen’s 16th annual ‘Top 7 Resume Lies’ report.
TAMPA, FL — Resume lies, falsification rings, diploma mills, and a host of other outrageous tactics have reached record levels as the job market tightens. For 16 years, AccuScreen, a leader in employment background screening, has recorded trends in resume falsification. According to internal data, 46% of people present false information on their resume or job application — a 3 point increase over 2008.
“The unemployment rate has risen to historically new levels. As people have become more desperate, the lies have become more creative, harder to trace, and ultimately, more detrimental for employers,” said Kevin Connell, CEO of AccuScreen.
AccuScreen publishes an annual ‘Top 7 Resume Lies’ report and offers it free of charge to employers. From buying credentials from diploma mills to exaggerating past experience and pay, the report reveals the red flags hiring teams need to be aware of when screening applicants.
The recently released ‘Top 7 Resume Lies’ report is now available free to download.
According to Kevin Connell, the most common resume lies involve:
- Falsified employment dates to cover up gaps or jobs from which the applicant was fired
- Exaggerated job titles and responsibilities
- Fake experience at ‘ghost’ companies
- Covering up criminal records
- Inflated salaries
- Falsification of education credentials
- Falsification of professional credentials
Connell says that these lies can severely chip away at the integrity of an organization. At best, employers can overpay for unqualified people that erode the position of a company in its industry. At worst, frauds can con their way into companies and gain access to trade secrets and financial information.
“Employers must be vigilant about screening who they allow into their company. Job seekers too must be aware that employers are scrutinizing their applications and resumes more than ever — embellishing doesn’t impress, it’s a sure way to quickly lose your candidacy for the position,” said Connell.
To download the ‘Top 7 Resume Lies’ report, visit AccuScreen at http://www.accuscreen.com/.
Kevin Connell is available for comment on this subject. For interview inquiries, contact Sue
Marriott at 1.800.689.2228 ext # 1100 or firstname.lastname@example.org.
About Kevin Connell:
Kevin G. Connell (http://www.accuscreen.com/about/our-president-ceo/) 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.
Since 1994, AccuScreen.com has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background check services, education verification, license verification, and other essential pre-employment screening services. Its reports are delivered to companies across the world in 2-72 hours.
410 S. Ware Blvd. Suite 607
Tampa, FL 33619
1.800.689.2228 ext # 1100
I would like to know how other organizations conduct background checks. We use an agency and only check on Felonies for administrative staff. We rely on the applicant to disclose where they may have lived and then we search those counties or states as appropriate. This process is dependent on the applicant disclosing all places lived which may not always happen. Is there a central database that could be searched?
First, you state that you are only checking for Felonies. That’s a problem because there are many Misdemeanors that you are missing. As a general guideline, the only difference between a Felony and a Misdemeanor, is the amount of drugs, merchandise or money stolen, or what type of weapon was used in the criminal act. Misdemeanors can be violent, such as Simple Assault, Sex Offenses, Weapons Violations, Child Abuse or Domestic Violence. Or Misdemeanors can be classified as non-violent, such as charges of Fraud, Theft, Gambling, Drug Possession, DUI, and Prostitution. Additionally, many defendants are arrested on a Felony charge, but if they have a half-decent public defender or attorney, the Felony can be pleaded down to a Misdemeanor. Again, if you are searching for Felonies only, you are missing out on a lot of important criminal case information.
Secondly, you are relying on the applicant to be truthful as to where he lived or worked in the past, that would be sufficient, if all applicants told the truth, but we know that that is not the case, conservatively 1/3 of all job applications and resumes are falsified. I sense that you already know that, and you would like to verify that the applicant is being truthful on where he lived in the past, so you can search all applicable jurisdictions. My recommendation would be to do a social security number and previous address verification. This SSN screening inquiry serves as a good locator tool and is helpful in pointing out all jurisdictions to search for Criminal records.
Finally, you ask is there a central database that you can search. I would need to know a little bit more about the type of organization that you represent, but I will make the assumption that you are a private employer and you, like most companies, cannot access the central database of the FBI or National Criminal Information Center (NCIC), which are only available to law enforcement, or other industries regulated by the Federal Government, such as banks. The only database that you could search, is what is called a National Criminal File, which is a database complied by private companies into a private database, which is a good search to supplement your current criminal record search, but not as a stand alone search. The database is good when primarily used as a locator tool, similar to the SSN Inquiry, because it may point out to you other jurisdictions that the applicant has been arrested or convicted of a crime in the past. Whether you add this service or not is up to you, but at a bare minimum, you would want to do a Criminal Records check either on a county by county basis, or state by state, or a combination of the two, going back the past 7 years, and searching those jurisdictions that the applicant has lived or worked.
CEO of AccuScreen.com
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.
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.
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
• 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
• Worker’s Compensation
• Licenses & Credentials
• Credit Profile
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.
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.
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.
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.
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.
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.
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.
Alexandra Zapp was just 30 years old the night convicted sex offender, Paul Leahy, took her life. Alexandra, or “Ally” as those who knew her called her, was on her way home from a charity sunset cruise when she decided to stop at a Burger King at a rest stop in Bridgewater, Massachusetts. It was after midnight, but before leaving the Burger King to continue on her way home, Ally used the restroom. As she exited the restroom, she was met by Paul Leahy. Leahy, 39, and more than twice Ally’s size, pushed her back into the restroom.
The carnage, discovered by an off-duty police officer who happened to be using the men’s room at the time, was hard to believe. Ally had been stabbed six times in the neck, another six times in the chest, and once in the chin. Leahy also sliced her arms, wrist, and one of her hands. He then discarded her in one of the stalls, blood pooling around her body. When off-duty state police Lieutenant opened the ladies room door, investigating the sounds of Ally’s scuffle with her attacker, he found Leahy at the sink. Leahy’s only words were “I lost it.”
Leahy worked at the Burger King Ally stopped at that night. Neither the night manager at the restaurant, and certainly not Ally herself, knew that Leahy was a repeat sex offender with more than 24 convictions under his belt. His convictions included rape, kidnapping, drug possession, breaking and entering, theft, drunk driving, assault, and more. Although prosecutors tried to have Leahy locked up as a dangerous sexual predator, the legal system had other plans. As a convicted sex offender, Leahy was required to register with the Sex Offender Registry Board, but only about 1,000 of the more than 18,000 convicted sex offenders who were required to do so at the time actually did. The state’s record of monitoring sex offenders was even worse. Leahy, like many sex offenders, lived unsupervised, untreated, and free to commit more crimes.
That night, July 17, 2002, should serve as a lesson to anyone who believes that they are safe within the confines of a business. Ally’s murder highlights not only the failure of the legal system to monitor and police dangerous offenders, it also stands as a prime example for employers who may be liable for the crimes their workers commit.
There is little doubt that Burger King would have liked to have avoided the liability and the negative publicity that Leahy’s crime brought. Ally fought hard against her attacker. She bit Leahy’s fingers, head-butted him, kicked, clawed, screamed, and scratched. In the end, it was Leahy who won that particular battle as he had so many times before with victims as young as 13.
Employers also need to fight hard; taking measures that ensure that the employees they hire are not only safe to work with but who also promote an environment that is safe for their customers. There’s no doubt that a solid employer background check policy would have prevented Ally’s death.
According to a recent investigative series in the St. Louis Post-Dispatch, between 1.9 and 2.7 million felony fugitives (including rapists and murderers) have eluded capture by crossing state lines.
Companies that unknowingly hire felons or fugitives put themselves at increased risk of embezzlement, fraud, lawsuits and workplace violence. Employers should be alert to the possibility that a fugitive criminal may be hiding in their workplace.
Corporations and hiring managers that engage employment screening experts can dramatically reduce their risk of hiring an employee with a hidden criminal record. Accu-Screen’s in-depth criminal background screening services can give employers that additional peace of mind.
Post-Dispatch reporters found a persistent problem with outstanding warrants across the country. If local or county police departments don’t enter all their warrants in the FBI database, fugitives not listed in the database can escape detection for their prior crimes.
“It’s alarming that so many criminals get away with their crimes and go on to victimize new people in another state,” says Kevin Connell, chief executive officer and founder of Accu-Screen. “Our on-the-ground criminal background searches result in a more accurate ‘criminal hit ratio,’ which prevents these law-breakers from endangering companies.”
Key facts about this national crisis include:
A statewide dragnet across Florida last month dubbed “Operation Orange Crush” led to the arrest of 2,497 fugitives, including those of 113 homicide suspects, 255 sex offenders and 55 gang members. The U.S. Marshalls led a sweep targeted towards the “worst of the worst” offenders. According to the Post Dispatch report, 35% of Felony Warrants in Florida are not entered into the FBI Database.
Organizers of Philadelphia’s “Fugitive Safe Surrender” program were astonished when 1,248 felons turned themselves in at a local church in mid-September. Out of the 1,248 participants, 424 of them were wanted on felony matters. The program was designed to encourage non-violent fugitives to settle their outstanding warrants.
More than one third of all felony warrants are not entered into the FBI’s National Crime Information Center database checked by police across the country.
Local police often refuse to pick up fugitives from other states, even when they’re wanted for violent crimes.
“Corporations and hiring managers that engage employment screening experts can dramatically reduce their risk of hiring an employee with a hidden criminal record,” said Connell. “Accu-Screen’s in-depth criminal background screening services can give employers that additional peace of mind.”
Accu-Screen has created a complimentary white paper, “Felons Who Cross State Lines Pose A Hiring Threat,” so that hiring professionals may get additional information on this important topic.
The Myth of the FBI and America’s Most Wanted: Criminals Are Getting Away with Murder by Moving to Another State
Fleeing fugitives are a growing risk in America
Recent news stories have reported that millions of criminals are escaping justice in America, and overworked police departments are doing little to pursue them. According to a recent investigative series in the St. Louis Post-Dispatch, between 1.9 and 2.7 million felony fugitives (including rapists and murderers) have eluded capture by crossing state lines.
Post-Dispatch reporters found a persistent problem with outstanding warrants across the country. If local or county police departments don’t enter all their warrants in the FBI database, fugitives not listed in the database can escape detection for their prior crimes.
Accu-Screen, a leader in employment background screening, frequently uncovers job candidates with criminal records or fraudulent credentials when it conducts background searches for employers.
“It’s alarming that so many criminals get away with their crimes and go on to victimize new people in another state,” says Kevin Connell, chief executive officer and founder of Accu-Screen. “Most people have a false sense of security about their own safety. But what you don’t know could make you the next victim.”
Connell believes employers must educate themselves about this issue. Companies that unknowingly hire felons or fugitives put themselves at increased risk of embezzlement, fraud, lawsuits and workplace violence. Individuals should also be alert to the possibility that a fugitive criminal may be hiding in their neighborhood or in their workplace.
Key facts about this national crisis include:
* Organizers of Philadelphia’s “Fugitive Safe Surrender” program were astonished when 1205 felons turned themselves in at a local church in mid-September. The program was designed to encourage non-violent fugitives to settle their outstanding warrants.
* More than one third of all felony warrants are not entered into the FBI’s National Crime Information Center database checked by police across the country.
* Local police often refuse to pick up fugitives from other states, even when they’re wanted for violent crimes.
* The Senate Judiciary Committee recently passed the Biden/Durbin “Fugitive Information Networked Database Act of 2008”. This legislation aims to improve the identification, apprehension and extradition of felony fugitives.
“I support the Senate’s efforts to raise public awareness of this dangerous threat,” Connell says.
“I also want to get the word out to employers,” he continues. “Corporations and hiring managers that engage employment screening experts can dramatically reduce their risk of hiring an employee with a hidden criminal record.”