Many parents end up feeling regret when they find out that their nanny has abused their child. One parent has written about the anguish he felt when he discovered his trusted nanny had been physically, sexually and mentally abusing his oldest daughter for several years. As a result of his own experience, his number one piece of advice to parents who are hiring nannies is to do a full and comprehensive criminal background check on the applicant. He notes that simply checking references is not enough. Even though there are no guarantees that the nanny background screening will reveal all negative information, it is a necessary first step in the nanny hiring process.

A pediatrician emphasized to parents that a background check for nannies is perhaps more important than for other types of employment. A nanny spends hours and hours of time alone with a child or children. While a “nanny cam” may be set up to monitor the behavior of the nanny, the nanny cam only documents abuse after it has occurred. A background check has great potential for preventing abuse from ever occurring.

Even the International Nanny Association (INA) recommends all parents conduct nanny background screening on nanny applicants which should include:

• Verifying the identity of applicants to be sure they are who they say they are.
• Verifying all claimed licenses, education and employment history.
• Conduct a comprehensive criminal background check. This should include checking in all the states where the applicant has lived and worked.
• Check the sex offender registry of all states and territories.
• Check the applicant’s driving record to discover drunk driving offenses.
• Check the applicant’s credit in compliance with the Fair Credit Reporting Act (FCRA).
• Check to see if applicants have been involved in any civil lawsuits or has any court judgments against them.

A recent report from ABC News confirms that nanny background screening for a potential nanny is imperative. ABC also recommends the background report include checking the applicant’s social media posts on sites like Twitter and Facebook.

Benefits of Hiring a Professional Nanny Background Screening Company

Parents cannot be too careful when hiring either live-in or live-out nannies. They need to approach the hiring of a nanny with the same diligence as for any other job. Comprehensive nanny background checks can help protect against nanny child abuse.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Sources: abcnews.go.com/blogs/lifestyle/2014/11/what-to-do-when-hiring-a-nanny-a-checklist-for-parents/

As members of one of the busiest service industries in the country, air travel employees can’t afford the time it takes to wait in traditional security lines. It’s only natural that a faster, more efficient method be used to screen them for threats and hazards, but has that focus on efficiency opened up exploitable gaps in airport employee screening?

Fast Lane for Smuggling

According to a February 2015 article by CNN’s Scott Zamost, Drew Griffin and Curt Devine, the “vast majority” of airport employees that have access to the tarmac – and thus, the planes themselves – do not go through a daily security screening or a metal detector. There are ID badges to be swiped and even biometric scans in some of these fast security lanes, but simply verifying the identities of each employee may not be enough. The article’s authors cite a pending federal case against an employee of Hartsfield-Jackson International Airport in Georgia, in which more than 150 guns were recovered from a smuggling ring. The employee simply walked into work with the guns concealed on him, through the metal detector-less employee security line, and handed them off to a passenger that had already cleared security to take onto his flights.

Ongoing Airport Employee Screening Is Needed

Most employees and employers associate criminal background searches with the beginning of employment; they are part of a checklist to get in the door and become an afterthought once an individual is hired on. With the constant concern over security breaches and terrorism, this tack is no longer viable. In the wake of the Atlanta scandal, officials admitted to CNN in another article from the same trio of authors that airport workers are not subject to ongoing airport employee screening background checks. This poses obvious issues – if an employee falls into a difficult financial situation, or begins associating with radical groups, they are naturally a much bigger threat to security than they were at hiring. With fees incorporated into ticketing and baggage charges to support and expand security measures, it’s not a stretch to say that passengers are probably expecting a better return on that investment than this one-and-done philosophy for airport employee screening background checks.

If even trustworthy passengers are subject to screenings and random searches each time they fly, individuals with access to the planes themselves should come under equal scrutiny, if not more. As the trial in Atlanta plays out, it’s likely that ongoing airport employee screening background checks will become as much a part of the flight experience as slipping off one’s shoes preemptively in the security line.

You can operate your organization with peace of mind provided by HRemp’s comprehensive criminal background searches. Our criminal background checks will empower you to build and retain a workforce that is professional, industrious and loyal. This type of workforce will enable your organization to become a dynamic, innovative and profitable powerhouse in its industry.

What does life feel like after using HRemp’s criminal background checks? You can enter your office every day feeling assured that you have taken a necessary step towards fostering a safe and productive workplace. By having conducted customized criminal background checks on each of your job candidates, you have reduced the possibility of unintentionally hiring an employee who could disrupt your organization. You will feel less concerned about whether any of your employees have undiscovered criminal natures that could come to fruition and harm your operations.

Moreover, you have been able to glean insights needed on all of the candidates that you chose. This intelligence has allowed you to construct an engaged workforce with high character and a great work ethic. You can feel confident knowing that by working with HRemp, you have been able to make informed decisions on each of your candidates.

Did you know that there are more than 100.5 million people with criminal records in the U.S. and its territories? It’s true. In 2012, the U.S. Department of Justice’s (DOJ) Bureau of Justice Statistics reported that 100,596,300 people were classified as having criminal histories in at least one of the fifty U.S. states, American Samoa, Guam and/or Puerto Rico. In some cases, individual offenders had criminal records in more than one state.

Many of those with criminal histories or inclinations have gone undetected by employers during their hiring processes. In numerous situations it has led to incidents of employee theft, major embezzlement schemes and even horrific episodes of workplace violence.

In 2013, security consulting firm Marquet International analyzed 554 cases of white collar fraud and major embezzlement throughout the U.S. Their report said that total losses from just those 554 cases amounted to “nearly $595 million.”

Incidents of occupational fraud are growing across the country. It is a significant threat to organizations in every sector. Some recent cases in Pennsylvania have exemplified how nonprofits are especially vulnerable to falling victim to in-house embezzlers.

Likewise, organizations are now fighting the growing epidemic of intellectual property (IP) theft. In 2013, the Commission on the Theft of American Intellectual Property found that theft of IP in the US is estimated to be as high as $300 billion per year. They also noted that the DOJ has had to “prosecute individual employees of American companies who have been caught attempting to carry trade secrets with them to foreign companies and entities.”

What is most alarming, however, are the most recent statistics on workplace violence published by the Occupational Safety and Health Administration (OSHA). On April 2, the agency released an update to its Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers. OSHA reported that “between 2011 and 2013, workplace assaults ranged from 23,540 and 25,630 annually.”

In addition, the agency’s research highlighted the high amount of workplace violence that has occurred in both the healthcare industry and social services sector. OSHA wrote that “70 to 74 percent of those assaults occurred in healthcare and social service settings.”

Conducting a criminal background check is the best way to minimize your risk of falling victim to any of the aforementioned crimes. HRemp will exhaustively perform criminal background checks using an array of sources at the federal, county and municipal/town levels of government.

What is more, we can offer resources on the federal rules around using arrest or conviction records in employment decisions. This includes best practices for complying with both Title VII of the Civil Rights Act of 1964, and the U.S. Equal Employment Opportunity Commission’s (EEOC) 2012 Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions.

Setting up an account with HRemp will make you feel like you are having the weight of the world lifted off of your shoulders. Let us diligently work towards uncovering the nefarious backgrounds of your candidates and current employees. You, on the other hand, can now be free to focus on mobilizing your workforce to reach your organization’s goals.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Have you ever hired a driver that turned out to be a risk to your other employees, brand, cargo or the public at large?

No employer wants to find themselves in a situation where their negligent employee has caused some type of chaos from behind the wheel. Research from the U.S. Department of Labor’s Bureau of Labor Statistics showed that in 2013 a total of 1,740 people incurred fatal occupational injuries resulting from motorized land vehicles. This included pedestrian vehicular accidents.

Every type of driving job brings at least some level of inherent risk to your organization. That level of risk varies depending on the role of your employee and the vehicle that they are operating. You cannot afford to be placing a new hire in a position of such risk based solely on their anecdotal history of driving. That is why you need more context to understand the driving capabilities of every employee that you hire for a driving position.

As an employer who is already willing to take on some level of inherent risk, it behooves you to learn more about your job candidates’ driving records. If you neglect to invest resources into taking this preemptive measure, it could really cost your organization thousands of dollars in legal fees, valuable assets, and its brand reputation. Worst of all, it could lead to the death of your employee/employees and/or even innocent bystanders.

If only there was some way to get affordable access to your candidates’ driving records. Some vendors market that they can provide organizations with the right information needed to effectively evaluate their candidates’ driving abilities. Yet many organizations have often found that they cannot incur the exorbitant cost associated with working with such vendors. Even worse, sometimes vendors fall short on conducting thorough and comprehensive driving record searches.

What you need is a service provider that will work with you to achieve your goal of employing safe, skilled, productive and loyal drivers. You need a knowledgeable partner that will strive to present information about your candidates’ driving histories in a customized format that meets your specific needs. And, you need for it to be done at a cost that does not bust your budget.

Fortunately, you can get customized and accurate driving records at an affordable cost. You can be empowered with the type of information you need to properly assess your candidates’ driving proficiencies. You can get access to the details behind your candidates’ on-the-road behaviors. These essential details will enable you to go beyond just confirming that each of your candidates have a valid driver’s license.

While verifying that your candidate has a valid license is a good first step to substantiate that they meet your state’s legal driving requirements, it is imperative that as an employer you get a more granular level view of their driving history by conducting multiple state driving record searches. But with a time-consuming workload, you need user-friendly reports that provide real-time information and up-to-date data on drivers throughout the U.S.

A Department of Motor Vehicles (DMV) record search will allow you to meticulously screen your candidates’ records of driving accidents, and other traffic violations, across the country. While viewing this data, it is important to keep in mind that every state has its own unique laws and requirements. Therefore, it is crucial that you work with a provider that can help you interpret the data properly.

Moreover, you want to be sure to partner with a vendor who can conduct cost-effective commercial driver’s license (CDL) verifications. In recent years, there have been several investigations of commercial driver’s license fraud schemes across the country. As an employer who may be looking to hire commercially licensed drivers, you really need to safeguard your organization from falling victim to such schemes.

A CDL verification can search for records of a driver’s history of commercial licensure on the Commercial Driver’s License Information System (CDLIS). Through a search on the CDLIS, you will be able to confirm if your candidate currently holds a commercial license within the state that they claim. And, the CDLIS search will allow you to verify the states in which your candidate has been licensed in for up to three previous licenses.

You can better ensure the long-term future of your organization by utilizing customized and reasonably priced driving record searches. By making DMV record searches an integral part of your candidate screening process, you mitigate the risk of your organization having to confront an avalanche of calamities.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

There’s no denying that the world of human resource management is constantly evolving. As such, human resource professionals must be able to adapt to ever-changing professional environments in order to be successful. Specifically, there are a few key challenges that human resource professionals are currently facing on a widespread basis. These include technological challenges, greater demands being made by generation Y employees, and the retirement of the baby boomer generation.

Technological Challenges For Human Resource Professionals

One struggle that human resource professionals across the country are facing is conflict over the changing idea of a work schedule. Because of advancements in technology (the widespread use of smartphones, tablets, etc.), many employers these days expect their employees to always be available.

This, combined with the fact that an increasing number of businesses are allowing employees to work remotely, has led to a great deal of conflict between HR departments and employees nation-wide.

Demand for Work/Life Balance

Going off the last point, today’s generation Y workers have made clear that they have a high demand for a better work/life balance than previous generations. Whereas employee happiness and job fulfillment in the past may have been measured on his or her career accomplishments, today’s employees tend to measure career success on other parameters.

As a result, human resource professionals must work to create work environments that promote a healthy work/life balance while still ensuring maximum productivity in the workplace. Only by doing so can they improve employee retention and keep workers motivated.

Baby Boomers and Retirement

Finally, perhaps the biggest challenge that human resource teams are facing (and will continue to face in the next decade) is the fact that many members of the baby boomer generation are beginning to retire. In fact, baby boomers are currently retiring at a rate of nearly 10,000 per day in the United States.

With longstanding workers retiring left and right, human resource professionals face the struggle of finding competent replacements–sometimes, without much notice and especially at the beginning of each year.

The landscape of human resources is certainly changing, and professionals working in the field will be expected to keep up with these changes in the years ahead.

One thing that likely won’t change in HR departments across the country, however, is the need for prospective employee screening processes. Employers need to screen potential employees to minimize the risk of poor hiring decisions. HR departments use pre-employment screening companies to help assess the backgrounds of candidates.

Source: http://theundercoverrecruiter.com/top-hr-challenges-warn-hiring-managers-attract-recruit-retain-best/