g the employee who caused the perceived injury. The best way to have this type suit dismissed as frivolous is to have a professional and thorough pre-employment screening program in place...a program conducted by a licensed private investigator who specializes in pre-employment screening. The fact is many states (like Florida) have strict laws that govern the private investigation industry thus we are held to a much higher standard than those who do so called "background checks" and are unlicensed. This group of professionals have access to PRIVATE databases that are FCRA, DPPA, and HIPPA complainant, and the necessary release and information forms for you and the applicant, crucial to defending a negligent hiring suit.
What should your final report contain?
Verification of applicant's name, date of birth, and social security number run on a FCRA compliant database.
Nationwide criminal record, again run on a compliant database.
Nationwide sexual predator and offender registry search.
A civil record search in every county the applicant has lived.
A DPPA compliant driving record.
Education and professional license verified.
Results of interviews with current or past employers, landlords, or references
Military record verified ( if applicable).
With these facts in hand, you have not only shown due diligence but have what you need to make an informed hiring or referral decision.
Naturally you should have the option to customize the searches to the meet the demands of the job and not pay for searches you do not need.
Clearly the hiring process is complicated and time consuming and you may well have quesions..feel free to contact my at any time. …