Annual Employee Background Screenings

It’s that time of year again! It’s very important for each employer to have policies and procedures in place to perform annual checks on current employees. Many employers trust employees to self-report any offenses that occur post-hire but what if they don’t? In some cases, this may or may not affect their role with the company in any way. Although usually not required, this process helps maintain the secure running of your facility. Annual checks on employees is a reminder that their personal integrity and accountability is valued by the company they work for. Let MBI Worldwide help maintain the safety of your organization by conducting your annual background screenings.

Andrea Allen
MBI Worldwide

Inside This Issue:

Human Resource Articles of Interest:

Background Screening Articles:

• ICE Releases Guidance on Evaluating Electronic I-9 Systems
• $750,000 EEOC Settlement Highlights Pitfalls of Drug Testing for Prescription Medications by Employers

HUMAN RESOURCE ARTICLES OF INTEREST

Are You Thinking Six Steps Ahead?

In a recent blog ColourJar co-founder Jeff Hoffman described watching the world’s top pool player spend many minutes studying a simple shot. When Hoffman asked her what she was looking for she told him “I’m not looking at this shot – I'm figuring out where I want the cue ball to be six shots from now.”

In the same way, HR Leaders need to think the same way and take the long-term strategic view to be better prepared for surprises.

“This is an inexact science. No one knows the future. But when you take the pulse of a broad cross section of your customers and business partners, who are each experienced in assessing their own buying habits and the trends that impact them, a picture starts to form by connecting what appears at first to be abstract opinions and predictions,” Hoffman said.

“That's what Zappos did... Zappos didn't look at customer service the way it works today. They talked to potential customers to find out where they wanted service to be – six shots from now.”

Tips for HR on how to apply the concept:

To read more click here

BACKGROUND SCREENING NEWS

ICE Releases Guidance on Evaluating Electronic I-9 Systems

The U.S. Immigration and Customs Enforcement (ICE) has released the first-ever official guidance document for evaluating electronically generated and stored I-9 records during an audit. The document provides guidance to Homeland Security Investigations (HSI) special agents and auditors on what information they should collect from employers using electronic I-9 systems as well the minimum electronic audit trail requirements for use in determining I-9 related fines. The regulations require that whenever an electronic I-9 is created, completed, updated, modified, altered or corrected, an electronic I-9 system must create a secure and permanent record that establishes the date accessed, who accessed it, and what action was taken. Employers storing electronic I-9s are also required to maintain an "indexing system" and to "reproduce legible and readable hardcopies" of the electronically completed and retained I-9 forms. Employers are well advised to partner with a vendor that takes the most conservative approach to audit trails (and the regulations) in designing their software.

'To read more click here

$750,000 EEOC Settlement Highlights Pitfalls of Drug Testing for Prescription Medications by Employers

An auto parts manufacturer has entered into a consent decree with the Equal Employment Opportunity Commission (EEOC) requiring it to pay $750,000 to a group of current and former employees at its Lawrenceburg, Tennessee facility based on allegations that company drug testing practices violated the Americans with Disabilities Act (ADA).The EEOC alleged that the company tested all of its employees for 12 substances, including certain legally prescribed drugs, in violation of the ADA. It also alleged that the company required those employees who tested positive for legally prescribed medications to disclose the medical conditions for which they were taking the medications and to cease taking them. The company then suspended employees until they stopped taking their prescription medications and fired those who were unable to perform their job duties without the benefit of the medications. Employers must ensure that testing for prescription medications is job-related and consistent with business necessity. Also, employers should not have blanket rules prohibiting employees from using certain prescription medications without undertaking an individualized assessment of the particular employee's situation.

To read more, click here

MBI FEATURED OFFERINGS