Background check

Last updated

A background check is a process a person or company uses to verify that an individual is who they claim to be, and this provides an opportunity to check and confirm the validity of someone's criminal record, education, employment history, and other activities from their past. The frequency, purpose, and legitimacy of background checks vary among countries, industries, and individuals. An employment background check typically takes place when someone applies for a job, but it can also happen at any time the employer deems necessary. A variety of methods are used to complete these checks including comprehensive database search and personal references.

Contents

History

In America

In the 2000s, background checks became far more common after 9/11. [1]

Purposes

There are 17 common types of background checks employers use to verify a new hire. The checks can include:


Each check is briefly explained along with its purpose and how it helps employers make informed hiring decisions. [2]

Employment screening

Employers often request background checks on job candidates for employment screening, especially for candidates seeking a position that requires high security or a position of trust, such as in a school, courthouse, hospital, financial institution, airport, and government. Background checks in the corporate realm have become a commonplace practice for many companies, aimed at mitigating legal liabilities and preventing adverse actions within their workforce.

They can also be requested when purchasing a firearm (from a legal authorization). A government agency traditionally administers these checks for a nominal fee, but private companies can also administer them. [3] Results of a background check typically include past employment verification, credit history, and criminal history. The objective of background checks is to ensure the safety and security of the employees in the organization. [4]

These checks are often used by employers as a means of judging a job candidate's past mistakes, character, and fitness, and to identify potential hiring risks for safety and security reasons. Background checks are also used to thoroughly investigate potential government employees to be given a security clearance. [3] However, these checks can sometimes be used for illegal purposes, such as unlawful discrimination (or employment discrimination), identity theft, and violation of privacy. [5]

Checks are frequently conducted to confirm information found on an employment application or résumé/curriculum vitae. One study showed that half of all reference checks done on prospective employees differed between what the job applicant provided and what the source reported. [6] They are also conducted as a way to differentiate potential employees further and pick the one the employer feels is best suited for the position. Employers are obligated to ensure their work environment is safe for all employees and helps prevent other employment problems in the workplace. [7]

Firearms purchases

In the United States, the Brady Bill requires criminal checks for those wishing to purchase handguns from licensed firearms dealers. Restricted firearms (like machine guns), suppressors, explosives or large quantities of precursor chemicals, and concealed weapons permits also require criminal checks. [8] Checks are also required for those working in positions with special security concerns, such as trucking, ports of entry, and airports (including airline transportation). [9] Laws exist to prevent those who do not pass a criminal check from working in careers involving the elderly, disabled, or children. [10]

Pre-employment screening

Pre-employment screening refers to the process of investigating the backgrounds of potential employees and is commonly used to verify the accuracy of an applicant's claims as well as to discover any possible criminal history, workers compensation claims, or employer sanctions. [11]

Brazil

The Brazilian legal system prohibits discrimination against people. Many people consider background checks to be discriminatory.

Regulation and Laws on Background Checks

Netherlands

It is the responsibility of the employer to treat all personal information collected from the employee as confidential information and to limit the access to this information within the organization. The employer cannot retain the personal information from the applicant and must have protective measures in case of data breach. The employer must give the applicant the ability to access the personal information being held about them. Dutch Data Protection Authority must be notified of the background check. [12]

Restrictions and Laws on Background checks

Poland

The first Polish research on the issue of pre-employment screening shows that 81% of recruiters have come across the phenomenon of lies in the CVs of candidates for the job. [13] It is the responsibility of the employer to collect necessary information and to protect it so that only certain people in the organization can access it. The applicant must receive a copy of the background check so that the applicant has the opportunity to make sure that the information in the background check is correct. The employer is not permitted to keep the personal information for a longer period than necessary. [12]

Restrictions and Laws on Background checks

United Kingdom

The employer has to treat the personal information from the applicant as confidential. The applicant has to receive a copy of the background to check or update the information that appears on the background check. The employer can not retain the information more than it is necessary. The employer has to give any one who comes in contact with the information of the applicant a code of conduct. The company has to go through an audit to make sure they are complying and protecting the data. [12]

Restrictions and Laws on Background Checks

Since the onset of the financial crisis of 2007–2010, the level of fraud has almost doubled and some experts have predicted that it will escalate further. [14] Background-checking firm Powerchex has claimed the number of applicants lying on their applications has been increasing since the summer of 2007 when the financial crisis began. [15] In 2009, Powerchex claimed that nearly one in 5 applicants has a major lie or discrepancy on his or her application. [16] Almost half (48%) of organizations with fewer than 100 staff experienced problems with vetted employees. [17] The research shows how many failures occurred in the relationship between employer and employee over the years and what dangers it brings. Applicants usually lie about additional skills (85%), dates of employment (58%), responsibilities (53%) or positions (28%). [18]

Regulation

[19] The Financial Services Authority states in their Training & Competence guidance that regulated firms should have:

  • Adequacy of procedures for taking into account knowledge and skills of potential recruits for the role
  • Adequacy of procedures for obtaining sufficient information about previous activities and training
  • Adequacy of procedures for ensuring that individuals have passed appropriate exams or have appropriate exemptions
  • Adequacy of procedures for assessing competence of individuals for sales roles

The Financial Services Authority's statutory objectives:

  1. Protecting consumers
  2. Maintaining market confidence
  3. Promoting public awareness
  4. Reducing financial crime

United States

The employer must obtain consent from the applicant granting approval of the background check. [20] The employer must be in accordance with the Fair Credit Reporting Act. [12] The employers have to guarantee that they will not discriminate against the applicant.

Most notably, the Fair Credit Reporting Act (FCRA) regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to the applicant, and destruction and safekeeping of records. If a consumer report is used as a factor in an adverse hiring decision, the applicant must be presented with a "pre-adverse action disclosure," a copy of the FCRA summary of rights, and a "notification of adverse action letter." Individuals are entitled to know the source of any information used against them, including a credit reporting company. Individuals must also consent in order for the employer to obtain a credit report. [21]

Restriction and laws on Background Check

Florida

Title XLV, section 768.095 of the Florida Statutes is a law that allows former employers to disclose information about an employee to a future employer, protecting employers from negligent hiring liabilities. Employers use disclosed information from past employers when a background check does not provide enough information on the employee. Employers have to verify that the information disclosed to them is true because if it is false, the employer will be violating the civil rights of the employee. [22]

Obtaining background checks

There are a variety of types of investigative searches that can be used by potential employers. Many commercial sites will offer specific searches to employers for a fee. Services like these will actually perform the checks, supply the company with adverse action letters, and ensure compliance throughout the process. It is important to be selective about which pre-employment screening agency one uses. A legitimate company will maintain a background check policy and will explain the process.

Many employers choose to search the most common records such as criminal records, driving records, and education verification. Other searches such as sex offender registry, credential verification, skills assessment, reference checks, credit reports and Patriot Act searches are becoming increasingly common. [23]

Larger companies are more likely to outsource than their smaller counterparts – the average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks. [24] Financial service firms had the highest proportion of respondents who outsource the service, with over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider. [25] The construction and property industry showed the lowest level of outsourcing, with 89% of such firms in the sample carrying out checks in-house, making the overall average 16%. This can increase over the years. [26] Companies that choose to outsource must be sure to use companies that are Fair Credit Reporting Act (FCRA) compliant. Companies that fail to use an FCRA compliant company may face legal issues. [27]

As a general rule, employers may not take adverse action against an applicant or employee (not hiring or terminating them), solely on the basis of results obtained through a database search. Database searches, as opposed to source records searches (search of actual county courthouse records), are notoriously inaccurate, contain incomplete or outdated information, and should only be used as an added safety net when conducting a background check. Failure by employers to follow FCRA guidelines can result in hefty penalties. [28]

Criminal records

In the United States, the employer could use criminal records as verification as long as the employer does not discriminate based on race, color, religion, sex or national origin, as analyzed under the disparate treatment and disparate impact frameworks. [29] There are several types of criminal record searches available to employers, some more accurate and up to date than others. These "third party" background checking agencies cannot guarantee the accuracy of their information, thus many of them have incomplete records or inaccurate records. The only way to conduct an accurate background check is to go directly through the state. Most times using the state of choice is much cheaper than using a "third party" agency. Many websites offer the "instant" background check, which will search a compilation of databases containing public information for a fee. These "instant" searches originate from a variety of sources, from statewide court and corrections records to law enforcement records which usually stem from county or metro law enforcement offices. There are also other database-type criminal searches, such as statewide repositories and the national crime file. A commonly used criminal search by employers who outsource is the county criminal search. [30]

Social media

Employers could use social media as tool to conduct a background check on an applicant. [1] An employer could check the applicant's Facebook, Twitter, and LinkedIn accounts to see how the applicant behaves outside of work. U.S. employers are legally prohibited from taking into account anything they discover about a person's marital status, sexual orientation, religion, or political views when making the final decision to hire or not hire the applicant. [31] Some companies provide Media Mentions Reports collected from open sources including Social Media public accounts.

Character reference checks

Employers may investigate past employment to verify position and salary information. More intensive checks can involve interviews with anybody that knew or previously knew the applicant—such as teachers, friends, coworkers, neighbors, and family members; however, extensive hearsay investigations in background checks can expose companies to lawsuits. Past employment and personal reference verifications are moving toward standardization with most companies in order to avoid expensive litigation. These usually range from simple verbal confirmations of past employment and timeframe to deeper, such as discussions about performance, activities and accomplishments, and relations with others. The past experiences and the companies which have provided these experiences are also verified and researched upon to detect frauds. [32]

Identity and address verification

A fraudulent SSN may be indicative of identity theft, incorrect claims of citizenship status, or concealment of a "past life". Background screening firms usually perform a Social Security trace to determine where the applicant or employee has lived. The hiring of undocumented workers has become an increasing issue for American businesses since the formation of the Department of Homeland Security and its Immigration and Customs Enforcement (ICE) division, as immigration raids have forced employers to consider including legal working status as part of their background screening process.[ citation needed ] All employers are required to keep government Form I-9 documents on all employees and some states mandate the use of the federal E-Verify program to research the working status of Social Security numbers. With increased concern for right-to-work issues, many outsourcing companies are sprouting in the marketplace to help automate and store Form I-9 documentation. [33]

Credit check

Credit checks are conducted for applicants who are applying to positions that deal with financial records or deal with a lot of money. [34] For example, in the state of Illinois, employers could use an applicant's credit history, only the credit score is considered satisfactory. [35] Individuals must also give consent in order for the employer to obtain a credit report. Pre-employment credit reports do not include a credit score. A pre-employment credit report will show up on an individual's credit report as a "soft inquiry" and do not affect the individual's credit score. [36]

Controversies

Drug tests and credit checks for employment are highly controversial practices. According to the Privacy Rights Clearinghouse, a project of the Utility Consumers' Action Network (UCAN): "While some people are not concerned about background investigations, others are uncomfortable with the idea of investigators poking around in their personal histories. In-depth checks could unearth information that is irrelevant, outdated, taken out of context, or just plain wrong. A further concern is that the report might include information that is illegal to use for hiring purposes or which comes from questionable sources."

In May 2002, allegedly improper post-hire checks conducted by Northwest Airlines were the subject of a civil lawsuit between Northwest and 10,000 of their mechanics.

In the case of an arrest that did not lead to a conviction, employment checks can continue including the arrest record for up to seven years, per § 605 of the Fair Credit Reporting Act:

Except as authorized under subsection (b) of this section, no consumer reporting agency may make any consumer report containing . . . Civil suits, civil judgments, and records of arrest that from date of entry, antedate the report by more than seven years or until the governing statute of limitations has expired, whichever is the longer period.

Subsection (b) provides for an exception if the report is in connection with "the employment of any individual at an annual salary which equals, or which may reasonably be expected to equal $75,000, or more". [37]

Some proposals for decreasing potential harm to innocent applicants include:

In New Zealand, criminal checks have been affected by the Criminal Records (Clean Slate) Act 2004 , which allows individuals to legally conceal "less serious" convictions from their records provided they had been conviction-free for at least seven years.

In Michigan, the system of criminal checks has been criticized in a recent case where a shooting suspect was able to pass an FBI check to purchase a shotgun although he had failed the check for a state handgun permit. According to the spokesman of the local police department,

"... you could have a clear criminal history but still have contacts with law enforcement that would not rise to the level of an arrest or conviction [that can be used] to deny a permit whether or not those involved arrests that might show up on a criminal history." [38]

The Brady Campaign to Prevent Gun Violence has criticized the federal policy, which denies constitutional rights based on a criminal check only if the subject has been accused of a crime.

See also

Related Research Articles

A security clearance is a status granted to individuals allowing them access to classified information or to restricted areas, after completion of a thorough background check. The term "security clearance" is also sometimes used in private organizations that have a formal process to vet employees for access to sensitive information. A clearance by itself is normally not sufficient to gain access; the organization must also determine that the cleared individual needs to know specific information. No individual is supposed to be granted automatic access to classified information solely because of rank, position, or a security clearance.

<span class="mw-page-title-main">Criminal record</span> Record of a persons criminal history

A criminal record is a record of a person's criminal convictions history. The information included in a criminal record and the existence of a criminal record varies between countries and even between jurisdictions within a country. In most cases it lists all non-expunged criminal offences and may also include traffic offences such as speeding and drunk driving. In most countries a criminal record is limited to unexpunged and unexpired actual convictions, while in some it can also include arrests, charges dismissed, charges pending and charges of which the individual has been acquitted. The term rap sheet refers to Record of Arrest and Prosecution, similar to a criminal record.

<span class="mw-page-title-main">Fair Credit Reporting Act</span> U.S. federal legislation

The Fair Credit Reporting Act (FCRA), 15 U.S.C. § 1681 et seq., is federal legislation enacted to promote the accuracy, fairness, and privacy of consumer information contained in the files of consumer reporting agencies. It was intended to shield consumers from the willful and/or negligent inclusion of erroneous data in their credit reports. To that end, the FCRA regulates the collection, dissemination, and use of consumer information, including consumer credit information. Together with the Fair Debt Collection Practices Act (FDCPA), the FCRA forms the foundation of consumer rights law in the United States. It was originally passed in 1970, and is enforced by the U.S. Federal Trade Commission, the Consumer Financial Protection Bureau, and private litigants.

A credit history is a record of a borrower's responsible repayment of debts. A credit report is a record of the borrower's credit history from a number of sources, including banks, credit card companies, collection agencies, and governments. A borrower's credit score is the result of a mathematical algorithm applied to a credit report and other sources of information to predict future delinquency.

Negligence in employment encompasses several causes of action in tort law that arise where an employer is held liable for the tortious acts of an employee because that employer was negligent in providing the employee with the ability to engage in a particular act. Four basic causes of action may arise from such a scenario: negligent hiring, negligent retention, negligent supervision and negligent training. While negligence in employment may overlap with negligent entrustment and vicarious liability, the concepts are distinct grounds of liability. The doctrine that an employer is liable for torts committed by employees within the scope of their employment is called respondeat superior.

<span class="mw-page-title-main">Transportation Worker Identification Credential</span> Identification card

The Transportation Worker Identification Credential program is a Transportation Security Administration (TSA) and U.S. Coast Guard initiative in the United States. The TWIC program provides a tamper-resistant biometric credential to maritime workers requiring unescorted access to secure areas of port facilities, outer continental shelf facilities, certain manufacturing facilities, and vessels regulated under the Maritime Transportation Security Act of 2002, or MTSA, and all U.S. Coast Guard credentialed merchant mariners. As of May 2014, there were 2,999,058 people enrolled in the program. Those seeking unescorted access to secure areas aboard affected vessels, and all Coast Guard credentialed merchant mariners, must obtain a TWIC. The new measures were fully implemented on April 15, 2009. To obtain a TWIC, an individual must provide biographic and biometric information such as fingerprints, sit for a digital photograph and successfully pass a security threat assessment conducted by TSA.

MIB Group, Inc. or MIB is a membership corporation owned by approximately 430 member insurance companies in the United States and Canada. Formed in 1902 and based in Braintree, Massachusetts, MIB provides services designed to protect insurers, policyholders, and applicants from attempts to conceal or omit information material to underwriting life & health insurance.

Spokeo is a people search website that aggregates data from online and offline sources.

Data aggregation is the compiling of information from databases with intent to prepare combined datasets for data processing.

The Security Through Regularized Immigration and a Vibrant Economy Act of 2007 or STRIVE Act of 2007 is proposed United States legislation designed to address the problem of illegal immigration, introduced into the United States House of Representatives. Its supporters claim it would toughen border security, increase enforcement of and criminal penalties for illegal immigration, and establish an employment verification system to identify illegal aliens working in the United States. It would also establish new programs for both illegal aliens and new immigrant workers to achieve legal citizenship. Critics allege that the bill would turn law enforcement agencies into social welfare agencies as it would not allow CBP to detain illegal immigrants that are eligible for Z-visas and would grant amnesty to millions of illegal aliens with very few restrictions.

HireRight is a global family of background screening companies based in Nashville, Tennessee.

<span class="mw-page-title-main">E-Verify</span> Website to determine US work eligibility

E-Verify is a United States Department of Homeland Security (DHS) website that allows businesses to determine the eligibility of their employees, both U.S. and foreign citizens, to work in the United States. The site was originally established in 1996 as the Basic Pilot Program to prevent companies from hiring people who had violated immigration laws and entered the United States illegally. In August 2007, the DHS started requiring all federal contractors and vendors to use E-Verify. The Internet-based program is free and maintained by the United States government. While federal law does not mandate use of E-Verify for non-federal employees, some states have mandated use of E-Verify or similar programs, while others have discouraged the program.

The Work Number is an American employment verification database created in 1985 by Talx Corporation. Talx, was acquired by Equifax Inc. in February 2007 for US$1.4 billion.

Online vetting, also known as cyber-vetting is used by potential employers and other acquaintances to vet people's online presence or "internet reputation" ("netrep") on search engines such as Google and Yahoo, and social networking services such as Facebook, Twitter, Instagram and LinkedIn. Employers may check profiles, posts, and photographs for indications that the candidate is unsuitable for a certain job or position.

The Consumer Data Industry Association (CDIA) is the trade association for the various consumer reporting companies in the United States. It represents around 200 consumer data companies that provide fraud prevention and risk management products, credit and mortgage reports, resident and employment screening services, check fraud and verification services, and collection services to individuals and companies. The nationwide consumer reporting companies Equifax, Experian and TransUnion are among its members.

"'Tenant screening'" is used primarily by residential landlords and property managers to evaluate prospective tenants. The purpose is to assess the likelihood the tenant will fulfill the terms of the lease or rental agreement and will also take great care of the rental property in question. The process culminates in a decision as to whether to approve the applicant, approve the applicant conditionally, or deny tenancy.

Expungement in Texas is a legal process through which individuals seek erasure of an event from their criminal records.

Ban the Box is an American campaign by advocates for ex-offenders aimed at removing the check box that asks if applicants have a criminal record from hiring applications. Its purpose is to enable ex-offenders to display their qualifications in the hiring process before being asked about their criminal records. The premise of the campaign is that anything that makes it harder for ex-offenders to find a job makes it likelier that they will reoffend, which is bad for society.

Financial privacy laws regulate the manner in which financial institutions handle the nonpublic financial information of consumers. In the United States, financial privacy is regulated through laws enacted at the federal and state level. Federal regulations are primarily represented by the Bank Secrecy Act, Right to Financial Privacy Act, the Gramm-Leach-Bliley Act, and the Fair Credit Reporting Act. Provisions within other laws like the Credit and Debit Card Receipt Clarification Act of 2007 as well as the Electronic Funds Transfer Act also contribute to financial privacy in the United States. State regulations vary from state to state. While each state approaches financial privacy differently, they mostly draw from federal laws and provide more stringent outlines and definitions. Government agencies like the Consumer Financial Protection Bureau and the Federal Trade Commission provide enforcement for financial privacy regulations.

A social media background check is an investigative technique that involves scrutinizing the social media profiles and activities of individuals, primarily for pre-employment screening and other official verifications. These checks are performed to review people's online behavioral history on social media websites such as Facebook, Twitter, and LinkedIn. Social media background checks have become a common part of recruitment processes, among other verification procedures.

References

  1. 1 2 Lain Kennedy, Joice (2008-01-03) [2007, the majority was completed by this year]. Job Interviews for Dummies (3rd ed.). Indianapolis: Wiley Publishing, Inc. p. 280. ISBN   9780470177488.
  2. ↑ "The Ultimate Guide To All Types of Background Checks". The Justice Collaborative. Archived from the original on April 30, 2023. Retrieved 6 March 2023.
  3. 1 2 "Is Reform Possible? Checks, Smoke, and Mirrors", National Security and Double Government, Oxford University Press, 2014, doi:10.1093/acprof:oso/9780190206444.003.0006, ISBN   9780190206444
  4. ↑ Bushway, Shawn D.; Nieubeerta, Paul; Blokland, Arjan (February 2011). "The Predictive Value of Criminal Background Checks: Do Age and Criminal History Affect Time to Redemption?*". Criminology. 49 (1): 27–60. doi:10.1111/j.1745-9125.2010.00217.x. ISSN   0011-1384.
  5. ↑ Guojian, Yao (2009), "Identity Discrimination In Employment - Household Registration And Regional Origin", Taking Employment Discrimination Seriously: Chinese and European Perspectives, Brill, pp. 133–156, doi:10.1163/ej.9789004177178.i-306.30, ISBN   9789004177178
  6. ↑ "ASUW Students Attorney Program". Archived from the original on October 14, 2012.
  7. ↑ "The Attorney General's Report on Criminal History Background Checks" (PDF). Usdoj.gov. Archived (PDF) from the original on 2009-05-30. Retrieved 2013-10-25.
  8. ↑ Davidson, Charlie (2009-06-24). "The Brady Gun Background Check Act". Fbinicsystem.com. Archived from the original on 28 August 2013. Retrieved 23 August 2013.
  9. ↑ Meng, Xiao-Li (2012-09-24). "Enhanced security checks at airports: minimizing time to detection or probability of escape?". Stat. 1 (1): 42–52. doi:10.1002/sta4.6. ISSN   2049-1573. S2CID   15159478.
  10. ↑ Singh, Romila (2014). "To stay or to leave: Factors that differentiate women currently working in engineering from those who left the profession". Women in STEM Careers: 39–56. doi:10.4337/9781781954072.00011. ISBN   9781781954072.
  11. ↑ "Firing employees with open workers' compensation claims". Dental Abstracts. 53 (5): 246. September 2008. doi:10.1016/j.denabs.2008.04.022. ISSN   0011-8486.
  12. 1 2 3 4 "A Global Guide to Background Checks" (PDF). The Mayer Brown Practices. 2015.
  13. ↑ Bauman, Kevin (August 2017). "A Twenty-First-Century Social Contract between Employers and Job Candidates". Employment Relations Today. 44 (2): 13–19. doi:10.1002/ert.21620. ISSN   0745-7790.
  14. ↑ Fraud doubles yet expert says the worst is still to come Archived July 27, 2009, at the Wayback Machine
  15. ↑ Jessica Shepherd (August 6, 2009). "Under-21s told 29% more lies on job applications this year than last". The Guardian . Archived from the original on March 6, 2016. Retrieved May 13, 2012.
  16. ↑ "Annual pre-employment Screening Survey" (PDF). Powerchex.co.uk. Archived from the original (PDF) on 2011-10-01. Retrieved 2012-06-17.
  17. ↑ "Figure 1.4. Fewer than half of the adult population has attained at least upper-secondary education". doi:10.1787/888933590777.{{cite journal}}: Cite journal requires |journal= (help)
  18. ↑ Brown, Richard F.; Owens, Myra; Bradley, Cathy (December 2011). "Employee to employer communication skills: balancing cancer treatment and employment". Psycho-Oncology. 22 (2): 426–33. doi:10.1002/pon.2107. ISSN   1057-9249. PMID   22162192. S2CID   13515755.
  19. ↑ "Figure 2.1. Capital adequacy ratio". 2012. doi:10.1787/888932575940.{{cite journal}}: Cite journal requires |journal= (help)
  20. ↑ Doyal, L.; Tobias, J S; Warnock, M.; Power, L.; Goodare, H. (1998-03-28). "Ethical debate: Informed consent in medical research Informed consent---a response to recent correspondence Changing the BMJ's position on informed consent would be counterproductive Informed consent---a publisher's duty Trial subjects must be fully involved in design and approval of trials Studies that do not have informed consent from participants should not be published". BMJ. 316 (7136): 1000–1005. doi:10.1136/bmj.316.7136.1000. ISSN   0959-8138. PMC   1112852 . PMID   9550964.
  21. ↑ "Learn more". Consumer Financial Protection Bureau. Retrieved 2019-04-18.
  22. ↑ "The 2012 Florida Statutes". Florida Senate. Archived from the original on July 17, 2013. Retrieved July 16, 2013.
  23. ↑ "NHS Employers advise on criminal records checks". BMJ: newshound06092. 2008-09-03. doi:10.1136/bmj.a1541. ISSN   0959-8138. S2CID   220107649.
  24. ↑ "larger-companies-more-likely-to-oust-ceos". SAGE Business Researcher. 2018. doi:10.1177/237455680429.n2.
  25. ↑ Beybutov, E. (March 2009). "Managing of information security with outsource service provider". 2009 International Siberian Conference on Control and Communications. IEEE. pp. 62–66. doi:10.1109/sibcon.2009.5044831. ISBN   9781424420070. S2CID   39764748.
  26. ↑ Timekeeping instruments. Conditions for carrying out checks on radioluminescent deposits, BSI British Standards, doi:10.3403/02616491
  27. ↑ "FDI Act Reporting Requirements", Depository and Lending Institutions: Banks and Savings Institutions, Credit Unions, Finance Companies, and Mortgage Companies, American Institute of Certified Public Accountants, Inc., 2017-09-22, pp. 659–695, doi:10.1002/9781119473404.app1, ISBN   9781119473404, S2CID   169002313
  28. ↑ "Bellwether Settlement For $5.9 Million Given Preliminary Approval For FCRA Class Action Involving Criminal History Information : Workplace Class Action Litigation : Lawyers & Attorneys for Labor & Employment Law Litigation, Counseling, Employee Relations : Seyfarth Shaw LLP". Workplaceclassaction.com. Archived from the original on June 15, 2012. Retrieved 2012-06-17.
  29. ↑ Hilton, Clarence (2001-04-10). "The Impact of Deployments of the Army National Guard and United States Army Reserve on Employer Relationships". Fort Belvoir, VA. doi: 10.21236/ada394057 .{{cite journal}}: Cite journal requires |journal= (help)
  30. ↑ Henderson, Stephen E. (2012). "American Bar Association Criminal Justice Standards on Law Enforcement Access to Third Party Records". SSRN Working Paper Series. doi:10.2139/ssrn.2130951. ISSN   1556-5068.
  31. ↑ "Employer Brand Positioning and Differentiation", Employer Brand Management, John Wiley & Sons, Inc., 2015-09-26, pp. 109–121, doi:10.1002/9781119208051.ch10, ISBN   9781119208051
  32. ↑ Patten, Thomas H. (December 1993). "The corporate learning center: Two companies' experiences in employment development". Employment Relations Today. 20 (4): 411–418. doi:10.1002/ert.3910200407. ISSN   0745-7790.
  33. ↑ "Income tax plus employees' and employers' social security contributions". 2010-05-11. doi:10.1787/tax_wages-2009-grapho_1-en.{{cite journal}}: Cite journal requires |journal= (help)
  34. ↑ "Darracott, Sir William, (1860–2 March 1947), JP Deal; President Deal, Walmer and District Conservative Association", Who Was Who, Oxford University Press, 2007-12-01, doi:10.1093/ww/9780199540884.013.u224453
  35. ↑ "Loan-only CDS", Credit Derivatives and Structured Credit Trading, John Wiley & Sons (Asia) Pte. Ltd., 2012-03-20, pp. 125–131, doi:10.1002/9781118390412.ch7, ISBN   9781118390412
  36. ↑ Bartik, Alexander; Nelson, Scott (2016). "Credit Reports as RRsumms: The Incidence of Pre-Employment Credit Screening". SSRN Working Paper Series. doi:10.2139/ssrn.2759560. ISSN   1556-5068. S2CID   197640500.
  37. ↑ "Fair Credit Reporting Act". Ftc.gov. Archived from the original on 2012-06-15. Retrieved 2012-06-17.
  38. ↑ Kathy Barks Hoffman, Associated Press, 10:33 am EDT Apr 13, "Mich. shooting suspect was denied permit"
This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.