At Times, You May Need The Professional Services Of A
Florida Private Investigator.
Florida, Title XLV, section 768.095,
of the Florida Statutes protects employers from negligent hiring
liabilities, provided they attempt to conduct certain screening
procedures. Employers who follow these steps will be presumed not to have
been negligent when hiring if a background check fails to reveal any
records on an applicant.
There are a variety of types of
investigative searches that can be used by potential employers or an
individual. Most Common Background Checks are criminal records, driving
records, and education verification. Other checks may include sex offender
registry, credential verification, skills assessment, reference checks,
Employers or individual should consider the
position or association in question when determining which types of
searches to include, and should always use the same searches for every
applicant being considered for one.
Types Of Maritime
Criminal Background Checks.
arrest, incarceration, and sex offender records 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
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.
Citizenship, immigration, or legal working status
The hiring of undocumented workers has become an issue for
American businesses since the forming of the Department of Homeland
Security and its Immigrations and Customs Enforcement (ICE) division.
Many history making immigration raids over the past two years have
forced employers to consider including legal working status as part of
their background screening process.
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.
Some jobs are only available to citizens who are residents of that
country due to security concerns.
Employers may want to identify potential employees who routinely file
discrimination lawsuits. It has also been alleged that in the U.S.,
employers that do work for the government do not like to hire
whistleblowers who have a history of filing qui tam suits.
Driving and Vehicle Records
Employers that routinely hire drivers
or are in the transportation sector seek drivers with clean driving
records-i.e., those without a history of accidents or traffic tickets.
Department of Motor Vehicles and Department of Transportation records
are searched to determine a qualified driver.
Social Media Background Check Are Now The Next
Generation Of Your Internet Activities And Associates.
Drug tests are used for a variety of reasons - corporate
ethics, measuring potential employee performance, and keeping workers'
compensation premiums down.
are used primarily to see if the potential employee had graduated from
high school (or a GED) or received a college degree, graduate degree, or
some other accredited university degree. There are reports of SAT scores
being requested by employers as well.
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.
Credit history, liens, civil judgments,
bankruptcy, and tax information may be included in the report. Applicant
Must Express Permission For This Checks.
A government authority that has some oversight over professional
conduct of its licensees will also maintain records regarding the
licensee, such as personal information, education, complaints,
investigations, and disciplinary actions.
Medical, Mental, and
Physiological evaluation and records
These records are generally
not available to consumer reporting agencies, background screening
firms, or any other investigators without documented, written consent of
the applicant, consumer or employee.
Although not as common today as it was in the
past fifty years, employers frequently requested the specifics of one's
employment in the government relating in a field of national security,
law enforcement, or other field of safety or security may look into a
persons background not disclosed in applications. Those who fail a
polygraph test may not be selected. In the United States laws regarding
the use are under the Employee Polygraph Protection Act.
Social Security Number
(or equivalent outside the US). A
fraudulent SSN may be indicative of identity theft, insufficient
citizenship, or concealment of a "past life". Background screening firms
usually perform a Social Security trace to determine where the applicant
or employee has lived.