New gambling casinos are popping up everywhere, especially in Massachusetts! That means hundreds of new jobs and a boost to the economy. But casino owners and management, even more so than other businesses, need to be aware of whom they are hiring. There is much money changing hands and therefore the risk of theft and even violence. There’s also the risk of sexual assaults due to the large crowds and the fact that, in the 45 to 64 age bracket, women gamblers outnumber men. Add to that the fact that drinks are being served, e.g., the risks of bartenders overserving and patrons’ intoxication.

Everyone knows that casinos have some of the best security and surveillance available. But even the best security is not enough if you hire a dishonest or criminal employee.

Most casinos do a good job of security and surveillance but some do not do as good a job with employee background checks. Some casinos will only check applicants for a criminal record and call previous employers to verify work histories.

Until recently, anyone with a criminal history was not allowed to work in a casino. That included not only the gaming room floor but also anywhere else—restaurant, bar, hotel, parking lot, etc. While those with a criminal history are still not allowed on the gaming room floor, the law (in MA) has recently been amended to allow casinos to hire people in non-gaming employment who have a criminal background. The Gaming Commission can now conduct their own background checks and has sole discretion to determine which jobs will be open to those with a criminal record.

This amendment to the law opens a whole new can of worms. Casino patrons may still be in close contact with thieves and sexual predators in the hotel, restaurant, bar, or parking lot. A smart casino will conduct an extensive background check on ALL potential employees and weed out undesirable characters.

A good, professional employee background check for casinos should cover an applicant’s arrest record, criminal record (CORI), driving record, employment history (including he questioning of former employers), medical records, credit history, educational background, and references check all going back 8 to 10 years, as well as a drug test. And, as we have mentioned in previous blogs, the new HR trend to perform ongoing checks after employment is an excellent idea that will keep a casino business safe.

An example of a background check gone wrong, and at the highest level, is that of Steve Wynn and the new Encore Boston Harbor casino in Everett, MA. Wynn had held the license for the resort, previously called Wynn Resort. He was stripped of the license after it was discovered that he had been accused of rampant sexual assault and had settled out of court for millions of dollars.

Wendy Murphy, writing for the Boston Herald in her article, “Company Background Check Due for Encore,” states that “Potential casino owners go through tough background checks for a reason. The business is tough and there’s a lot of money at stake. The public has a right to expect the people in charge to be trustworthy and watching out for citizens’ interests. Sex offenders don’t fit that bill.”

Now there is a $2.5 billion casino in Everett that is nearly complete but in jeopardy of opening. All because due diligence wasn’t done with regard to a background check.

Wynn’s history is something that would easily have been found out in a professional background check. No one is sure how it was overlooked—on purpose or otherwise. But one thing is sure: If the check had been done by an impartial investigating agency, rather than internally, it would not have been missed and would have been reported.

Why Choose The Hire Authority for Your Background Screening?

Be safe, not sorry. At The Hire Authority we are thorough in our screening, which guarantees that you will receive information that is current and relevant. We care about your security and we will work to keep you safe from harm or unnecessary problems.

We’d be happy to answer any questions you may have and give you a quote. Call (508) 230-5901 or visit our website www.hireauth.com.

The foregoing should not be construed as legal advice. Employers should always consult their own legal counsel for advice on labor and employment matters.