PLEASE NOTE: The Hire Authority will be conducting business throughout the COVID-19 (Coronavirus) crisis. Our internal office is staffed with both owners and essential personnel and we also have remote staff workers, so our product (employment screening background checks) will continue without interruption.
—  Phil Sharkey, PBSA, LPDAM, The Hire Authority, Inc.
(508) 230-5901 / www.hireauth.com

At a press conference Friday, Massachusetts Gov. Charlie Baker announced that the state would move forward with phase two of its reopening plan on Monday, June 22, advancing into “step two,” 10 days after the phase began. (For the complete plan, including guidelines and restrictions visit:

http://www.mass.gov/info-details/reopening-four-phase-approach.)

That means that come Monday, indoor dining and close-contact personal services, like nail salons, will be allowed to reopen. It also means that offices, which were previously capped at 20% capacity, may welcome back employees up to 50% capacity, and that retailers can open fitting rooms by appointment.

Already Open under Phase 1/Phase 2 Step1:

Essential businesses, banks/financial services, nannies/babysitting, real estate open houses, construction, firearm retailers/shooting ranges, home remodeling (non-construction-related), manufacturing, places of worship, auto dealers (curbside only), car washes, drive-in movies, hair salons/barbershops, general office spaces, lab space, libraries (curbside only), pet grooming, retail (curbside only), hotels/restaurants (restaurants outside only), driving schools (online only), beaches, golf courses, parks, fishing/hunting/boating, outdoor adventure activities, outdoor gardens, zoos, outdoor fitness classes.

Opening under Phase 2 Step 2:

Home remodeling (construction-related), auto dealers (browsing inside allowed), retail (browsing inside allowed), driving schools (behind the wheel), occupational schools (for the limited purposes of permitting students to complete a degree, program, or prerequisite for employment, or other similar requirement for completion), personal services that don’t involve close personal contact (such as photography, window washers, career coaching), close contact personal services (such as massage therapy, nail salons, tattoo parlors, electrolysis studios), personal trainers, restaurants (indoors), flight schools, beer gardens/breweries/wineries/distilleries (if providing seated food service under retail food permits issued by municipal authorities), non-athletic instructional classes in arts/education/life skills (under 18 years of age, in groups of fewer than 10), funeral homes, warehouses/distribution centers, fraternal orders (with restrictions), outdoor driving ranges, day camps, organized youth and adult amateur sports programs/activities (limited), professional sports practice and training programs, other outdoor recreational facilities (pools, playgrounds, spray decks, mini golf, go karts, batting cages, climbing walls), outdoor historical sites.

Protect Your Business!

With strict government restrictions in place, businesses will want to make extra sure that the employees they hire are above reproach and can be trusted—an infringement could mean a shutdown of the business. Summer-only businesses will be hiring brand new employees and other businesses may be hiring new also because of employees who left during the shutdown.

Let Phase 2 Step 2 serve as a reminder that a thorough employee background check is in order to protect your business, your customers, and your employees.

Some summer businesses involve employees responsible for children—day camps, organized youth sports programs/activities, outdoor pools, playgrounds, spray decks, mini golf, go karts, batting cages, and climbing walls—making an employee background check even more crucial in order to protect those most vulnerable.

With regard to retail, you don’t want to reopen a business that’s been closed and losing revenue for three months only to have money or inventory stolen, or worse, face a lawsuit for sexual harassment or violent behavior.

Every business needs to do a thorough employee background check before they hire new staff.

What Does a Thorough Employee Background Check Involve?

A thorough employment background check should include misdemeanor and felony criminal records searches at the county, state, and national levels; sex-offender status searches; Social Security number traces and validations; employment and/or education verifications; professional license verifications; reference checks, credit reports, civil records, motor vehicle records; military records verifications; workers’ compensation history; healthcare sanction checks; and address history checks.

Post-COVID-19 Health Checks

Furthermore, post-COVID-19, employers should check to make sure that new hires or even rehires do not have the virus. Legally, employers can:
• Ask employees if they have symptoms, if they keep the information confidential;
• Take employee body temperatures;
• Require employees to stay home if they have symptoms;
• Require doctors’ notes from employees returning to work;
• Screen job applicants for symptoms after making a conditional job offer, if this is done for all entering employees;
• Delay the start date of an applicant with symptoms;
• And withdraw a job offer when the applicant should start immediately, but can’t due to symptoms.

We hope that this reminder has made clear the importance of employee background checks as we move into Phase 2 Step 2 of Governor Baker’s plan. Enjoy the reopening of your business and call us at (508) 230-5901 or visit our website www.hireauth.com with any questions you may have and we’ll give you a quote. We’re happy to help!

Why Choose The Hire Authority for Employee Background Screening?

It’s important that employee background checks be done by a professional, experienced, and expert team that’s aware of FCRA compliance and other laws with regard to pre- and post-employment checks. The Hire Authority makes sure to keep up to date with all recent legislation and regulation. We are thorough in our screening, providing current and relevant information, and we care about your security.

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