With the introduction of the new COVID vaccine and COVID numbers going down, restrictions on businesses are lessening. Now is a good time to do a “spring cleaning” with regard to employee background screening: restaurants will be allowing more patrons, retail will be ready to do more business, and some businesses will be ready to go back to work onsite. All of this means that the need for qualified employees will be on the increase.

A Lot Can Happen in a Year…
The pandemic has put a hold on employees being in the workplace for an entire year. Many things can happen in a year. Employees who had been screened at hire could have been arrested for DUI or drugs, theft, domestic abuse, or other crimes during the past year. As current employees prepare to come back to work onsite, it is a good idea to screen them to provide safety against future risk to both your company and your staff.

Whether screening a current employee or a new hire, a thorough employee background check should include:

• Misdemeanor and felony criminal records searches at the county, state and national levels (international also, if necessary)
• Sex-offender status searches
• Social Security number traces and validations
• Employment and/or education verifications
• Professional license verifications
• Checks on references, credit reports, civil records, driver’s license and motor vehicle records
• Military records verifications
• Workers’ compensation history searches
• Healthcare sanction checks
• Address history checks

Gig Workers Should Be Screened
While the dangers of the pandemic seem to be waning, many companies and employees have become accustomed to using gig or freelance workers who work from home. Employees like the freedom of working at home and companies save on overhead costs. The trend of working from home may indeed continue even after the pandemic is past.

Businesses must realize that, although these workers may not be full-time, they may still present a risk to an organization if they have access to sensitive information. Even if part-time, gig workers should be screened as if they were regular, full-time employees.

Be Aware of Changes to Employee Law
As we go into our “spring cleaning” with regard to employee background checks, it is important to know about changes to any state or federal laws. For instance, many states have now prohibited companies from asking about a prospective employee’s salary history. This came about because of the disparities between men’s (higher pay) and women’s (lower pay) salaries. Without salary history all candidates are on the same footing with regard to salary when considered.

Also, the “Ban the Box” regulation was created so that prospective employees with a criminal history be given the same consideration as those without criminal histories.

Federal Employment Law Changes
There are also some important federal employment law changes in 2021 to be aware of:*
1) The minimum wage for federal contract workers increases to $10.95 per hour.
2) Employers can choose to display only the last four digits of an employee’s Social Security number on their Form W-2, to reduce the risk of identity theft.
3) Due to COVID-19, the Equal Employment Opportunity Commission (EEOC) in 2020 waived its requirement that private sector employers submit EEO-1 data. In 2021, however, private sector employers with 100 or more employees, along with employers with 50 or more employees and at least one federal contract or subcontract worth at least $50,000 must submit their 2019 and 2020 EEO-1 surveys. The deadline for submission hasn’t been set, but it’s expected to be after March 31, 2021.

State Employment Law Changes
California, Colorado, Connecticut, Maine, Massachusetts, and New York all have updated or new family and/or medical leave laws, each with its own details and requirements.*

* Source: Insperity article by Teresa Hill, Manager, HR Services, Houston TX.

Compliance
And, as always, it is important to be up-to-date with the myriad of federal and state compliance laws regarding the screening and hiring of employees. The EEOC and FCRA are just a couple of the organizations that dictate what we can and cannot do.

The Employee Screening Process Can Be Complex
As you can see, the employee screening process can be complex, and keeping up with the changes requires a professional who knows his or her stuff. Hiring the wrong person or violating a state or federal mandate can be extremely costly to a business. You should call The Hire Authority to do a “spring cleaning” of your employee screening process.

Why Choose The Hire Authority for Employee Background Screening?
We are experienced professionals who keep abreast of all the laws governing employee background checks so that you do not risk breaking them and paying the consequences. 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 talk to you about screening your employees. Call us at
(508) 230-5901 or visit our website www.hireauth.com with any questions you may have. Be safe, not sorry.

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