| Introduction: Why a Safe Hiring Program is so Important | p. 9 |
| Critical Issues Employers Face | |
| If Your Firm is Sued, Can You Show Due Diligence? | |
| The Best Defense - A Safe Hiring Program | |
| A Key Partner for Employers: A Pre Employment Screening Company | |
| Introducing the Safe Hiring Program and Audit | p. 19 |
| Definition of a Safe Hiring Program | |
| Key Components of a Safe Hiring Program | |
| The Pre-Employment Screening Process | |
| Issues for Small Employers | |
| The 25-Step Safe Hiring Audit | |
| Start with a Benchmark Exercise | |
| Take the Audit | |
| Conclusion-How Do Your Practices Measure Up? | |
| Setting Written Policies, Practices, and Procedures | p. 29 |
| Key Terms: Policies, Practices, Procedures | |
| The Elements of the S.A.F.E. System | |
| Place Language for Background Screening in the Employee Manual | |
| Use a Safe Hiring Statement | |
| Document the Company's Policies | |
| The Application and Interview Processes | |
| Establish a Safe Hiring Checklist | |
| Summary and Best Practices | |
| Legal Compliance Issues | p. 41 |
| Understanding the FCRA is Very Important | |
| The Good News and the Bad News About the FCRA | |
| The FCRA in Four Easy Steps | |
| Other Important FCRA Provisions | |
| Federal Lawsuit Demonstrates What Employers Should NOT Do | |
| State Laws Controlling CRA Activities | |
| Hiring Employees in Multiple States? Which State Laws Apply | |
| Does the FCRA Apply to Employers Performing Background Checks In-House? | |
| Sources of Information About the FCRA | |
| Federal and State Discrimination Laws | |
| How to Avoid Previous Names and Marital Status Discrimination | |
| How to Avoid Age Discrimination | |
| Safe Hiring Programs and Privacy Laws | |
| Discrimination and Privacy - Conclusion | |
| Summary and Best Practices | |
| The Application Process | p. 77 |
| The Application Process Starts BEFORE the Application Is Filled Out | |
| Using the Application Form as a Hiring Tool | |
| Establish Who Is Responsible For Applications and Application Review | |
| The Reasons Why Employers Should Not Rely on Resumes | |
| 10 Critical Items Every Application Needs | |
| The Critical Areas and Questions Applications Must Avoid | |
| 10 Sure Signs of a Lawsuit Waiting to Happen | |
| Review the Form with the Applicant | |
| Applications and the Disclosure of Criminal Records | |
| Where to Find a Good Application Form | |
| Summary and Best Practices | |
| The Interview Process | p. 93 |
| The Importance of Interviews | |
| Advantages of a Structured Interview | |
| The 5 Questions That Should Be Asked In Every Interview | |
| Training the Interviewer: The Questions Not to Ask - and Why | |
| Additional Integrity Questions - That are Legal to Ask | |
| Train Interviewers to Spot Red Flag Behavior | |
| Summary and Best Practices | |
| Checking Past Employment & Education Credentials | p. 111 |
| Trust, but Verify | |
| Legal and Effective Past Employment Checks | |
| How Far Back Should Reference Checks Go? | |
| Who Should Make the Past Employment Calls? | |
| Using Safe Hiring Procedures in a Quality Reference Checking System | |
| Suggestions on How to Deal with Requests for References | |
| Education and Credentials Verifications | |
| Using Safe Hiring Procedures in a Quality Education/Credentials Checking | |
| System | |
| How to Recognize Diploma Mills | |
| Verify High Schools, Trade Schools, and Distance Learning Programs | |
| Credentials Verifications | |
| Conclusion-Educational Credentials Checking | |
| Summary and Best Practices | |
| Criminal Record Issues Important to Employers | p. 137 |
| Criminal Record Searches are a Critical Part of Due Diligence | |
| Misconceptions About Searching Criminal Records | |
| Why Criminal Records Are Not All Created Equal | |
| Criminal Case Flowchart | |
| There is No National Criminal File Available to Private Employers | |
| Take Caution When Using "National Databases" | |
| Take Caution When Using Government Databases | |
| Record Searching at Courthouses | |
| Watch for Non-Criminal Offense Records | |
| Using Misdemeanors Records | |
| Sources of Criminal-Related Records | |
| Summary and Best Practices | |
| Limitations and Legal Use of Criminal Records | p. 161 |
| How to Deal with the Discovery of a Criminal Record | |
| When the Applicant Reports the Record | |
| When the Applicant Lied and Did Not Reveal a Criminal Record | |
| When Arrests and Convictions Occur After Employment | |
| Arrest Only Records are Subject to Special Rules | |
| Special State Rules For Using Criminal Records | |
| Special Rules About Mandatory Criminal Record Checks | |
| Three Common Employer Policy Mistakes When Using Criminal Records | |
| Suggested Language for Employer Policies | |
| With All of These Rules, Are Criminal Records Still Worth Accessing? | |
| Summary and Best Practices | |
| Other Important Screening Tool for Employers | p. 181 |
| Screening Tools to Consider | |
| Form I-9 and E-Verify | |
| The Social Security Trace and Verification | |
| Using Credit Reports | |
| Driving Records | |
| Drug Testing | |
| Internet and Social Networking Sites | |
| Civil Lawsuits | |
| Judgments, Liens, and Bankruptcies | |
| Military Records | |
| Security Clearances | |
| Sexual Offender Registries | |
| Workers' Compensation Records | |
| International Screening | |
| Legal Implications for Employers Doing International Background Checks | |
| Summary and Best Practices | |
| Implementing the Screening Process | p. 213 |
| The First Steps in the Screening Process | |
| Choosing the Screening Level | |
| Screening: In-house or Outsource? | |
| Document the Mechanics of the Screening Program | |
| Using Electronic Signatures | |
| Q & A on Other Screening Issues | |
| When the Employer Decides Not to Hire the Applicant | |
| Screening Current Employees | |
| The Importance of Consistency and Scope | |
| Summary and Best Practices | |
| Screening Essential Non-Employees | p. 237 |
| What Are the Employer's Screening Duties? | |
| Screening Vendors and Independent Contractors | |
| Staffing Firms and Temporary Workers | |
| Screening Volunteers | |
| Workers in the Home | |
| Hiring Seasonal or Temporary Contract Personnel | |
| About Hiring Juveniles | |
| Summary and Best Practices | |
| Appendix | |
| FCRA Summaries | p. 251 |
| About Title VII EEOC Notices | p. 265 |
| The Application Process Checklist | p. 269 |
| Verification & Reference Worksheet | p. 273 |
| The Safe Hiring Timeline | p. 277 |
| Description of Pre-Employment Tools | p. 279 |
| Index | |
| Table of Contents provided by Ingram. All Rights Reserved. |