Or we could steak out their place in a bright red Ferrari.

If you use a payroll service like ADP, many times they actually have that service available and will already know what they can and cant do within the law for your area.

Back round checks are a good thing to run when hiring a new employee. God forbid something happens when they are on a job site, It shows you are concerned with who you employee, that you value your clients safety and the contents of their home.

The thing to remember when you run a check is to check all addresses stated on their application, Drivers license and all surrounding counties for your (company) mailing address. Back round checks are based on counties and a search is usually billed by county. If an applicant now lives in Nassau County but committed a crime in Suffolk County and you only check their current address the report would come up clean.

As you can see back round checks can be costly. An alterative to the back round check is a credit report, their application and some leg work. I would compare all employment on their application to their credit report, looking for unlisted pass employers, could show they have something to hide. Next I would call to verify work history, hire dates, termination dates and if they were DNR (do not rehire). I did this to look for large gaps in employment (which mite indicate jail or incarceration of some kind). If all this looks good you have to then use your street smarts and proceed from their.

If you think about it, as an owner of the company you are still responsible for their actions (good or bad). Do you best to screen everyone you employee, it will help all of us in CI.

Wow. Thanks for all the replies. Looks like there are many options, just like google:-)

My main reason for wanting to do this is all the child molestors that seem to be prevelant lately. Before I moved from my house last year, we had a registered sex offender who lived FOUR houses down. Quite re-assuring!

In doing the sex offender search, I also found out one of the local competitors has a registered sex offender working for them. I definately do NOT want that on my list of "credentials". Especially with techs often being in the houses w little children.

I AM NOT STICKING UP FOR SEX OFFENDERS...
But this is something very close to someone who might not have deserved the title of which some people choose to label him as.

An old friend of mine got in trouble at 18 when he was with a 17 year old and the parents had him charged with Sex with a Minor.....Thus making him a reported sex offender.....Question the circumstance if you find this out about an applicant, I'm sure we all had a grey area back when we were younger...

Food for thought...

enough said...no flames please....
CI

Yeah me too, she told me she was 23...................................... Just kidding

I would just make sure they are an NAPBS accredited company, not a "free" service that can get you sued.

That's really good advice.......13 years later!

One thing you will quickly find out.

A prior employer can only tell you when they worked at a company, and what their position was.

Beyond that, nothing..

Oh...my sweet summer children...Responding to a spammer...

You dont really believe that do you?

1: if thats all they say, thats saying a LOT more right there...

2: proving someone said something in a private conversation is an impossible task.

I was asked about my religious affiliation at one job. Apparently, not being Mormon wasn't good enough and anyone who wasn't, didn't make it past their 90 day review.

The 18...17 year old thing is a little weird if you ask me. Highschool is typically 14-18 year olds. I knew plenty of seniors who dated freshman when i was in highschool. I dont recall any of the seniors being more mentally mature than the freshman...hell most of those guys still act like children. I guess rules are rules.

One thing i have noticed is that anyone who is a registered sex offender always tells the same story "my girlfriends parents pressed charges". So either the cops and courts really like to punish young people or some of these pervs aren't telling the truth.

Maybe some fool in a small company will say more, but you will find that larger companies understand the federal laws on this, and they will not take the risk of a huge financial ruling against them.

If you don't think that's the case, you are misinformed.

You don't think someone (a lawyer representing a fired thief) wouldn't call a company and try to get a response that helped prove a case?

Employers can usually say whatever they want about a previous employee, YMMV by state. State guidelines are easily googled, and usually favor the employer. Larger companies have their own internal guidelines about what they will let HR say to avoid possible CIVIL libel suits. There are no federal laws about shit talking previous employees.