EMPLOYEE 101Slide thumbnail
EMPLOYEE 101
Create a safe, effective workplace

Because You’ve Got Better Things to Do At Work Than Wonder About Your Safety

You keep your family safe by inviting only people you trust into your home. Your employer can do the same using continuous effective employee screening programs to determine who is allowed into your workplace – and who is allowed to stay.

On average, 10% of pre-hire background checks return with a criminal conviction. About 7% of job candidates test positive for drugs.

Workplace violence, including assaults and suicides, accounted for 16% of all work-related fatalities in the workplace in 2014. Verifinity helps your employer create a safe, effective workplace for you by combining pre-hire employee screening with ongoing risk monitoring.

Business as Usual (Except You’ll Worry Less)

Ongoing risk monitoring is a painless way to verify that your co-workers aren’t keeping secrets that could put you in danger or your company at risk.

Similar to the background check conducted before you were hired, continuous screening identifies changes (new criminal records, medical sanctions, FINRA disclosable events or driving violations, for example), that may be relevant to the job you perform. If there are no changes, you have nothing to worry about. In fact, you can worry less, knowing that your company’s vigilance will protect you from threats to your safety.

The Case for a More Transparent Workplace

Continuous monitoring of your public information is not a game of “gotcha”. It is your company’s sincere effort to protect you and your livelihood from harm.

A transparent environment makes it easier to open up a two-way dialogue between you and your employer. When you can feel secure being honest about personal difficulties that could spill over into your work, your employer has more latitude to offer support.

Frequently Asked Questions

Your rights are protected by law – from your initial consent to your right to dispute information in a report.

It varies with the company and the job title. For example, companies in heavily regulated industries or candidates for jobs with fiduciary responsibilities often require more extensive screening covering asset and bankruptcy records and drug testing. The standard background check runs a Social Security Number trace to check for aliases and then combs through records in multiple criminal databases in a number of different jurisdictions.

The only difference is that scans are conducted monthly to detect changes in criminal records. Instead of delivering a full report, your employer receives an alert about new information after it has been verified.

Every alert is thoroughly investigated to verify it is accurate before you are notified or any action is taken.

On the upside, false information can signal identity theft, giving an opportunity to correct your records before your credit is devastated.

You have the right to dispute any information through the under the Fair Credit Reporting Act (FCRA). That said, the decision to hire you is always up to the employer.

Not necessarily. If you’ve been honest about your past, a prospective employer will take into consideration the severity of the incident, how much time has elapsed since it occurred and its relevance to the job you’re seeking before making a final decision.