Dos and Don’ts of Continuous Background Screening
Best Practices: Dos of Continuous Background Screening
• Establish Clear, Well-written Policies to Fit your Needs
Begin by devising comprehensive policies that outline the scope and procedures of continuous monitoring. These policies should precisely define what aspects of employee records will be monitored, where the monitoring will occur, and the frequency. Tailor these policies to align with your organization’s needs and regulatory requirements. For instance, in a retail environment, monitoring employee records related to cash handling, inventory management, and customer interactions may be crucial for maintaining security and compliance with industry standards.
• Transparent Communication and Consent
Employers must communicate the purpose and benefits of continuous background verification through clear and transparent communication channels. As laws mandate, obtain explicit consent from employees before initiating any background screening activities. Transparency also involves:Documenting the screening processDetailing the websites and databases checked, along with data points assessed, like:
– criminal records.
– Educational Credentials.
– Professional licenses.
Steer Clear of These Mistakes: Don’ts of Continuous Monitoring
• Disregard Consent and Privacy
Disregarding employee consent and privacy rights during continuous background verification can lead to legal consequences and erode employee trust. Clearly outline the scope and purpose of monitoring in company policies and address personal cell phone use, personal email access, and internet usage guidelines to maintain transparency and respect employee privacy rights.
• Ignoring Regulatory Compliance
Ignoring regulatory compliance requirements can result in fines, damage to the organization’s reputation, and legal liabilities. Familiarize yourself with laws and regulations governing employee monitoring systems, such as ban-the-box laws, information technology rules, and local data privacy laws. Refrain from micromanaging or spying on employees to avoid legal issues related to privacy infringement.
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