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With our nation's heightened sensitivity to national and personal security issues, background checks have become more important than ever. Any business that employs  people who have regular contact with the public, particularly away from the company's offices, should do background checks on all job applicants to protect itself against claims for negligent hiring or retention. Background checks should also be done on employees who will handle financial data or other sensitive information. When you consider the time and expense associated with recruiting, hiring, and training employees, the idea of verifying background details just makes good sense. Statistics PROVE the need for background checks.
“The cost of one lawsuit, one violent act in the workplace, one theft,
or the recruiting and training of one worker to replace an unsuitable
hire may exceed by an exponential amount the cost of many years
of pre-employment background screening.”
HIRE-SAFE can reduce your risk factor with employees and help limit the many dangerous areas of liability that you encounter as an employer. Employee liability is the hidden danger every business faces, in one form or another. Wishing it wasn't so won't make it go away. Read the real statistics.
These are not just fibs anymore! They cost you real dollars
and put your business at a competitive disadvantage.
Employee Fraud and Misrepresentation:
You’re paying for talent that you are not receiving!
Employee theft in the workplace:
Can you really afford to become one of these grim statistics?
Employer liability from Substance Abuse:
A study conducted by the Institute for Health Policy, Brandeis University, found substance abuse to be the number one health problem in the country, resulting in more deaths, illnesses and disabilities than any other preventable condition. The details of the study revealed that:
Take the obvious first step; don’t hire a substance abuser!
Positive steps can be taken to minimize drugs in the workplace.
Employer liability from violence:
Research shows that there is an amazing similarity among violent incidents. While people who commit the violent acts come from a diversity of backgrounds and economic positions, they often display similar traits...long before committing their act.
 Workplace violence costs employers $4.2 BILLION annually in lost work and
legal fees.
 One in six violent crimes occurs in the workplace.
Employers nationwide have become responsible for large monetary judgments where no reasonable action was taken to identify "foreseeable conduct" where there was a history of that conduct. If an employee cause’s harm to another employee or your client, and the employer knows or should have known that the individual was a risk, the courts have found that those companies can be held liable for multimillion dollar judgments. Visit our workplace violence links.
Why hire potential trouble? Don’t learn the hard way.
Prevent workplace violence before it occurs in your business.
And then…there’s Negligent Hiring and Negligent Retention:
Employers nationwide have become responsible for large monetary judgments where the employers have been found guilty of Negligent Hiring. If an employee cause’s harm to another employee or your client, and the employer knows or should have known that the individual was a risk--the courts have found the companies liable--and can require the company to pay thousands, hundreds of thousands, or even millions to the plaintiff.
 The liability is known as Negligent Hiring or Negligent Retention, and the best protection from such a lawsuit is for the employer to have completed all "reasonable" activities to identify "foreseeable conduct" before making a hiring commitment. This is commonly known as performing “due diligence.”
Each employer has a duty to make an adequate and "reasonable" determination of an applicant's fitness prior to hiring. A vendor such as HIRE-SAFE becomes, in the eyes of the government, a "Consumer Reporting Agency" and the employers agent. This third-party relationship allows the vendor to perform due diligence on behalf of the employer.
 If the employer breaches his duty, that employer may be held liable for Negligent Hiring. The duty is breached when the employer hires an employee it knew, or in the exercise of reasonable care should have known, was incompetent or unfit for the work assigned. "Incompetence" means the employee possessed certain personal or physical characterizations which created an unreasonable risk to third parties. The notion of risk creation implies the injury producing conduct of the employee was predictable.
A well documented and effective research program of an applicant, together with policies that eliminate applicants that the research reveals are "incompetent" can help employers avoid liability in Negligent Hiring cases.
Nothing happens without the commitment
to go forward and take action.
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60% of college registrars regularly experience attempts to document false credentials
33% of job applicants falsify employment applications 
Average employee embezzlement is over $125K
30% of all business failures are caused by employee theft 
The workplace is the scene of over 3.2 million crimes and thefts every year 
$40-55 BILLION is lost every year to employee theft (Bureau of National Affairs)
71% of illegal drug users are employed
10% of employed Americans have an alcohol problem
Drug and alcohol-related problems are one of the four top reasons for the rise in workplace violence.
Persons with substance abuse habits are TEN times more likely to miss work, THREE times more likely to have an accident, 33% less productive on the job and file FIVE times as many Worker's Compensation claims.
Employees selling drugs in the workplace is ever increasing. Illegal drug sales now are frequently occurring during working hours onsite to fellow employees.
Drug users are gravitating to small businesses which often do no screening of applicants.