Everyone understands the importance of pre-employment background checks. However, in an environment where the media can escalate any issue into a public relations nightmare, companies are beginning to screen for criminal activity among one of the largest sources of organizational risk – their current employees.
In fact, almost 50% of companies are now incorporating monitoring or periodic rescreening of their existing employees into their risk management process – and for good reason.
These types of FCRA-compliant programs are helping companies take smart, cost-effective steps in managing risks and ensuring safe and productive workplaces.
Which is right for my company?
Rescreening programs include background checks on your current workforce at periodic intervals. It looks for any criminal activity that has resulted in a conviction.
Continuous Monitoring is an ongoing search that alerts employers of reportable arrest or sanction activity, soon after the event occurs.
Frequently Asked Questions
Periodic screening and criminal monitoring programs have many benefits for employers. Rescreening your current workforce increases safety and security by identifying criminal activity that could pose a threat to your employees, customers, and reputation.
Additionally, with a rescreening or monitoring program, employee records are periodically updated, helping to reduce legal and compliance risks.
The Basic package includes a multi-jurisdictional search covering all 50 states. This data base search consists of over 600 million current and historical felony convictions, misdemeanor convictions, and currently registered sex offenders.
Common practices include rescreening periodically (every quarter, every six months, annually, every two years, etc.). Many companies also rescreen employees whenever they are promoted to a new position with increased risks/susceptibilities, or when employees are transferred due to an acquisition. If your company requires more frequent screening, consider a custom plan or monthly monitoring program.
Our Account Management Team can assist in creating a schedule that fits your company's goals and budget.
Yes. ESS can include any of your current employees in a rescreening program, regardless of when and how their intial pre-employment screen was conducted.
Yes. However, if your pre-employment consent form is evergreen, you should not need to obtain additional consent to conduct a rescreen.
Information returned in a rescreen report should be handled in the same manner as a pre-employment background screen report, under the FCRA. Same as the FCRA, don't forget that in some states, employers can't make employment decisions based on arrests that did not or have not yet resulted in convictions.
As with pre-employment screening, employers must follow FCRA requirements when implementing a rescreening program, including giving employees the opportunity to dispute a report.
Arrest Access Monitoring from ESS
FCRA-compliant alerts at the earliest stage of potential employee criminal activity
Minimize safety, financial, and compliance risks in your workplace with Arrest Access, a continuous monitoring program that alerts employers of employee arrest activity shortly after the event occurs.