At the end of last month, Rhode Island’s Governor signed a bill into law that will require all school volunteers in the state to undergo a criminal background check before working with kids.

The bill’s sponsor, Rep. Joseph McNamara, called the new requirement a common sense way of protecting children. Supporters hope that the background check process won’t discourage parents or community members from volunteering at their local schools. However, because the background checks will be conducted by local law enforcement, delays could occur.

An instant product like US OneSEARCH from backgroundchecks.com could prove a better alternative. Employers can use US OneSEARCH to screen job candidates or volunteers quickly and effectively. The extremely quick turnaround time allows employers to potentially conduct a background check and hire an individual on the same day in order to fill last-minute job openings. US OneSEARCH includes a search of over 450 million records collected from state and local databases across the country, resulting in a very thorough national background check process.

Rhode Island’s new background check process for school volunteers will not provide school officials with details about the specific criminal records that are uncovered by law enforcement in the course of the search. Instead, school officials will be notified that a criminal record exists without mention of the specific crime. Then, presumably volunteers will be given the opportunity to explain any extenuating circumstances surrounding their conviction before the school officials make their final decision.

One has to wonder about the effectiveness of this approach. By not providing the school officials with the details of the specific offense, the law essentially robs the background check of a good deal of its power. In many cases, school officials are most concerned about keeping children away from individuals who have been convicted of crimes against minors, sex crimes, and drug crimes. A tool like US OneSEARCH, which provides a detailed description of all criminal records, would make it easy for employers or school officialsto make a determination about individuals who pose a significant danger to minors based on the specific crimes they have committed. US OneSEARCH even includes a search of Offender Registries to further assist in keeping kids safe from potential predators.

One interesting aspect of the new law is that school volunteers are not required to pass a background check, only to submit to one. If a criminal record is discovered, the individual could still serve as a volunteer if given permission by local officials at the school in question. This situation has both benefits and drawbacks.

One major benefit is that individuals who may have criminal records but who have subsequently changed their ways can be given a second chance. This is especially helpful for parents, as they will still be able to stay involved in their kids’ school lives even if they have criminal records that for example have no direct impact on interaction with children.

A big drawback is that it may be easier for volunteers to work this loophole to their advantage. A predator may be able to use their charisma to convince the school officials that they don’t pose any danger to the safety of the kids at the school. In this sense, it might be better to exclude individuals with certain types of convictions that are not a fit with the volunteer role at school.

About backgroundchecks.com

Founded during the Internet boom in 1999 by an executive in both the staffing and information industry, backgroundchecks.com – a founding member of the National Association of Professional Background Screeners (NAPBS®) – has been able to create a service that provides a blend of flexible screening programs that included instant, cost effective and comprehensive solutions. Our experience in database modeling of public records information has led Backgroundchecks.com to become the leader in the acquisition and delivery of public records information by harnessing the power and technology of the Internet. To learn more visit www.backgroundchecks.com.

Source: http://www.boston.com/news/education/2013/05/24/school-volunteers-get-background-checks/ZU4FMs63IXO3cw4dakL4UL/story.html

Author: Michael Klazema

Currently, only some Duke faculty members have to undergo background checks. Right now though, there are talks in which policy makers are deciding whether or not to make that a universal policy across the entire campus. In other words, every single faculty member would be required to consent to a background check before being eligible for employment at Duke University.

The Academic Council is in charge of the decision, and more talks are planned for this Thursday. The policy change is meant to be similar to similar regulations at institutions across the nation. Kyle Cavanaugh, Vice President for Administration says that implement universal background checks for all university hires has become a sort of best practice, not only in the academic world, but in all industries. Thus, it is only natural that Duke follows suit.

Of course, though he supports the new policy, he wants to make sure everyone knows how it will work. He believes it should be an objective, thorough, and confidential process. He says it’s also up to the university to make sure every check is done in the same way.

Ph. D. student, Tripp Young, may soon have to undergo the background check himself, and he is fine with it. He said he’s had background checks for all of his other jobs, and doesn’t see why he wouldn’t need to for the university. His background is in the military, specifically in intelligence operations, where background information can be crucial to the job. While he says that information might not be as important in the university setting, it can provide beneficial information when making hiring decisions.

There is also a possibility that the checks may be required of current faculty members, but this has not yet been discussed. If the policy does go to that extent though, Cavanaugh stressed that it would not be to weed out any particular members. Instead, it would be to create a “protected atmosphere for those involved with the university.” In other words, they want to make sure they perform their due diligence when it comes to providing a safe and secure place of learning and employment.

When it comes to vetting potential professions, the most useful background tool would likely be Education Verification. At backgroundchecks.com, companies can invest in this type of check to find out for sure whether or not someone holds the degrees they claim on their application. For universities interested in criminal behavior though, they will likely want to invest in an additional US One SEARCH, which searches more than 450 million records nationwide. Of course, educational facilities may go with an entire package of screening tools, including drug screening, reference verifications, registered offender searches, or even ongoing criminal monitoring. As long as each tool is used objectively, they can learn a lot about both potential and current employees.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.dukechronicle.com/articles/2013/03/19/duke-mulls-background-checks-all-new-faculty

Author: Michael Klazema

Although background checks are required for all school personnel and anyone who works with kids, two employees at Hickman Elementary School in Mira Mesa did not get screened before being hired. This information was discovered after the San Diego Unified School District performed an internal audit. Even though these employees’ background had not been checked, they have been interacting with students on a regular basis.

A school district representative said the audit was not entirely true though, because the two people “were never actually hired” or paid. It is unclear why the two weren’t officially hired, but it appears that it was because they didn’t pass a security check. The district would not comment on why because they claimed it was a personnel issue. The district also refused to release their names.

Mike Saltzstein though says, “the report is absolute nonsense.” He has become an avid promoter of background checks and internal audits after exposing James Pentera, a volunteer Sierra High School swim coach who had a felony record. This was not originally discovered because Pentera’s check was never completed. He was allowed to work with students until Saltzstein discovered his background. This situation is very similar to the current one, in that the two workers at the elementary school, whether staff or volunteers, should have undergone background checks before being allowed to work with students.

The situation is under further review and the media has been investigating the matter as well. Channel 10 of San Diego intends to do a full story on their evening broadcast, so it is yet to be seen if they will be able to obtain further comments from any involved parties. One thing is certain though, parents will not be happy about it, and the elementary school and school district is likely to see some heat from the public.

Across the nation, all states now have policies requiring people who work with kids to pass background checks, but time and time again employees are popping up who have somehow slipped through the cracks. This may be due to human resources error or blatant disregard for the regulations. Either way, it is imperative that any organization dealing with children has processes in place to ensure enforcement of their processes that dictate checks for current and potential employee and keeps careful record of those checks. By working with backgroundchecks.com, these companies can have instant access to over 450 million criminal records with the US OneSEARCH tool. This will let them know if a potential employee has any criminal convictions on their record. The US Offender OneSEARCH tool is also useful in that it shows convictions for sex offenses. Most schools participate in FBI fingerprinting, but the records at backgroundchecks.com are checked for accuracy and updated more often, ensuring companies get the most recent results, even more so than the FBI process.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.10news.com/news/investigations/school-staff-have-access-to-children-never-pass-background-check03192013

Author: Michael Klazema

According to state law, school board members cannot be appointed if they have certain criminal convictions on their record. Unfortunately, most schools don’t know whether or not members have criminal histories, because they are not normally a group who receives background checks. That’s why the Stroudsburg School Board has been discussing whether or not these checks should be implemented.

In order to determine whether or not a school board member has a disqualifying crime on their record, they must go through a background check. Not all board members agree that this should be done though. This week, the Stroudsburg School Board debated the issue, and the discussion grew rather heated. After much debate, they voted to table the motion. The vote to put off the discussion for another time included 5 votes to wait and 3 to move forward with a decision.

One board member, Judy Magann, believes they should have to go through the same background check process as parents in the PTA and coaches who work with children. They play a pivotal role in the lives of students and the operation of their school, and so they should be held to a high standard. Additionally, how would they be able to comply with state laws if they can’t run the needed background checks? It could make them liable if something were to happen in the future, if the involved school board member had a disqualifying crime on his or her record.

Richard Pierce, another board member, disagrees, saying board members do not have the same access to students as coaches and so should not need to go through a background check. He said he never interacts with students one-on-one. The school district’s attorney, Dan Corveleyn stated that the board could not enforce mandatory checks since the state doesn’t require them. This seems to contradict the state’s law concerning board members and criminal histories though. It seems the Stroudsburg School Board has stumbled across a loophole in the system.

Magann assured her peers that the purpose of the checks was not to remove a current member from the board, but to prevent unworthy and perhaps dangerous individuals from gaining that position. Others believe the talks have all been hypothetical and the discussions should only continue once concrete evidence has been found.

John Jakobsen is shocked why anyone would be against the idea of implementing background checks. All of them are on the school board because of their dedication to children and education, so to him, it should follow that all the members would consider the safety of those children a priority, with leaders like themselves being held accountable as well.

Specifically, the Pennsylvania Constitution states that no person with a crime that involves embezzlement, bribery, perjury, or other infamous crimes should be allowed to serve on a school board. With this, it appears the law was meant to avoid the misuse of school funds and not necessarily to prevent bodily harm from coming to the children. Still, it appears that the board will not discuss the matter again, unless someone can provide evidence that one of the members has been convicted of such an offense.

At backgroundchecks.com, organizations can quickly determine which employees or volunteers have criminal convictions on their record, whether they be violent offenses or cases of fraud. With the US One SEARCH tool, they can gain access to more than 450 million criminal records across the nation. And if someone wished to be kept abreast of new criminal records after the hiring date, they can invest in the Ongoing Criminal Monitoring tool.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.poconorecord.com/apps/pbcs.dll/article?AID=/20130322/NEWS/303220344

Author: Michael Klazema

Kenneth Kimber, a member of the I.T. department at Portsmouth, New Hampshire School Department was fired from his job after his arrest on internet-sex charges. He is currently charged for three felony counts of prohibited computer use and five felonies alleging indecent exposure to a 14-year-old girl. During his arraignment, his previous criminal history was disclosed and included convictions of simple assault, failure to appear in court, and operating after a suspension. Despite his criminal record, the school superintendent Ed McDonough stated that the school itself was unaware of these prior convictions. The School Department sent Kimber's fingerprints to the state police twice for background checks and both times the state police advisory reports came back clean. Kimber's criminal history was not disclosed to the school due to a state law that limits what the police can tell to schools' requests for criminal background checks. Currently, only the following list of crimes can be reported to school officials for the purposes of hiring potential employees: capital murder, first-degree murder, second-degree murder, manslaughter, aggravated felonious sexual assault, felonious sexual assault, sexual assault, kidnapping, incest, endangering the welfare of a child, indecent exposure or lewdness, prostitution and related offenses, child pornography, computer pornography, certain uses of computers, and “obscene matter offenses involving a child.”

In light of this arrest, Representative Rebecca Emerson-Brown is calling for expanded disclosure of criminal histories of school employees. She states "We need to ensure our children are in a safe environment." While Brown believes that people have a right to their privacy, certain charges such as assault should be disclosed to schools. Deputy Police Chief Core MacDonald agrees with Brown's assessment. Since school employees are placed in a position of trust, he believes they should be required to reveal their full criminal history. This way, the hiring entity can make an informed decision and potentially prevent future incidents from occurring. The New Hampshire state police department, for example, requires all candidates to submit to full background checks and also take a lie detector test to confirm that they have never been arrested for a crime. Many other states require a mandatory background check of all school employees with all of the details revealed to school officials.

Unfortunately, there are some lawmakers who are against revealing the full criminal histories of school employees. During a debate, Brown brought up the topic of a more thorough background check and stated that "some lawmakers balked at the $25 cost to conduct a criminal background check." Despite this opposition, Brown hopes to bring the topic up to more legislators in hopes of changing the law. Although a background check does not ensure that people without a record will not abuse their position, it does prevent those with a criminal background from working with children.

By having a policy in your pre-employment process that includes a full background check, applicants will be well aware of what is required of them before they even decide to apply. This way, you can make sure you have access to criminal histories. In order to take care of these thorough checks quickly and affordably, you can use an instant service, such as those provided by backgroundchecks.com. They offer instant results from the US OneSEARCH tool, which has access to more than 450 million criminal records across the country. They can also check their US AliasSEARCH product, to see if any records come up for the same person under a different name.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.seacoastonline.com/articles/20130307-NEWS-130309808

Author: Michael Klazema

An Indiana Senate committee approved by a 9-0 vote on Tuesday new legislation that requires a national background check be run on all prospective employees of Indiana schools. Before the passing of this new law, Indian school corporations could run their own background checks and could choose whether they wanted statewide-only checks run or national background checks. With this legislation, schools no longer have the option to choose a statewide-only background check and must require that all applicants for positions at Indiana schools pay to have a nationwide background check conducted by the Federal Bureau of Investigation.This ensures that criminal acts outside the state of Indiana do not escape the review process and makes hopping from state to prevent detection a less desirable strategy.

Senate Bill 160, as it is referred to, makes it mandatory to check for all criminal and sex offender records on a national level. The bill was sponsored by state Senators Jim Arnold, D-LaPorte, and Tom Wyss, R-Fort Wayne. According to Senator Wyss, "For a small amount of money we're doing an exceptional amount of safety checking." The small amount of money that Senator Wyss is referring to is the estimated $40 fee that must be paid by the applicant for the background check to be run by the Federal Bureau of Investigation. The 9-0 vote is a strong indicator that there is no argument among those in the committee that this bill will help to make the screening process of applicants for school positions much stronger and help protect school children and other staff more than the statewide-only background checks.

Part of the process of undergoing a national criminal background check by the Federal Bureau of Investigation is to be fingerprinted. One other senator on the committee was curious as to whether all applicants would have to provide their fingerprints during the background check for employment with Indiana schools. Senator Karen Tallian, D-Ogden Dunes, questioned Senator Tom Wyss on the matter, and in response he replied that only applicants who were finalists for positions at schools would have to provide their fingerprints.

After the results of the national background checks come back, it is then up to each school to decide who should be disqualified and who is appropriate for a school-related position. The Indiana State Teachers Association widely supports Senate Bill 160, and there is yet to be any clear and strong opposition to the legislation.

Although a national criminal background check is now required by the state, other background checks can be performed if a school deems it necessary on top of the background check performed by the Federal Bureau of Investigation. backgroundchecks.com can offer such verifications. Most applicants for any job position today need to list previous employment history, educational history, and references. For advanced positions, professional certificates may need to be verified as well. A Past Employment Verification can be conducted through backgroundchecks.com to check for accuracy and honesty in stated information, such as dates of employment, job position, and the reason for leaving. A Reference Verification for both personal and professional references can be checked by backgroundchecks.com in order to confirm important and desirable qualities in a job applicant, such as integrity, dependability, and good character. The average turnaround for all verification services is about 1-3 days. Having a credible, independent company run verifications for schools and other employers can save time and provide more accurate and reliable information during the background check process.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.nwitimes.com/news/local/govt-and-politics/senate-panel-endorses-national-background-checks-for-school-employees/article_51e48b74-0002-55b7-a558-147d608157bf.html

Author: Michael Klazema

When Representative Joseph McNamara announced legislation to require background checks for school mentor programs, he thought it would strengthen student mentor programs as well as keep students safe. He was shocked when instead, schools decided to drop the mentor portion of the senior project to avoid the cost and hassle of background checks. The Senior Project is a longtime tradition and in many states, a graduation requirement, and during this time, it has always required the student to find a mentor in the industry their project was focused. This allowed them to gain valuable insight and guidance, making the project a much more realistic experience. On October 1^st though, 750 Warwick students were instructed to halt all “face-to-face” contact with mentors.

In the past, mentors were vetted by students and their parents, but the new law would require them to undergo both state and national background checks. Although schools do want to make sure their students are safe and they would love to keep the mentor portion of the project, it would simply be too expensive. Dennis Mullen, Director of Secondary Education, said that many background checks would cost them $26,000, which was not budgeted. With school budgets already scraping by, there is simply no room for this added expense.

Their superintendent also agreed that this sudden change would “diminish the quality of the program” and seniors are frustrated as 220 of them will now have to revise their projects. Arlene McNulty, part of the group who pushed for the legislation, says that she had hoped the mentors themselves would be willing to pay for the background checks and eventually, the cost for schools would be subsidized. As of now though, schools already have a difficult time finding volunteers, and this added cost doesn’t exactly help the process. She also said, originally, the intent of the law was not to influence senior project mentors, but volunteers who created long-term relationships with students. Obviously, they wanted these people to be upstanding citizens who would set a good example for their mentees and not put them in any risky situations. However, short-term mentors were also unintentionally affected.

Some have suggested that the schools continue with the program and mentors, because as of now, there are no consequences, including no fines, if a school were to break the law. However, those in charge feel that breaking the law would still make them liable for any crimes that might occur, and they couldn’t risk going down that road. McNamara says the problem lies in having attorneys running school departments, because “sometimes, they fail to look at the larger picture.”

By using an affordable company like backgroundchecks.com, schools can be assured they are getting the best and most thorough background check screening techniques available. With access to countless criminal databases nationwide they have many options available, several with instant results. Their US OneSEARCH gives them instant information from more than 430 million criminal records from counties, Department of Corrections (DOC), Administration of Courts (AOC) and State Sex Offender Registries covering 49 states plus Washington, D.C., Puerto Rico, and Guam. Also included are national and international terrorism sources, more than 11 million photos, and their proprietary database of previously completed reports. They can also try their Ongoing Criminal Monitoring tool, which allows them to automatically run a continuous background check against a name and date of birth of any mentor in their program.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.warwickonline.com/stories/Schools-ax-mentor-aspect-of-senior-projects-in-response-to-background-checks,75541?category_id=4&town_id=1&sub_type=stories

Author: Michael Klazema

School board member John Dutcher of the Johnston Community School District Board of Education isquestioning why the school district only conducts background checks at the time of hire and not during contract renewals. Dutcher voiced his concerns during a recent Board of Education meeting to approve renewing the contract of Johnston School District Superintendent Clay Guthmiller. Dutcher was the only board member who opposed the contract renewal. A two-year contract with Guthmiller was approved, which includes a 3.25 percent salary raise. After the meeting Dutcher said his “no vote on the contract is self-explanatory,” and doesn’t “share in other board members’ desire” for Guthmiller to continue his employment with the district.

During the meeting, Dutcher questioned the school district’s background check policies, and recommended the district do more thorough investigations on employees. He gave a hypothetical example of a district employee possibly obtaining a part-time administrative position. He said if that happened without a background check, that it “would be unfortunate.” Dutcher declined to mention any specific reservations he may have had regarding Guthmiller, and if his reason for rejecting the contract renewal was related to the lack of a recent background check. The district’s Associate Superintendent of Human Resources, James Casey, said that the policy was to only conduct background checks on potential hires, but certain legal troubles could result in termination for current employees. While the renewal of Guthmiller’s contract does not call for another background check, it does require an annual performance evaluation.

Greg Dockum , also a Johnston School Board member, is in agreement with the current policy on background checks held by the school district. He said it would be “highly unusual” to conduct a check “on a long-tenured employee.” Dutcher defended his stance by saying as a member of the school board it is his duty to ensure that “the best possible decisions” are made to benefit the community and employees of the school district. However, Marci Cordaro, Board President, remarked that Dutcher is often critical of district decisions. She said she doesn’t “know for sure why he voted the way he did.”

In recent months, schools have been continuing to evaluate their background check policies. Some are leaving nothing to chance, as discussed in the recent article, New Hampshire School Introducing Background Checks for All Visitors. When it comes to the safety of children, regular and ongoing background checks are a good policy. By using a reputable company like backgroundchecks.com, you can be assured you are getting the best and most thorough background check screening techniques available. With access to countless criminal databases nationwide they have many options available, several with instant results. Their Ongoing Criminal Monitoring tool allows you to automatically run a continuous background check against a name and date of birth. You will be notified via email of any new information that may appear on their record. They will run the name for one year and remind you when it is time to renew the monitoring, plus you can remove the name from being monitored at any time. Or to find out about possible aliases, try their US AliasSEARCH. This is a multi-faceted search that combines US OneSEARCH with the known aliases provided from a SSN trace. All information derived from this search is run through the US OneSEARCH instant criminal database, assuring all possible aliases are found.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.desmoinesregister.com/article/20120712/COMM/307120025/Superintendent-renews-contract-with-Johnston-school-district?Frontpage&nclick_check=1

South Carolina’s Jasper County School District officials have recently revealed that not all employees have received background checks, a requirement of state law and school district policy. According to Ken Childs, the school district attorney, there was a misunderstanding in interpretation of the state law requiring that school districts must check the backgrounds of all potential employees before they are hired. The Jasper County School District erroneously believed that the checks weren’t required if the potential hire had already been employed by another district within South Carolina. Although it is unclear how many district employees have not been screened before being hired, the school district is currently checking records and plans to perform checks on those who are missing them, according to Childs.

Childs states the confusion comes from a statute requiring background checks before the “initial employment” of classroom instructors, which was interpreted by the district to indicate that a teacher never before employed within South Carolina. Childs said it was a “widespread” and “common interpretation.” But the law was revised in 2010 requiring anyone that will be working at a school to get a screening done with the South Carolina State Law Enforcement Division. While some employees have been screened, Childs said teachers and any other certified employees only had a check performed if it was believed by the district that a check had not been done previously. The district’s trustees board adopted the district-wide policy in 2010 requiring background checks.

This problem was revealed when Vashti Washington, the district superintendent, announced in a press release that the school district failed to conduct a background check on the new academics and human resources head in 2010. Media reports show that Arthur Lee Holmes was charged with embezzlement of $5,000 or more while working as an elementary school principal within Berkeley County, S.C., a few months after being hired by the Jasper School District. However, there are no court records of Holmes’ arrest and they are thought to have been expunged. According to Washington, failing to perform a criminal screening on Holmes was a “mistake” and “he did not have a criminal record” at the time he was hired. Childs maintains that Holmes “has a clean record today” and he will continue his employment in the school district.

By utilizing background checks for all new hires, school districts or any business with employees working around children can assure they are doing all they can to protect themselves and the community. And you can get the best and most thorough background check screening techniques available by using a reputable company like backgroundchecks.com.With access to countless criminal databases nationwide they have many options available, several with instant results. Their Ongoing Criminal Monitoring tool allows you to automatically run a continuous background check against a name and date of birth. You will be notified via email of any new information that may appear on their record. They will run the name for one year and remind you when it is time to renew the monitoring, plus you can remove the name from being monitored at any time. Or to find out about possible aliases, try their US AliasSEARCH. This is a multi-faceted search that combines US OneSEARCH with the known aliases provided from a SSN trace.

About backgroundchecks.com -

backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://www.islandpacket.com/2012/07/23/2144241/some-jasper-schools-employees.html

A recently passed policy at Pennsylvania State University now requires all new hires and contract employees to complete a criminal background check before they receive final approval to report to work. This new policy, known as the “Background Check Process”, combines three previous Penn State policies into a more encompassing procedure that also is in compliance with the recent background check guidelines from the EEOC. According to associate vice president for Human Resources, Susan Basso, the new policy will create a safer environment at the University, and will assist in making better hiring decisions while minimizing risk.

The policy puts in place a more straight-forward process to make sure a candidate’s criminal history and records regarding potential child abuse are reviewed. The background checks will only be used for evaluating a candidate’s eligibility for working with the University. Also, current employees in “sensitive/critical” positions are required to undergo a background check if one has not been completed. Under the policy, sensitive and critical positions are defined as those responsible for protected data, such as auditors, tech staff, and payroll; positions with access to all facilities on the campus; and those responsible for hazardous materials or controlled substances. The updated policy covers volunteer and third-party employees, which the previous policies did not. Based on the nature of the job, other verifications besides a background check may be required also. These could include checking educational credentials, driving records, and employment history. For those in positions with access to the University’s financial resources, checks of credit histories will also be implemented.

A record of criminal conviction will not automatically result in disqualification for the individual, but the type of offense in relation to the job and how serious the offense was will be considered by the University. If a background check turns up a disqualifying offense, then the candidate will receive notification and have an opportunity to give additional information in order to resolve the issue. The University also has the right to conduct background checks on current employees if there are reasonable grounds for doing so. This includes if a check was never performed, if there is an incident on the job, or if a new or current position requires a background check. Although background check records will be part of employees’ personnel files, they will be kept separately from the employees’ regular personnel files in order to maintain confidentiality.

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backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.

Source: http://gantdaily.com/2012/07/06/penn-state-introduces-new-background-check-for-final-job-approval/