Should Employees be Responsible for Self-Reporting Crimes?

By Michael Klazema on 2/1/2012

Some employers, such as the University of Georgia system, are relying on employees to self-report any crimes that they commit while working for them. Unfortunately, as many would expect, this is a flawed system of reporting. Even if an employee of the University of Georgia is arrested, how many of them would actually report that? Surely there may be a few here or there, but overall, a majority would likely not report the incident, which is exactly what happened to Rudo Kieft, a professor in the Department of Biochemistry and Molecular Biology.

Kieft was arrested on November 30th, 2011 for DUI in Athens, GA, but was released soon after the arrest. He missed no work, nor did he report the incident to the University, even though the policy was to do just that.  In fact, at this time, the University of Georgia doesn’t even have a policy or any direction on what to do when this situation occurs. In the situation of Kieft, it was simply a fluke situation and not one that was being actively sought. There is no way to tell how many other employees of the University of Georgia may have been arrested or convicted while in their employ, nor any information on what crimes they may have committed.

It is important to mention that the University of Georgia does have a policy to perform background checks on their employees. In fact, a very thorough and complete background check is done upon hiring on each and every employee. However, these background checks are only done when the employee is hired. The employee could work with the University for 15 years, for example, or more, and never have to go through any background check again, which can be dangerous. Periodically running background checks on present employees can help ensure the safety of other employees and will keep the organization a safer place for students and employees alike.

Companies like are able to not only provide extensive and thorough background checks on new and present employees, but they also have a product called Ongoing Criminal Monitoring. This product of is recommended for employers like the University of Georgia who wish to know about arrests made while someone is working for them. The product works by notifying the employer anytime one for their employees are arrested. It can be an extremely important tool for companies to use in order to keep their employees and others safe.

About - - 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., is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit


Tag Cloud
Recent Posts

Latest News

  • December 11 The Department of Health and Human Services Office of the Inspector General criticized a migrant youth detention center on the border for not running the proper background checks. Federal law requires the facility to screen all employees with FBI fingerprint checks.
  • December 06 In a bid to combat money laundering and illicit funding sources for terrorists flowing through the country's real estate sector, Singapore's government now mandates background checks for buyers purchasing properties prior to development.
  • December 04 What is a reference check? How does it vary from a work history check? We explore these questions and others.
  • December 04 Chicago Public Schools has dismissed hundreds of employees, coaches, vendors, and volunteers based on background check findings. The district recently vowed to re-check the majority of its 68,000 employees after a Chicago Tribune investigation revealed holes in its background check policies.
  • November 29 Striving to create a safer environment more conducive to productive training and leadership development, the Army has recently moved to adopt a uniform policy of background checks for certain roles. 
  • November 27 For hiring managers to verify the information provided on a resume, verification is essential.  Such is the purpose of employment history background checks.
  • November 27 California’s biggest public school district is waiving the cost of volunteer background checks. The move is meant to encourage more family - and community members to get involved with the school district.
  • November 22 Contractors play an important role in the workforce, delivering services to both individuals and organizations. Vetting contractors for suitability continues to be a challenge, as two recent articles prove.
  • November 21 When it comes to background and pre-employment checks, it can be instructive to look at the characteristics of the ten most massive U.S. employers.
  • November 21

    Verification checks are a powerful way to assess how truthful a job candidate has been on his or her application or resume. These checks can verify work history, education verification, professional licenses, and favorable personal qualities.