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Blog Monday, November 21 2022
 Employers in the healthcare industry must do their due diligence to screen potential hires.
Important for all types of healthcare facilities (from hospitals to private clinics), background checks make it easy to evaluate an applicant’s employment history and overall background.
This post will highlight why healthcare background checks are so important here in Texas.
Why Do Healthcare Background Checks Matter? In all industries, background checks ensure you’re inviting the right candidates to join your team. Screening services help employers guarantee they’re hiring safe, well-qualified, trustworthy people.
Now, this holds true in all industries. But in healthcare, background checks are even more critical. Patients may be in a vulnerable position, and they deserve to receive expert care from people they can trust.
Just consider a study from the U.S. Department of Health and Human Services Office of the Inspector General (DHHS OIG), which revealed that 19% of nurse’s aides with substantiated claims of theft, neglect, or abuse had at least one criminal conviction. Many of these hires could have been avoided with a proper background check.
With that, healthcare background checks help to achieve the following:
Some employers may periodically screen their existing staff in addition to any new hires. This ensures current team members haven’t committed any disqualifying offenses since they joined the company.
What Positions Require Healthcare Background Checks? All positions in the medical field benefit from background screening, right down to administrative ones.
Positions for which candidates are screened include:
While healthcare pre-employment screening is tailored to the industry, checks may vary based on the position. A physician, for instance, will require a more thorough background check than a home health aide. Conversely, a home health aide’s background check may have more of a focus on driving history, since these professionals typically drive on the job.
What Disqualifies Applicants from Working in Healthcare? Common screening flags that may disqualify an applicant from working in healthcare include:
Past sanctions indicate that the candidate presents a higher risk. Understanding whether an applicant has been sanctioned can help employers hire the most ethically-sound employees.
What Are Healthcare Sanctions? Physicians and nurses are licensed professionals whose employment depends on the state licensing boards where they work.
These professionals must follow a certain standard of behavior in the field. Should they fail to do so, they may be sanctioned by the state licensing board. Healthcare sanctions include public censures, fines, suspensions, or other actions.
Past sanctions are usually problematic and indicative of a potential issue in the future as well. For this reason, healthcare employers should be extra-cautious before hiring someone who has been sanctioned (or who appears on a federal exclusion list). This is especially important if the organization wants to participate in programs like Medicare and Medicaid.
Healthcare Employment Screening in Texas Employers in Texas cities like San Antonio and Austin will save money and preserve their reputation by screening their healthcare job applicants.
At Redstar Backgrounds and DrugScreenKits.com, our team will guide you through every step—helping you craft the exact screening solution you need while staying compliant with the Fair Credit Reporting Act (FCRA). We’ll develop a custom, proven program tailored to your requirements.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Friday, October 28 2022
 Most hiring decisions are based on a blend of factors. Some employers prioritize professional experience, while others focus on stellar references or the minimum licensure.
Then, there are factors like social media presence, driving record, and criminal background. Employers verify many of these items by way of pre-employment screening.
Background checks have become the norm here in Texas and nationwide. Education verification is a solid place to start.
What Does Education Verification Look Like? Education verification is designed to verify that the candidate has the education they claim to have. The goal is for hiring managers to make better decisions by vetting the applicant more thoroughly.
Specifically, employers use education verification to confirm the applicant is being truthful and accurate. In addition to making sure the candidate has the degree listed on their resume or application, they also look at timeframes and even the school itself.
These are the items that generally come up during the education verification process:
To verify an applicant’s education, the employer or third-party screening provider will source the candidate’s transcripts and other academic records.
The process is fairly straightforward. That said, it’s important to recognize that the results may show certain discrepancies like name variations, GPA omissions, or the rare clerical error. Employers should always feel free to bring the results up with the candidate for clarification before making a final decision.
Why Verify a Job Candidate’s Education? The benefits of education verification are extensive. Here are just some of the reasons employers may include this vital service in their background screening program:
Chances are you want to hire honest people. An effective way to make sure the applicant has strong morals is to confirm they were truthful on their application. Since you want to work with transparent, ethically-sound people, verifying a candidate’s education can help you weed out those who lie or embellish their background.
A challenging part of the hiring process is that there may be more than one qualified person for a single job opening. If two people seem equally-eligible for a position, their educational achievements can factor into the final decision. Education verification will ensure you extend an offer based on complete and accurate information.
Many employers are willing to pay more money—or be more flexible during negotiations—when their preferred candidate has an impressive educational background. A company may offer a higher salary to a candidate who either graduated from a highly-ranked school or earned a more advanced degree, for example. Verifying each candidate’s academic information is essential.
Also of note is the fact that many education and government positions have rigid salary tiers based on the applicant’s education and experience. Employers working in these sectors almost always verify their preferred candidates’ information in order to place the potential new hire in the appropriate tier. Strengthen Your Workforce with Education Verification Employers in Texas cities like San Antonio, Corpus Christi, and Austin can save money and build a better workforce with an expert third-party screening provider by their side. At Redstar Backgrounds, our team will guide you through every step of conducting a comprehensive education verification check.
We promise to craft the exact screening solution you need—focusing on what matters while staying compliant with the law.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Monday, October 24 2022
 Workplace drug screening has become more and more prevalent in the last two decades. In many cases, hiring managers will even drug-test candidates who make the final cut.
Numerous businesses here in Texas and across the country rely on drug tests to screen their staff. These tests are often preventative in nature—a deterrent for current and future staff, and a way to protect the work environment. But what type of drug tests should organizations administer?
This article will compare saliva drug screening and urine drug screening. Both are viable, but there are certain nuances to keep in mind.
Saliva vs. Urine Drug Screening If you are thinking of developing a drug screening program, you may be wondering whether to conduct urine or saliva drug tests.
Currently, urine is the most common drug testing specimen, followed by saliva.
Urine drug tests are arguably the simplest to administer. These kits generally come with dip sticks, cards, panels, and cups. With results available in under 10 minutes, this method is efficient, practical, and quick. It can also test for numerous drugs in a single test.
Saliva drug tests also produce quick and accurate results. These oral screening solutions generally feature a simple saliva card. Like urine tests, they produce results in under 10 minutes. These kits—again, similar to urine tests—can screen for numerous drugs, including amphetamines, cannabinoids like marijuana, opiates, cocaine, and phencyclidine.
Saliva drug screening solutions have become more popular in recent decades. They have a shorter detection window than urine tests (48 hours instead of 72 hours), but they are in many ways just as effective. Not only that, but they can pick up on drug use minutes after the substance is taken. Urinalysis takes a few hours for the drug to metabolize in the system before the substance can be detected.
Which Specimen Is More Accurate? Urine and saliva drug tests are similar in terms of accuracy. Urine drug tests produce results with an accuracy rate of more than 99%, while saliva drug tests are about 99% accurate. And while both can test for a broad range of illicit substances, urine tests can in most cases pick up more drugs.
So what’s the answer? Depending on your needs, industry, and setting, one solution might be preferable to the other. Saliva drug tests are usually slightly more convenient, and a little less likely to be manipulated. Oral solutions also require a minimal sample. Yet if speed and versatility are important to you, your organization might opt for urine drug tests instead.
Ultimately, the choice is yours. Whatever type of drug screening solution you choose, you can expect accuracy and efficiency. Our team is here to help you on your path to developing the best program for your needs.
Drug Screening for Texas Employers Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money and preserve their reputation by drug-testing their workers and applicants.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need—administering saliva or urine drug tests on a periodic basis. Our team can develop a custom, clinically-backed program tailored to your requirements. We are truly a leader in point-of-care testing (POCT) and instant drug screening.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, September 28 2022
 Many Texas companies may have a few questions about their background screening process.
One common question is whether they should perform driver’s license checks.
A motor vehicle records (MVR) check can offer important insight into the candidate’s driving history and character. As a screening provider, we find these checks very insightful. For roles that involve driving (or operating any vehicle or heavy machinery), you may even find them essential.
What Does an MVR Check Entail? An MVR check looks into a candidate’s driving-related information from the Department of Motor Vehicles (DMV). It generally goes over this information in each state. This means that if an applicant has moved across state lines, their driving record will follow them.
Here are some of the results that appear in an MVR report:
While a lone speeding ticket may not be disqualifying, frequent violations or a more serious offense will almost certainly affect your hiring decision.
Why Do MVR Checks Matter? Generally, an applicant’s MVR report only matters if the job requires driving or the use of heavy machinery.
Here are some examples of roles that may require (or benefit from) an MVR check during the hiring process:
For roles that include driving as a primary or otherwise important part of the position, MVR checks are key. They’ll reduce your liability as a company, and protect your staff and other people on the road.
How Far Back Do MVR Checks Go? Each U.S. state has a Department of Motor Vehicles (DMV) with its own laws and limits on how far back an MVR check might go.
In most states, MVR checks go back anywhere from three to seven years. Some states go back as far as 10 years.
Most employers look more critically at recent infractions than they do at, say, offenses from many years ago. This is especially relevant if the driver’s more recent driving record is clean.
What Do Employers Look for in an MVR Check? All industries regulated by the Department of Transportation (DOT) are federally obligated to perform MVR checks before making a hiring decision. In these sectors, a flawless (or near-flawless) record is ideal.
Employers across the board are hoping to hire workers who don’t have a history of reckless or dangerous driving. To this end, hiring managers will generally look for:
By eliminating these risks, employers can rest assured they are hiring safe drivers. Click here for more information.
Protect Your Texas Business with Driver’s License Checks Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and safeguard their reputation—by hiring skilled drivers with clean records.
This is where an expert third-party screening solution may come in. At Redstar Backgrounds and DrugScreenKits.com, our team will guide you through every step of conducting a comprehensive MVR check.
We promise to craft the exact screening solution you need—focusing on what matters while staying compliant with the law.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, September 21 2022
 Jobseekers can send employers their resume with the press of a button.
While most people are truthful, it’s important for hiring managers to get a clear sense of the person’s character.
This where a reference check may come in.
What Do Professional Reference Checks Entail? Chances are you’ve heard of background checks. Before onboarding a new team member, you might look into their criminal record and do a bit of digging into the candidate’s history.
Reference checks offer a vivid picture of an applicant—in a very specific way.
During a reference check, the hiring manager or screening provider will reach out to the candidate’s former employers and personal references to learn more about them.
Typical questions posed during a reference check include:
These are just some examples of the questions that come up during a standard reference check. That said, these checks may vary depending on the industry or role. Department of Transportation (DOT) reference checks, for example, are designed to meet DOT requirements. This means they will almost certainly include questions about the applicant’s drug and alcohol use as well.
Why Do Reference Checks Matter? Reference checks offer a unique assessment of the applicant’s integrity, background, and overall qualifications.
While unfortunate, some people do lie in order to get ahead. From time to time, candidates—specifically, those who assume employers won’t check references—may embellish their resume.
A reference check is a subtle yet effective way to fact-check someone’s application or interview. It’s a great way to supplement traditional background screening. Most employers consider it an essential part of the screening process.
While personal references are always appreciated, employers should note that professional ones are just as important. A former boss or supervisor can offer a unique perspective on how the candidate behaves in the workplace.
Reference Check Warning Signs What if a red flag comes up during a reference check?
If something doesn’t sit right with you, don’t be afraid to investigate. For example, if a candidate lists former colleagues rather than direct employers as references, ask for additional names. At the very least, you’ll want to understand the reason for this.
In addition, you’ll want to keep an eye out for gaps in employment references. Always ask questions if something doesn’t look right to you.
And finally, be sure to call professional references on their company phone line. This is key to making sure the person you are speaking with is who they say they are.
In today’s digital landscape, employers can connect with applicants from all over. This makes verifying your potential team members’ backgrounds more important than ever. Reference checks can help bring clarity and peace of mind amid the chaos of the hiring process.
Comprehensive Reference Checks for Texas Employers Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and preserve their reputation—by hiring well-qualified, properly-vetted people.
This is where pre-employment screening comes in. Reference checks are no exception. At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step.
No matter your industry, we’ll craft the exact screening solution you need—searching for the same things your competitors look for in a background check.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Tuesday, August 30 2022
 In Texas and across the country, companies hire a significant number of rideshare and delivery drivers.
Vetting these team members is essential.
After all, Uber, Lyft, and taxi passengers expect their drivers to be safe.
And customers want delivery drivers they can trust.
But in the gig economy, how can employers adequately screen their staff? Prioritizing everyone’s safety is key—so does that mean assessing the candidate’s driving history, their past criminal behavior, or both?
This article will offer a deep-dive on how to vet your rideshare and delivery drivers here in Texas. Consider the following best practices to stay compliant. And remember that by screening your drivers, you can protect your people, your reputation, and your bottom line.
Motor Vehicle Records (MVR) Checks An MVR check involves driving-related information from the Department of Motor Vehicles (DMV) in each state. Companies that employ rideshare or delivery drivers must look into their drivers’ history on the road. This will help them make sure they’re hiring people with integrity and sound driving abilities.
Here are just some of the results that will come up in an MVR report:
While a lone speeding ticket might not be disqualifying, serious convictions like driving under the influence (DUI) will be. Employers who find, say, three or four minor violations in the last three years, or a major driving violation in the last three years, will want to exercise caution before extending the applicant an offer.
Concerned about a candidate who moved to Texas from another state? A reminder that MVR checks pull driving records from every U.S. state’s DMV. Chances are you’ll have all the information you need to make a decision.
Criminal Background Checks In addition to reviewing drivers’ motor vehicle records, employers should conduct criminal records checks on their potential new hires. These checks will help identify potential behavioral problems.
Since rideshare companies and organizations that offer delivery services tend to hire a substantial number of people, these checks are critical. Customer safety is a key concern—and you don’t want to let anyone slip through the cracks.
Enter criminal background screening. By going through a database of over 1 billion records, companies can screen potential hires for violent crimes, sexual assaults, robberies, and more.
Different organizations have different rules regarding which crimes are disqualifying. Generally, the following will negatively influence employers’ hiring decisions:
Most employers will screen their drivers on an annual basis to keep their records up-to-date. Again, the overarching goal is to protect customers, passengers, and other team members from a potential hire’s criminal or reckless driving behavior.
Protect Your Texas Business with Driver Background Checks Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and safeguard their reputation—by hiring skilled drivers with clean records.
This is where an expert third-party screening solution may come in. At Redstar Backgrounds and DrugScreenKits.com, our team will guide you through every step of vetting your rideshare and delivery drivers.
We promise to craft the exact screening solution you need—focusing on what matters while staying compliant with the law.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, August 24 2022
 Let’s talk about background checks—specifically, Ban the Box laws.
Also known as Fair Chance laws, this legislation is meant to reduce the stigma of a candidate’s criminal history during the hiring process. Essentially, employers must consider a job applicant’s qualifications before looking into their criminal record. In line with the term “Ban the Box,” these laws prevent employers from forcing candidates to tick a box disclosing their criminal background early on.
We’ll go into more detail shortly. This article will offer an overview of Ban the Box laws and whether they apply in the state of Texas.
Ban the Box: An Overview Ban the Box laws may vary based on location. As of December 2021, federal agencies and their contractors are subject to these restrictions under Senate Bill 387 no matter their U.S. location.
This bill summarizes these laws quite well, explaining that all applicants deserve a fair chance at employment regardless of their criminal history.
Now, this doesn’t mean that employers can’t refuse to hire a candidate with a troubling criminal record. They must, however, refrain from inquiring into a person’s criminal background until after they extend a conditional offer of employment.
Consider a person with a history of driving under the influence (DUI). If this candidate receives a conditional offer of employment for a transportation role, hiring managers would be well within their right to rescind the offer. Multiple DUIs, after all, wouldn’t bode well for a position that requires driving.
The important thing here is that this type of screening cannot take place until after the applicant gets a conditional offer. In other words, it cannot be used to determine whether an applicant is qualified for a given role (although it can certainly influence a company’s hiring decision down the road).
There are exceptions to Ban the Box laws for roles where the candidate would have access to classified information.
Ban the Box in Texas Currently, approximately 35 U.S. states and many cities and counties have adopted some form of Ban the Box legislation.
Texas does not have a Ban the Box statute at this time. The city of Austin, however, does.
The law stipulates that Austin employers with 15 or more team members cannot ask candidates questions about their criminal history (or conduct a criminal background check) until after they have made a conditional job offer.
Ban the Box Compliance In 2012, the U.S. Equal Employment Opportunity Commission (EEOC) published Enforcement Guidance on considering a job applicant’s criminal history. These guidelines recommend that employers conduct individualized assessments to determine whether potential criminal activity would affect the role in question.
This is designed to reduce the risk of discrimination—yet still make hiring decisions that promote team member and community safety.
Each year, Texas employers should revisit their state, county, and city laws for a better understanding of how to screen potential workers. Company leaders can also consult with lawyers and third-party background screening providers to ensure full compliance with Ban the Box laws.
Protect Your Texas Business with Better Background Checks Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and safeguard their reputation—by hiring the right, properly-vetted people.
This is where pre-employment screening comes in. At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step.
No matter your industry, we’ll craft the exact screening solution you need—searching for the same things your competitors look for in a background check.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, July 27 2022
 Background checks are important regardless of your location. Austin, Texas is no exception.
The Austin Diagnostic Clinic, Whole Foods Market, Charles Schwab—the City of the Violet Crown is home to employers of all sizes. To thrive in a competitive market, businesses must scale and take on new hires. Throughout, they should absolutely pre-screen their staff.
Why Complete Pre-Employment Screening? Conducting background checks will decrease company liability and help employers make better hiring decisions. The benefits are truly expansive and include:
Hiring the wrong candidate can cost a lot of money—and take up precious time. Repeating the recruiting process over and over again can be a real drain on a company’s bottom line. This makes background screening imperative.
Teachers, healthcare professionals, and those working in industries like transportation and law must hold specific licenses and other qualifications in order to work. Pre-employment screening will verify the applicant’s credentials before you extend an offer.
Employers are responsible for the safety of their team. Hiring a dangerous or careless employee can put other workers at risk. With a comprehensive screening program, 54% of employers claim to see more consistent company safety and security.
You know what’s expensive? Being fined or sued for failing to adequately screen your staff. Investing a small, fixed sum of money on the front-end can save precious resources down the road. If you’re looking to cut costs, don’t let it be on screening.
Many Austin companies find candidates they love before completing the background screening process. A great way to work around this is to make an offer contingent on the applicant’s background check results. This lets the candidate know you’re interested, all while protecting your business should you uncover information that might sway your decision.
FCRA-Compliant Background Checks in Austin In a poll conducted by HireRight, 65% of respondents stated the main benefit of background screening is a higher-quality hire.
By identifying potential problem candidates before they join your company, you can be proactive. From a time and cost perspective, it’s better to wait a little longer to hire the right person than it is to extend an offer to the wrong one.
Screening your staff for truthfulness, sound qualifications, and a clean criminal background can make all the difference in preserving your Austin company’s reputation.
Of course, you want to make sure you’re complying with the law. A reputable background screening provider will not only tailor a program to your company needs and size—they will also take an FCRA-compliant approach. By complying with the Fair Credit Reporting Act and Texas law, both employers and team members can enjoy the protection they deserve.
Redstar Backgrounds operates within the stringent FCRA guidelines. Our team members complete ongoing training to stay compliant, so they can continue serving businesses in Austin and throughout Texas. We would love to help you build a straightforward, effective screening plan of your own.
Hire Better with Background Screening in Austin Looking to protect your business and your bottom line? Austin, Texas-based business can build a stronger workforce with a custom screening program.
To learn more, view the services we offer at Redstar Backgrounds and DrugScreenKits.com. Please contact us for details in the meantime, or to set up a free consultation.
Our team can guide you through every step of creating the right background check solution for your unique needs. Whatever industry you work in, we’ll be right by your side—saving you time, money, and liability. A more cohesive company culture is simply an added bonus.
For more information on our pre-employment screening services, follow us on Facebook, Twitter, and LinkedIn. Thursday, July 21 2022
 There’s no one-size-fits-all approach to running a background check.
While most Texas employers will agree on the importance of screening potential new hires, people—and industries—may go about things differently. A pre-employment background check will vary based on the size and resources of the organization, along with many other factors.
Yet business owners from San Antonio, Austin, Houston, and Corpus Christi will agree that some items are absolutely essential.
What Do Companies Look for in a Background Check? These are the top five things Texas companies look for in a background check:
Most hiring managers complete criminal records checks on the job candidates they’re seriously considering. Some extend offers contingent on the applicant passing the check. Employers can conduct criminal background checks at the county, state, and federal level. It’s important to conduct a Sex Offender Registry search as well, in order to avoid putting your customers and staff at risk. Red flags include violent crimes, embezzlement convictions, DUI, and more.
Most Texas companies will look into their candidates’ work history. Hiring managers might be hoping to confirm the candidate has a certain level of experience in a particular industry or role. In other cases, they might be determining whether the candidate could bring other skills to the table that could compensate for a lack of experience in another area. Since applicants generally self-report their employment history, verification checks are equally important.
Verification checks give hiring managers a chance to look for dishonesty. In addition to checking the candidate’s work history, HR professionals might also verify that the applicant attended a specific high school, college, or university during the dates they reported. Some verification checks might also determine whether a person has the degrees, certificates, and licenses they need to work in their field: a teaching license, for example, or a license to practice law.
References are different from employment verification checks, though each one is tied to the applicant’s career history. While employment verification looks into whether the candidate is being honest about their work experience, professional references consist of actual conversations with a person’s former colleagues and supervisors. References are more focused on the candidate’s work performance, skillset, and character than they are on uncovering discrepancies.
Finally, Texas employers often look for a clean driving record when making their hiring decisions. This is especially relevant for jobs that involve driving or operating heavy machinery. Transportation, construction, and manufacturing jobs are best-suited for candidates who don’t have a history of speeding or reckless driving. A less-than-stellar driving record can cause safety and liability problems that employers will almost certainly want to avoid.
What Can’t Employers Screen For? Employers cannot check their potential hires’ medical or military records. Criminal records that have been sealed or expunged are off-limits as well. And background check compliance is essential for business owners.
This, of course, is something the right provider can assist with.
Many Texas businesses save time, increase accuracy, and improve the quality of their team by outsourcing their background screening to a trusted partner.
Protect Your Texas Business with Better Background Checks Employers in Texas cities like San Antonio, Houston, Corpus Christi, and Austin can save money—and safeguard their reputation—by hiring the right, vetted people.
This is where pre-employment screening comes in. At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step.
No matter what industry you work in, we’ll craft the exact screening solution you need—searching for the same things your competitors look for in a background check.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Thursday, June 30 2022
 More workers drive than employers might initially think.
Maybe you have assistants running errands on the clock. Maybe you employ a team of journalists who drive to and from interviews each day. Or, maybe you have a couple of delivery drivers on your roster. In the manufacturing and construction industries, workers who operate heavy machinery are usually considered drivers as well.
Employers who don’t own or manage a trucking company are often lax about looking into their team’s driving history. In most industries, however, employed drivers should still undergo background screening. And in addition to your standard background check, you’ll want to complete a Motor Vehicle Records (MVR) search.
What Are Motor Vehicle Records Checks? MVR checks are also known as driver’s license checks. They shed light on applicants’ driving history and are an essential component of hiring workers who will be driving on the job.
Generally speaking, MVR checks are ideal for team members who drive:
Employers should also run MVR checks on staff who will be operating heavy machinery, or driving vehicles like cranes or tractors. In most states, individual driving records date back three to seven years.
Don’t Assume Your Drivers Are Safe Far too many employers assume their drivers are safe because they interview well. If a candidate doesn’t disclose a spotty or troublesome driving record, you might not feel the need to look into their history.
That said, consulting the Department of Motor Vehicles in the state that issued the applicant’s license is essential. A quick search will give you all the information you need on the person’s driving-related crimes and accident history.
Consider the following example. Say one of your truck drivers lied about having a commercial driver’s license (CDL) in their application. If you fail to conduct a background check on this person, and they get into a serious at-fault accident in a commercial vehicle, you could be held liable for inadequate screening.
In the worst-case scenario, a negligent hiring lawsuit can become a wrongful death lawsuit. You’ll want to protect people on the road—and reduce your company liability—by going the extra mile in making certain that your drivers are safe.
Mitigate Driving Risks and Corporate Liability The best way to reduce your liability is to tailor your screening program to each driving position. By doing so, you can streamline the background check process without putting your company property, your workers, or your community at risk.
MVR checks help Texas organizations like yours stay compliant with the U.S. Department of Transportation and the Federal Motor Carrier Safety Administration.
These checks will go over everything from license types and classes, to restrictions and expiration dates. Additional information will include alcohol-related events (like DWI), suspensions and revocations, and violations or citations. Even speeding tickets will show up in the search.
Hire Safe Drivers with the Right Screening Program Protect your workforce and your community by hiring workers with an impeccable driving history.
How can you achieve this? Many clients start by browsing the services we offer at Redstar Backgrounds and DrugScreenKits.com. Please contact us for details, or to set up a free consultation.
Our team can guide you through every step of building the right program for your needs. No matter your industry, we’ll work with you to craft the exact solution you need—saving you time and money, and reducing liability as a result.
For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. |
