
New
Jersey (NJ) Pre-Employment
ScreeningPre Employment Screening In New
Jersey
National Employment Screening provides professional pre employment screening
services to New Jersey employers to help you protect your employees and clients
from the costly effects of hiring undesirable employees.
We serve businesses in Newark, Trenton, Bayonne, Perth Amboy, Jersey City, Red Bank and all other
New Jersey cities.
New Jersey employment screening law:
At Will Law Provisions In New Jersey
In New Jersey, employees are presumed to be "at will."
At-will employees may be terminated for any reason, so long as it's
not illegal. Generally, employees who work under an employment
contract can only be terminated for reasons specified in the contract.
In New Jersey, if an employer shows express proof that an employee is
employed at-will, even an implied contract will not overcome the
presumption of at-will employment.
New Jersey employment screening law:
New Jersey-Giving
Employment References
Apparently, New Jersey employment screening law does not
provide specific protection to employers as it relates to supplying references
concerning past employment.
It would seem that previous employers may provide any non-confidential
information about a previous employee, so long as it's true and isn't provided
to maliciously harm the employee. An employer who provides false information
that disparages the employee may be liable for defamation. Lacking specific
protection by state law, In order to avoid potential liability, many employers
often refuse to comment on a past employee's job performance and confirm only
minimal information such as dates of hire and separation, plus wage or salary
information.
This practice, however, leaves New Jersey employers in an
undesirable position as they may find themselves the target of a
lawsuit from a subsequent employer for failing to disclose a potentially
dangerous employee.
Please note that Federal
employment screening law mandates background checks for employees who are engaged in particular
industries. The Office of Inspector General of the Department of Health and
Human Services maintains a list of individuals who are excluded from
participation in any of its federally-funded healthcare programs. Exclusions are
due to convictions for program-related fraud and patient abuse, licensing board
actions and default on health education assistance loans. Therefore, employers
in affected industries should check the
OIG Exclusion list
before hiring employees who might work in such programs. The FACIS program is
also very important when screening medical personnel.
Click Here
for more information on FACIS.
Pre employment screening and employee background check services available in New Jersey: (Click on each link for
more information)
Human Resources Organizations In New Jersey
Since its inception in 1989, the New Jersey
Human Resource Planning Group
(NJHRPG), has been recognized as a premier learning community,
committed to continuous improvement of organization performance through
effective design and implementation of value-adding human resource strategies
and practices. NJHRPG is an affiliate of the national Human Resource Planning
Society (with separate membership).
The National Human Resources Association - New Jersey has been
serving human resource professionals in the New Jersey area for many years.
NHRA
strives to advance the development of human resource professionals. Through
programs and services,
NHRA-NJ supports human resource professionals throughout their career
life.
If you would like to see your New Jersey Human Resources organization listed
here please contact the
webmaster.
Call anytime to get more information about our New Jersey Employment screening
services at 800.459.3034.
Pre-employment screening searches are available
in the following states.
Click a state below
to see pre employment screening law, employment screening information, tips
and specific
pre employment screening searches available in that state:
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employment screening (AL),
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employment screening (WY
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None of the information in this web site should be construed as legal advice.
All forms policies, terms, information
and procedures should be reviewed by your legal counsel before being used in any
way.
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