Church Worker And Church Volunteer Employment Screening
All churches face significant liability for the acts of anyone associated with the church.
It has been well established through the court system that Churches have a responsibility to conduct an employment screening background check on all church ministers, officers, employees, volunteers, drivers and anyone else that acts on behalf of or for the church in any way.
The risk is simply too high not to exercise the due diligence of a quality employment screening program.
The negative consequences of a single act by an individual can bring great trauma to the victims of sexual misconduct or assault but also serious harm to the greater church from which it may never fully recover.
The financial impact alone can be huge but many other factors should also be considered such as the stress of litigation and the negative impact of bad publicity on the church's leaders and the congregation as well.
Remember, the church's best defense and sometimes its only defense is having done a proper employment screening background check.
Our criminal records Smart Search Plus® has become the industry standard for a quality criminal records background check.
It includes an unlimited check of the Federal criminal records repositories in the states where the applicant has lived for the past 7 years.
It also includes a check of any needed state and county criminal records checks as well as a social security number address history trace, a multi-state criminal records database search and a check of of the sex offender registry in all 50 states.
It is the criminal records background check now chosen by most of our clients. For a brief overview of all of our employment screening services, please Click Here
We Also Offer Pre-Employment Drug Screening.
For more information on employment drug screening: Click Here
Staying within the Law on employee background checks
There are numerous regulations about what information you are allowed to access, under what circumstances you are allowed to access that information, and which information can legally be used in a hiring decision.
All of our reports are FCRA compliant.
As with any other employer:
You must: Get the appropriate permission from the person concerned,
You must: Properly notify a person of a negative decision based on information discovered.
You must: Protect the confidentiality of the information.
You may not: Make a decision on data that was excluded by law for the type of position for which the person was being considered.
The church also must comply with data security and record retention requirements and needs to fully comply with the Fair Credit Reporting Act (FCRA) as well as any other state laws which have jurisdiction not only over credit information, but other types of personal data as well.
For a brief overview of employment screening laws in your state: Click Here
For More Information Call Anytime
None of the information contained in this web site should be construed as legal advice.
All forms, policies, information and procedures should be reviewed by your legal counsel before being used in any way.
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