Colleges, Universities, Trade and other schools face significant liability for the acts of anyone associated with the College, University or School.
It has been well established through the court system that educational entities have a responsibility to conduct an employment screening background check on all College and University Instructors, Teachers, Officers, employees, volunteers and anyone else that acts on behalf of or for the educational institution 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 University or College.
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 institution’s leaders, faculty and the student body well.
Remember, the College’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.