Our website is secured by  SSL  technology.

 

 

 

No personal or financial information is stored on our web site.


HR Departments must be sure the all procedures and polices are in place to insure information security is maintained at all levels.

  •  Acknowledge and document that all responsible people understand your company’s or institution’s Acceptable Use policy.

  • Take steps to insure  contractors, part-time staff, and student workers review and acknowledge their requirement to comply with your organization’s Acceptable Use Policy. Confidentiality and non-disclosure agreements should be executed if appropriate to their levels of access to institutional information.

  • Read and acknowledge the HR rules and consequences of policy violations.

  • HR department compliance begins with new hire background check information.

  • Include job descriptions which describe in detail security responsibilities of each employee handling sensitive information. Establish separation of access  and separation of duties in handling sensitive information.

  • Security Awareness  training should be conducted on a regular basis.

  • HR and Information Technology staff should be kept promptly up to date n the status of all full time and part time employees so information security access can be controlled

  • Establish procedures to insure Company / organization assets  are returned and secured promptly when employees leave.


Our Automated Employment Screening provides an applicant controlled process that allows
FCRA compliant background check forms, including Electronic Chain-Of-custody  forms 
and  releases to be completed online by the applicant.

We provide several short    videos    to  easily acquaint you with the system.

This  makes the background check process fast and easy.

Please    Click   or call for more information.

Call Us now at    800-459-3034  and begin ordering instant driving records and background checks within minutes or:

FOR MORE INFORMATION CALL ANYTIME

Disclaimer
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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