EMPLOYMENT BACKGROUND CHECKS
Marijuana Industry Employment Background Checks
Medical Marijuana Dispensaries Employment Screening
CBD Stores And Dispensaries Employment Background Checks
The legal marijuana business is definitely in high growth mode. Sales are projected at more than $24 billion in the next few years.
In the states that passed medical or recreational legalization initiatives, employment projected to increase to nearly 300,000 employees.
Like any other retail business, the legal cannabis industry has the same challenge of attracting reliable, honest employees that are unlikely to bring harm to the business, it’s owners, it’s fellow employees, or it’s customers.
Moreover, the legal marijuana business has enhanced concerns about security.
Cash handling, deposits, product growth, storage, transportation security and employee safety are significant risk concerns of employers and legal marijuana sales and dispensary business owners.
Legal marijuana dispensary and store employers need to know who they are hiring. Like other businesses, some criminal records or hard drug use might disqualify certain applicants. Employees often work without a coworker or supervisor on site. In the face of sometimes minimal pay and many opportunities to access company property and funds, the need for a quality pre-employment background check is evident.
A thorough criminal records background check is an employers first line of defense in protecting the company’s assets, fellow employees and customers.
Our Criminal Records “Smart Search®” is an industry standard criminal records background check of state and county criminal records.
It includes the following:
1. A multi-state criminal background check Including a check of the Sex Offender Registry (SOR) in all 50 states
The Multi-State criminal background check also includes:
OFAC Blocked List- Terrorist Watch List (Office Of foreign Assets Control),
INTERPOL Most Wanted- NS, DEA Fugitive List, Denied Persons List, Debarred List,
OTS List- NS (Office Of Thrift Supervision),
Bank of England Sanctions List-
NS, European Union Terrorism Sanctions List-
NS, OSFI – Canadian Sanctions List- NS,
Australian Reserve Bank Sanctions List- NS
2. A 10 year social Security Number address history Trace
3. County or State criminal background checks from any county or State of residence based on the last 7 years social security number address history, from counties or states not already included in the multi-state criminal background check.
(This averages 1.75 additional county criminal background checks.)
These county or State criminal background checks are ordered for you automatically based on addresses shown in the applicant’s social security number trace.
Criminal records returned on the multi-state criminal are also verified in the jurisdiction of record by ordering up to date county criminal records as required by the Fair Credit Reporting Act.
All of our reports are FCRA compliant.
Our Criminal record “Smart Search Plus® “ includes all of the criminal records background checks above and also includes a check of the separately maintained Federal Criminal Records in every state in which the applicant has lived for the past 7 years.
All other employment screening services including pre employment drug screening, workers’ comp claims history reports are available at competitive prices.
We Also Offer Pre-Employment Drug Screening.
For more information on pre-employment drug screening: Click Here
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:
A price list will be promptly e-mailed to you.
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.