Post Hire

Studies show that approximately one in four Americans have some type of criminal record, and according to the Bureau of Labor Statistics, the average American worker stays with an employer for a little over four years. This presents significant risk for companies with tenured employees that may have passed an initial background check but could have picked up a serious record or two since. It is useful to conduct an annual background check on current employees to become aware of any new criminal activity. Remember to include substance abuse screening in the updated background check.

Background checks only include information about an employee’s past. Any current information regarding new records will not be reported to the employer unless requested.

If an employee is engaging in ongoing criminal activity, this could permanently tarnish an organization’s image. Depending on the severity of the criminal behavior, customers could lose trust in your company. Consider, for instance, the headlines regarding sexual abuse at childcare facilities and church organizations where the criminal activity lasts for years or even decades.

Your local or state government may have specific laws about how often employees in your industry need background checks. For example, people who work with children may need to undergo background screening more often compared to other industries. In addition, company policies should be regularly evaluated and updated. Employees who have been with the company longer may have been screened under different criteria than newer employees, so it may be beneficial to rescreen veteran employees under the current criteria. Lastly, examine your company’s background check consent form and ensure it includes ongoing checks. If it does not, obtain a new authorization form that does and consider adding language to your pre-employment screening form that includes future background screening.