One employment screening topic that has gained momentum over the past year is the practice of continuous background screening. More than ever, employers are starting to weigh the advantages of conducting post-hire screenings on their workforce.

The benefits for employers are clear: a continuous background screening program allows employers to make highly informed employment retention decisions. For healthcare employers, however, adopting this type of talent screening program also demonstrates their commitment to workplace and patient safety.

The end of the year is often an opportune time for departments, including human resources, to reflect and take a hard look at daily operations. From retention to talent development and recognition to performance feedback, it’s important for HR to decide what processes are working, those that aren’t working, and how to address any red flags moving forward. 

To keep things simple, here are some of the latest HR issues to consider as you focus on improvements for a more efficient and successful new year.

For healthcare organizations facing a hyper-competitive market and an aging customer base that requires more care, contingent staffing, also known as supplemental staffing, can play an integral role in HR's strategic planning process as a means to acquire on-demand, qualified healthcare talent.

How does an employer know if their employees have been arrested or convicted of a crime while on the job? The truth is, unless employers run recurring criminal history checks post-hire, they simply won’t know. 

Although not a novel concept, the practice of continuous, constant background screening has recently gained momentum among employers.

There are many reasons why it’s important for employers to use a background screening provider accredited by the National Association of Professional Background Screeners (NAPBS). From quality assurance to an ongoing commitment to industry standards, partnering with an NAPBS-accredited firm ensures your organization is served by a partner that protects your data and keeps you informed of essential compliance requirements.

Healthcare providers play a critical role in today’s society – providing care for hundreds of thousands of Americans each year. As an industry, they have seen firsthand the devastating impact of drug use and abuse today. But with higher than average rates of use and addiction in their own employer population, how are employers in healthcare able to manage their own workforce? 

What happens to a person’s information such as their Social Security Number (SSN) once they’ve passed away? In 1980, the U.S. Social Security Administration (SSA) developed an electronic database called the Death Master File (DMF), or sometimes referred to as the Social Security Death Index (SSDI), which currently contains over 85 million Social Security records of deceased individuals issued since 1936.

Background check compliance continues to be a hot topic moving through 2018. From increased class-action lawsuits to data breaches affecting millions, it’s critical that employers exercise their proper due diligence to safeguard their organization and the reputation they must uphold.

Governor Jerry Brown signed Assembly Bill 1008 into law on October 14, 2017, expanding a section of the California Fair Employment and Housing Act (FEHA) to restrict employers’ ability to make pre-hire and employment decisions based on an individual’s criminal history. California’s Ban the Box law is effective January 1, 2018.

AB 1008 applies to all employers in California with five or more employees and restricts affected employers from:

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