Sentences with phrase «employee background check process»

We pride ourselves on helping our clients navigate the questions that inevitably arise during the employee background check process.

Not exact matches

Our screening process includes conducting full background checks on candidates, as well as private interviews and use of psychometric testing to determine employee compatibility, if deemed necessary.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

Preventative counseling and guidance to businesses regarding all aspects of the employer / employee relationship, including: lawful hiring processes, interviews and background checks, wage - and - hour compliance, investigations of employee misconduct, workplace privacy, drug and alcohol testing, leaves of absence and disability accommodations, employee performance management and employee discipline and discharge.

ING Direct has deployed fingerprint scanning technology from Minnesota's Identix to help increase the speed and efficiency of processing US employee background checks.

Re-screening is the process of performing background checks on current employees in any industry ranging from educational organizations to large corporate firms and small businesses.

From the essentials, including criminal background checks, drug and health screening and easy - to - navigate candidate and employee portals and workflows, to ultimate solutions including Form I - 9, new hire and custom forms we have the hiring process covered from end - to - end.

It is up to a Human Resource Assistant to process applicant background and reference checks, maintain employee files, assist with employee orientations and help managers interview candidates.

ESR, a leader in employee screening, tackles the most sensitive and confidential piece of the hiring process, giving employers peace of mind with their integrated background check solution.

Coordinated induction for new employees both new hire and benefit orientation and processed all offer letters, new hire paperwork and background checks.

As with any employment background check, it's important for employers to comply with rules and regulations related to the collection, dissemination, and use of criminal information throughout the employee selection process.

Tags: background screening compliance, background screening process, company background checks, EEOC, employee background check, employment screening, FCRA

For employers who rely on employment screening and background checks as part of the employee selection process, knowing how to handle the resulting reports is essential.

Two recent high - profile class action cases make clear the need for employers to ensure, among other requirements, that the process used to gain consent from employees and candidates prior to initiating a background check is in line with FCRA rules.

You're looking for the least expensive background checks you can find but you may be putting your applicants, your employees, and your business at risk if you unknowingly rely on cheap background checks that are off - shored for processing.

One reason employers neglect to background check their employees is the belief that the process requires more effort than it's worth.

To avoid disruptions at the crucial moment when an applicant is transitioning from potential to actual employee, compliance steps, such as getting applicant permission to do the background check, should be built into the process and be well - understood by your team and others involved in hiring.

The integration between Saba and HireRight simplifies the process of requesting and processing background checks for new hire candidates, as well as onboarding of new employees.

Handled all aspects of the recruitment process, interviewed, and conducted pre-employment screening, background checks and personality tests to new employees.

That's why doing an employee criminal background check must be the first step of the hiring process.

Actively involved with company hiring process by ordering background checks, scheduling interviews, planning orientations, as well as prioritizing the safety of both customers and employees.

They must also be able to perform the hiring process which may include collecting and filing paperwork, ordering background checks, salary negotiations and providing new employee orientation assistance.

Processed employee documentation including E-Verify I - 9's and background checks.

HR Specialist SoCal Penske — West Covina, CA [05/2013 — Present] • Carry out all recruitment processes including head - hunting, reaching potential candidates by telephone / email, applicants» resume screening, interviewing applicants, processed background checks, shortlisting, finalizing hiring and closing vacancies • Process new hire paperwork, ensuring compliance with company requirements on time • Create, organize, update and maintain personnel files and the HR database • Manage and coordinate employee training and development programs

Administers local Human Resources (HR) processes such as completing Payroll forms, processing new hire paperwork, benefits enrollment forms, background checks, verifying pre-need sales licenses, maintaining employee files and other confidential files (I9's, etc.).

This Privacy Statement covers CII's website and practices for managing personal information provided by our visitors and clients, and by the applicants or employees for whom background checks are processed.

Adverse action in employment (the process of denying an employment opportunity to a candidate or employee because of something revealed in a background check) can land an employer in a rugged territory of cross-cutting laws...

Our national criminal background checks streamline your hiring process by turning the employee screening process over to our professional staff.

Adverse action in employment (the process of denying an employment opportunity to a candidate or employee because of something revealed in a background check) can land an employer in a rugged territory of cross-cutting laws and regulations.

Human Resources Partner November 1995 - January 2001 Assisted the Association of 500 employees with staffing and recruitment processes; administered pre-employment test, screened resumes, scheduled interviews, employment verifications, completed background and reference checks Processed personnel actions that included salary adjustments, merit increases, transfers, leave of absence, pension Calculations, metro check deductions and benefits programs Coordinated new employee orientation and ensure that new hires paperwork is completed accurately Updated the vacancy announcements, bulletin board, ABA web pages, job line and external web sites Composed and submitted job ads to various recruitment sources and tracked monthly advertisement expenses Managed the internal temporary staffing pool and youth employment programs for various internship positions Scheduled and interviewed candidates for administrative positions Formulated and assembled personnel policies and procedures to various department in the Association Scheduled and coordinated blood drives and influenza shot programs for the Association

Washington Hospital Center, Recruitment & Employment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcoming events

The suit filed on December 4, 2014 by a Tampa - based Whole Foods employee claims that the company's background screening process violated the FCRA by failing to make proper disclosure and failing to obtain proper authorization of the pending background check.

Extendicare, Pittsburg, PA Apr 2009 — Mar 2010 HR Intern • Assisted in gathering employee information • Processed background checks and verified information • Updated employee files as directed • Managed the payroll process as directed • Took telephone calls and provided information

Proficient in interdepartmental and candidate interview coordination, daily management and HR systems processing by performing Background checks and orientation of new employee.

Hired employees and initiated the new hire paperwork process including background checks and fingerprint applicants.