Sentences with phrase «employment background checks rely»

Not exact matches

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.

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.

The updated Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions has caused quite a stir among background screening companies and employers who rely on criminal background checks.

Rather than relying on «gut feel» or what's stated on an applicant's resume, employment screening gives you clear methods by which to verify claims and check the background of a prospective or current employee.

Instead, employers are wise to rely on employment background checks — which are conducted on final candidates — to uncover any background behaviors or qualifications that have not already been assessed that might impact their safety and performance on the job.

Think about it: What these studies suggest is that absence an employment background check employers will have no choice but to rely exclusively on an individual's stated employment record (as reported in a job application) or the employer's own personal judgments about an individual.

But for the average recruiter, hiring manager, CEO, and business owner who are simply trying to hire the best people they can, and who rely on employment screening providers to take care of checking the box on background checks, these lawsuits are easy to ignore.

Employment Screening Resources (ESR)-- a nationwide background check firm accredited by The National Association of Professional Background Screeners (NAPBS ®)-- does not rely upon home based operators to perform employment and education veriEmployment Screening Resources (ESR)-- a nationwide background check firm accredited by The National Association of Professional Background Screeners (NAPBS ®)-- does not rely upon home based operators to perform employment and education veribackground check firm accredited by The National Association of Professional Background Screeners (NAPBS ®)-- does not rely upon home based operators to perform employment and education veriBackground Screeners (NAPBS ®)-- does not rely upon home based operators to perform employment and education veriemployment and education verifications.

These stories are proof positive why employers can not rely only on cheap and quick searches using Internet databases or search engines like Google check in place of «real» background checks from companies like Employment Screening Resources (ESR), which is accredited by the NAPBS Background Screening Credentialing Councbackground checks from companies like Employment Screening Resources (ESR), which is accredited by the NAPBS Background Screening Credentialing CouncBackground Screening Credentialing Council (BSCC).

Some organizations rely on FBI background checks to provide this service, but a report released last July by the National Employment Law Project revealed some troubling data about the accuracy and quality of these background checks.

This story is proof positive why employers can not rely only on cheap, quick, and convenient Internet searches using Google or other search engines in place of «real» background checks from companies like Employment Screening Resources (ESR), which is accredited by the National Association of Professional Background Screeners (NAPBS ®) Background Screening Credentialing Councbackground checks from companies like Employment Screening Resources (ESR), which is accredited by the National Association of Professional Background Screeners (NAPBS ®) Background Screening Credentialing CouncBackground Screeners (NAPBS ®) Background Screening Credentialing CouncBackground Screening Credentialing Council (BSCC).