Any business or organization wanting to avoid negligent hiring concerns as well as maintain a safe work environment.
Negligent hiring refers to a cause of action that arises from an employer’s obligation to not hire an applicant that they knew or should have known was likely to undertake conduct against other individuals or otherwise subject employees or third parties to actions that can create legal liability. Conducting background checks prior to hiring employees will help to protect your organization from the potential of civil litigation.

It can consist of a combination of the following: County Criminal Record Checks, Department of Corrections, Sex Offender Registry, U.S. Federal District Court, International Criminal search, Motor Vehicle Record Reports, Pre-Employment Drug Testing, Employment Verification, Education Verification, Professional License Verification, Credit Report, OIG/GSA (SAM) Excluded parties list and Social Security Number Address Traces.

These are basic searches ordered as a part of most background checks and can be adjusted based on your industry requirements and the position you are hiring for.

Results will typically be returned in 24 – 72 business hours. There are cases in which a county search may have delayed results or requires extensive research. In those instances we will contact you directly on what to expect and keep you updated.

No. We can, however, provide you with requested background information to the completeness of the information available to allow you to make the most informed hiring decision you can.

You need a valid physically or electronically signed release authorization from the potential employee.
Employers can run background checks at a variety of times during the hiring process depending on the specific state laws where they are located. The most common time to run a background check during the hiring process is after a conditional job offer has been shared with a candidate, but before their employment is finalized.

Yes. As long as you establish a procedure for periodic checks and have a signed release authorization from the employee. This can be the release authorization from the original hiring process so long as there has been no break in employment and the employee has not rescinded the release in writing.

Our organization ensures the privacy and protection of our clients’ data through systematic security measures in the areas of information technology. This information is hosted on our own secure servers. We back-up all of our data on a daily basis and have all the necessary firewalls in place. Our reporting system is available only to our clients (authorized users), and all transmitted pre-employment background check information is encrypted.

You are legally obligated to go through the following steps to disqualify someone employment due to the results of the background check:

  1. Provide your applicant with a pre-adverse action letter, a copy of the entire background report, a Summary of your Rights Under the FCRA form, and if in California, The California Statement of Consumer Rights form. (Forms available on the Securitech website).
  2. Your applicant has 3-5 business days to resolve and/or dispute any negative information contained in their report.
  3. The pre-adverse action letter must include the name of the CRA, address, and phone number so your applicant can contact the CRA, if they wish to do so, in order to find out the details regarding the negative information they wish to dispute.
  4. Should the period of 3-5 business days pass and your applicant has not demonstrated they are in the process of disputing the information contained in their report, you must then provide your applicant with an adverse action letter, a copy of the entire background report, “A Summary of Your Rights Under the Fair Credit Reporting Act,” and if in California, the California Statement of Consumer Rights. The adverse action letter communicates to your applicant they are no longer being considered for employment and their decision was influenced by in the Consumer and/or Investigative Report, made at the employer’s request and provided by the name, address, and phone number of the CRA.