HRemploymentScreening.com

HRemploymentScreening.com

Employment Screening Services for Human Resources Professionals
BBB Better Business Bureau Reliability Report
  • Home
  • About Us
    • Questions
    • Better Business Bureau
    • NAPBS
  • Resources
    • Secure Employment Screening
    • Criminal Background Check Types
    • State Employment Population
    • State Employment Rates
    • Health Insurance Coverage
    • Employment by Industry/Occupation
  • FCRA
  • Driving Records
    • Driving Record Search
  • Verification Services
    • Employment Verification
    • Education Verification
    • Professional Reference Verification
    • Professional License Verification
  • Criminal Background Searches
    • National Criminal Database Search
    • County Criminal Search
    • Federal Criminal Search
  • Contact HRemp
    • Social Media
    • Sitemap
You are here: Home / HR / What to consider when screening contingent workers

What to consider when screening contingent workers

July 29, 2019 by hremp.com Leave a Comment

In a changing workforce, more and more people are opting to be contingent workers and do contracted work, or temporary “gigs,” as opposed to traditional employment. Employers may find themselves frequently working with contingent workers such as independent contractors or consultants for short-term and/or part-time projects and assignments.

contingent workers

Because many companies have different relationships and agreements with contingent workers than they do with their full-time employees, employers may question the need to conduct pre-employment background checks when screening such individuals. That decision may depend partly on the type of work or services a contingent worker will perform for a company. Under various federal statutes and policies, certain industries – such as government, education, healthcare and transportation – may mandate background checks for all contingent workers.

If contractors, consultants and temporary workers will have access to sensitive information, any company facilities, and members of vulnerable populations, it’s especially important for employers to exercise due diligence and screen all contingent workers to make a more informed decision. When hiring contract workers for common temporary services that are not high security risks – such as copywriting, graphic design, marketing, or public relations – employers should have a consistent policy when including background checks in the pre-hiring screening process.

Employers should keep in mind that, in most cases, they are subject to the obligations and non-discrimination guidelines under the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission (EOCC) when purchasing and reviewing background checks for contingent workers, independent contractors or volunteers. Relevant statutes may differ from state to state, so employers need to stay up to date on current screening laws in addition to their own internal hiring policies.

In the end, since even independent contractors often have access to a company or organization’s systems, clients, facilities, and staff members, as well as some direct or indirect role in promoting or representing the brand, it’s better for employers to err on the side of caution. Conducting a criminal background check on anyone with whom a business shares an employment-type relationship is an important part of risk mitigation for the organization. Doing so can also help lay the foundation for building more solid or longer-term professional relationships with those individuals.

For assistance in contractor background screening and purchasing criminal background checks for potential consultants, contractors or other contingent workers, contact Screening Intelligence to obtain affordable, easy-to-read reports from trusted sources.

Sources:
www.nelp.org/wp-content/uploads/Policy-Brief-Fairness-Background-Checks-On-Demand-Work.pdf
www.fdic.gov/about/diversity/sbrp/27.ppt
SHRM

Disclaimer
Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Share this:

  • Tweet
  • Share on Tumblr
  • Click to email a link to a friend (Opens in new window) Email
  • Click to print (Opens in new window) Print

Filed Under: HR

Leave a Reply Cancel reply

You must be logged in to post a comment.

Products and Services


Criminal Background Searches

  • National Criminal Database Search
  • Federal Criminal Search
  • County Criminal Search

Verification Services

  • Employment Verification
  • Education Verification
  • Professional Reference Verification
  • Professional License Verification

Driving Records

BLOG Posts

  • Challenges to managing screening and hiring procedures during the COVID-19 pandemic
  • How Are Hiring Teams Handling Background Checks During COVID-19 Concerns?
  • Employee Recruiting During Economic Instability
  • Interviewee Red Flags: What to Watch for When Hiring

BLOG POSTS BY MONTH


PBSA Professional Background Screening Association

BLOG Posts

  • Challenges to managing screening and hiring procedures during the COVID-19 pandemic October 22, 2020
  • How Are Hiring Teams Handling Background Checks During COVID-19 Concerns? July 30, 2020
  • Employee Recruiting During Economic Instability March 30, 2020

Tweets by HRempScreening

Follow HR Employment Screening

  • Email
  • Pinterest
  • RSS
  • Tumblr
  • Twitter

© Copyright 2011-Present www.HRemploymentScreening.com by Screening Intelligence LLC " All Rights Reserved | Security | Privacy | Terms of Use |
We do not offer legal advice in any form or manner neither oral nor written nor other.
All information provided is never intended as legal advice, and therefore should not be interpreted as such.