Utilising background checks to avoid employee fraud

Employee fraud can have devastating consequences for a business and as concern over disgruntled employees committing fraud rises in 2011, employers are looking for different ways in which to combat internal fraud. Current economic conditions prevailing in 2011 could have a severe and negative impact on employee morale – which is one of the main contributors to increasing incidences of employee fraud. Corporate SA is losing an estimated R150 billion annually to insider fraud, according to Steven Powell head of forensics at law firm Edward Nathan Sonnenbergs.

The volume of background checks carried out by EMPS increased by 18 per cent in 2010, despite an obvious slowdown in recruitment, demonstrating a tightening-up in employee screening. While it is crucial to deal with this issue in the recruitment process, to truly safeguard against insider fraud HR needs to maintain an element of screening throughout the employment contract.

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School board background checks in full swing

BY MONSY ALVARADO

 Board of education members statewide will be fingerprinted in the coming weeks to comply with a new state law that requires they undergo a criminal history check.

The state Department of Education has sent procedures to school districts, and is urging trustees to get the digital fingerprints done as soon as possible, said Faith Sarafin, spokeswoman for the department.

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Social Media Background Checks Here to Stay

Social Media background checks are here to stay, approved by the FTC and increasingly adopted by corporations as a way to screen applicants. The good news is that you need to be a pretty big jerk to flunk one.

A social media background check is a little more sophisticated that checking your Facebook account, but not much. Basically, after you apply for a job at a company, the company–with your permission–hires another company to check you out on the web.

Having the third company check you out on the web is an important part of the process. Employers can’t discriminate on the basis of race, religion, age, sexual orientation and so forth. But if the company does the background check on the web itself, that photo of you with your church group marching in the Gay Pride parade is going to put them in a seriously bad position. If they don’t hire you, you can claim it’s because of that picture.

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Are Social Media Employment Background Checks Legal

FTC and Social Media Employment Background Checks

When it comes to social media employment background checks, the Federal Trade Commission (FTC) has indicated that it plans to hold employers gaining information about potential employees over the internet subject to the same accountability as employers who obtain information about prospective employees in more traditional ways.

This means, among other laws and regulations, that social media employment background checks must comply with the Fair Credit Reporting Act (FCRA).

As the consumer protection branch of the federal government, the FTC works in part to protect the privacy and reputation value inherent in people’s names. This protection has extended to the FTC enforcing regulations whereby employers must do diligent research into the accuracy of data provided to them about potential future employees.

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social-media

Mat Honan

Your next job application could require a social media background check. Odds are, you have no clue what that means. Nobody does. It’s new and scary and probably scours the Web for pictures of you puking on the beach.

But screw speculation. We wanted to know. So we ran background checks on six Gizmodo employees. Here’s what we found, and why you should both freak out about and embrace it.

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Fraudulent Education and Employment Claims Increase Background Background Checks

By Gordon Basichis

Fraudulent claims from international employment candidates, especially from China, have necessitated an increased in employment and education verification background checks for employers looking to recruit applicants from these regions.   Many employment screening services have reported that the growing problem of academic and work qualification fraud in China has lead to increased business from background checking agencies.

For a long time international candidates made fraudulent claims and for the most part they went uncontested. Staffing agencies and employers for a long time accepted the information on CV’s and resumes pretty much at face value.  But no longer.

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i found you!

by Blake Forrester

Most employers can easily grasp why running a quality background check is important, but unfortunately there are many myths floating around about background checks that could get even a well-meaning employer in trouble.

One myth is that there is some kind of national database to which private employers have access which contains all the information an employer could ever need to ascertain a potential employee’s criminal history and to confirm the education and employment information they have claimed. If only it were that easy.

Doing a thorough background check necessitates a lot of legwork and attention to detail. You have to know where to look, and you have to look in a lot of places. For a criminal background check, for instance, there are over 10,000 courthouses in the United States that have relevant records. These courthouses must be visited in person; they do not combine all their records somewhere for the convenience of employers.

A related myth is that to do a proper background check you need only consult commercially available databases.

Unfortunately while such commercial database services might seem attractively inexpensive, you get what you pay for. How likely do you think it is that the folks who compiled these databases went to all 10,000 courthouses and checked and double checked everything to minimize false positives and false negatives? Not very.

A third myth is that as an employer it’s really not too hard to do a background check that’s “good enough” so that if anything does go wrong you can’t be blamed.

In fact, the due diligence that is required of you can be quite stringent, not to mention unpredictable since it may boil down to what a given jury decides on a given day would have been a reasonable effort on your part to investigate a potential employee.

A fourth myth is the common belief that employers can disqualify an applicant based on a criminal conviction without a business justification.

Once a person has “done his time” the law does not allow him to be indiscriminately penalized the rest of his life by being rendered unemployable. If the nature of the job, the specific offense he committed, the amount of time that has elapsed since the crime, etc. indicate that he would be a substantial risk, then yes, you are within your rights as an employer to deny him a job. You are not required to hire a convicted sex offender to work at your day care, for instance. But if he smoked marijuana 25 years ago, that’s not sufficient grounds to rule him out for employment repairing clocks in your shop.

Source: pre-employ
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by Melissa Rubin

Diploma mills are no laughing matter. They have caused hundreds of Americans thousands of dollars, fines, and abashed dreams of turning an online university education into a promising career. How can you make sure you aren’t one of the many whose been conned?

The following is a checklist of items you want to make sure your online university does not have. Remember, anything worth having is earned – and earned by hard work and perseverance.

Make sure the online university you’re looking at does not meet the following, and your online education s on the right path.

  1. They often have names similar to well-known colleges or universities, but fail to mention an accrediting agency or name a fake accrediting agency.
  2. The organization frequently changes addresses, sometimes moving from state to state.
  3. Written materials typically include numerous spelling and grammatical errors, sometimes on the diploma itself.
  4. Overemphasis on the speed and brevity with which someone can receive a degree (e.g. “Call now and have your degree shipped to you overnight!”).
  5. Degrees can be earned in far less time than normal (e.g. 27 days) or the diploma is printed with a specific backdate.
  6. There is no selectivity in admissions, or any questions about previous test scores or detailed academic history.
  7. No interaction with professors or faculty (e.g. only two emails are received from a professor).
  8. Degree requirements are vague or unspecified, lacking class descriptions and without any mention of how many credit hours are required to complete a program.
  9. Tuition and fees are typically on a per-degree basis.
  10. Grade point average (GPA) and academic honors (e.g. Summa Cum Laude) can be specified at the time of purchase.
Source: universityfacts
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THE MASSACHUSETTS Community College Executive Office says it has no plans to change procedures in light of an incident involving a student carrying a handgun at MassBay Community College. The general belief is that community colleges are often places for students from struggling and troubled backgrounds to earn a second chance to educate themselves. Forcing students to disclose criminal records, many community colleges say, will discourage students from applying at all.

“I don’t think a [criminal records check] or even asking students to disclose necessarily makes anyone safer,’’ Bristol Community College spokeswoman Sally Chapman Cameron told the Globe. “I don’t think the research is there to support that.’’

I am sure our community college leaders do not intend it this way, but that almost sounds like the National Rifle Association. All around the nation, gun rights advocates, often boosted by the NRA, are pushing for concealed-carry policies on college campuses. Most efforts have so far stalled, although a challenge to the ban at the University of Colorado has reached that state’s supreme court.

 

They have stalled because sanity so far is prevailing. In Idaho, for instance, a leading voice against campus carry is Republican Senate majority leader Bart Davis. He lost his 23-year-old son eight years ago at an off-campus beer party when he was shot by a Boise State University student carrying a concealed weapon. When supporters of campus-carry laws claimed students with guns would not be “drunken frat boys,’’ Davis retorted, “This is not an intellectual exercise for me and my family.’’

If guns on campus are not an intellectual exercise in Idaho, they should not be in Massachusetts. As much as our community colleges should be a place where people can find their callings and even rescue themselves, the real world of what young people can do with semiautomatics, from Columbine to Virginia Tech, mandates a tightening of disclosure policies.

The case at MassBay involved 18-year-old Darryl Max Dookhran. He was arrested at the registrar’s office in February with a loaded semiautomatic 9mm handgun in his book bag and additional rounds. He started at MassBay in January, after earning his high diploma in jail while serving time on a variety of juvenile offenses, including assault with a firearm.

A fellow student saw what he thought was a gun in Dookhran’s pants and told a professor. Dookhran was arrested and is back in the criminal justice system. The professor who turned in Dookhran’s name said it was sad because the young man was clearly “between two worlds,’’ knowing he needed an education, but not quite ready to completely let go of his past.

But that should not mean community colleges should be stuck in between these worlds, as sure as you can say the name of Jared Loughner, the alleged assailant in this year’s Arizona massacre who scared students at his community college with his behavior. The policy of not asking questions about a student’s past struggles is a noble idea, but histories of gun violence should not be part of that policy.

That does not mean a school should automatically block a student with a prior firearms record. What it does means is that the school is obligated — on behalf of all the students — to go through a process to determine whether the student has given up violence. Massasoit Community College says it is considering the disclosure of disciplinary actions. The police chief of Quinsigamond Community College told the Globe that such disclosures might help anticipate problems.

That is the direction the community colleges should go in. Had such disclosures been in place, MassBay would have asked Dookhran if he had given up guns. It may have helped him give up that world for one that centered on education.


Source: articles.boston
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ALERT Job Screening Agency Archiving All Facebook

If you’re still not using any of the privacy settings on Facebook, here’s the most compelling reason why you need to change that as soon as possible.

The U.S. Federal Trade Commission has given the thumbs up to Social Intelligence Corp, which keeps files of Facebook users’ posts as part of a background-checking service for screening job applicants.

The FTC decided Social Intelligence complies with the Fair Credit Reporting Act, the same set of rules that keeps your bill-payment records on file with the consumer bureaus for seven years, according to Forbes.

That’s how long your social media postings remain in Social Intelligence’s records. Even if you delete an embarrassing photo or bawdy status update, the material could stay in your file for seven years, during which time it might be used against you if a prospective employer were to use the agency’s services to screen applicants.

This ups the ante on prospective employers simply Googling you or even looking for you on Facebook and other sites — by now, many job hunters know enough to clean up their profiles when looking for work. Social Intelligence would have the goods on you before you cleaned up your online act, dating back seven years.

We can only suspect that if Social Intelligence has the go-ahead to operate in this capacity, other start-ups might follow. That’s all the more reason to err on the safe side and use Facebook’s privacy settings to their fullest.

Readers, does learning about services like Social Intelligence make you want to recheck your security settings or start using them if you haven’t done so already?

 

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