I ran into an interesting situation the other day involving background checks, specifically an employee background check, not pre-employment screening.
We had an associate guilty of employee theft. It was a pretty open and shut case. We followed our company procedures to the letter, and the end result was that we terminated this employee. She was not prosecuted, but we did require restitution to be paid to us to make up for the losses she incurred.
We didn’t think much else about it. In an unrelated matter, or so we thought, a few months later we were in the process of promoting one of our employees to a management position. This individual would have keys to the building, safe codes and alarm codes.
As per our policy, we ran an employee background check before the promotion was granted. One of the points on the background check is address verification. As it turns out, the employee’s current address was different than the one we had on file from his application.
That wasn’t such a big deal. People move all the time and in the world of direct deposit paychecks, we are not always notified when someone moves. The problem was that this employee had moved in with the previous employee we had terminated for theft.
We now needed to question the judgment of our employee. If they were in a relationship with the employee who had been stealing, what are the chances that our newly promoted manager might not exert some sort of revenge once they had carte blanche access to our store?
Had it not been for the employee background check, we never would have questioned this employee or his motives.
To purchase Pre-Employment Screening Services or for more information on background check experts, background checks, criminal background checks, employee background checks or pre employment screening contact us at the background check company or call 1.770.426.0547
