We believe that people will behave for you as they have behaved in the past. People usually don’t change. Having said that, we always advise that an employer take into account the individual’s age at time of conviction, the nature of the conviction and its relation to essential duties of the job and the time since previous convictions have occurred.
Following are some examples of stories of companies that did not perform background investigations:
- There was no background check done on the man police say tried to sexually assault a resident of Acadia Apartments. The owner says they didn’t check him since he was only contracted for ten days. Yet, he has a felony drug conviction on his record. http://www.ktre.com/Global/story.asp?S=13880399
- Two women share some frightening stories about the same man they say terrorized them. He came to their homes when they responded to ads from a major department store to have their air ducts cleaned. What is disturbing is that this serviceman is a career criminal with a history of harassing women. http://www.wxyz.com/news/local-news/investigations/women-say-duct-cleaner-with-criminal-history-stalked-them-after-slipping-through-background-check
- The defendant was under investigation for embezzlement. Investigators combed through Day’s office and found diplomas from Rockview University in the defendant’s office. The employer said he realized the diplomas were sham documents when he saw they listed the exact same GPA for both a bachelor’s degree and a master’s degree in business administration that the defendant had allegedly received. http://archive.sltrib.com/story.php?ref=/sltrib/news/52781316-78/county-farris-benson-prison.html.csp
- It is hard to explain how so many people and businesses, who are charged with the responsibility of protecting and safeguarding our elderly, could all fail to do their jobs in such a negligent and grossly negligent manner that a known sexual predator like the employee could be allowed to molest and abuse a poor, defenseless 77 year old grandmother but that is what happened in this case. Not only were Defendants being paid to care for and protect innocent, foreseeable victims from being sexually assaulted, they actually interviewed, hired, and placed a registered sex offender in a position to enable him carry out these outrageous acts of physical and sexual abuse. Tarrant_342-222883-07 The defendant was guilty:
- In failing to provide personnel that were properly staffed, qualified, and trained to conduct a thorough and accurate background check/criminal screening services on potential employees as represented;
- In failing to follow, comply, enforce, and/or adhere to applicable State policies and procedures for performing criminal checks as represented;
- In failing to run potential employees through the Texas Sex Offender Registry database, as represented, which would have identified the employee as a registered sex offender, thereby preventing him from probably being hired by Defendant;
- In failing to run the employee through a proper criminal database that contained accurate and current Texas criminal history, including felonies and misdemeanors for Dallas and Tarrant County, as represented;
- In misrepresenting the quality and competency of the services offered by Defendant as it relates to performing employment screening services; and
- In running the employee through an improper database that was not capable of providing the criminal history information that Defendant COMFORT KEEPERS had paid for and was seeking, thereby giving the false perception that said applicant had no known criminal history and he was eligible for hiring.