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Critical Guidelines You Need to Know Before Hiring Anyone
by: Cathy Taylor
We don’t like to think about people doing harm to ourselves or others.  The reality, however, is that we live in a country with one of the highest rates of financial crimes, including embezzlement, fraud, theft, etc.  And, that’s just the beginning. 
 
Let’s look at just a few statistics on what the FBI reports is the fastest growing crime in the US - employee theft:

·         US Chamber of Commerce reports that $50 billion dollars are lost annually due to employee theft and fraud and that 20% of all businesses fail due to the same reason.

·         According to an Ernst & Young Report, "White Collar Crime:  Loss Prevention through Internal Control" companies lose 1% to 2% of its sales to crime -- most committed by, or in collusion with, employees.

Employee theft, negligent hiring, sexual harassment, and workers’ compensation fraud are just a few of the liabilities an employer has to face in today’s hiring environment. 

 
For example, an Arizona Fitness Club hired an unscreened applicant which resulted in the rape and murder of a female patron while she lounged in the sauna.

 
Is it any wonder that employment screening has become mandatory?  Not only do you want to avoid hiring criminals, don’t you want to hire the right candidate who is most qualified for the job?  All of this information can be ascertained through a proper background check from a company that knows what they are doing, and/or which can supplement an already existent screening program.

 
Critical Tips When Choosing an Employment Screening Company

 
When choosing an employment screening firm, look for longevity first with a track record that can be verified with numerous references from clients.  Also look for professional memberships in organizations such as ASIS, SHRM, PIHRA, NPRRA, NAPBS, to name just a few. 

 
Do you have a complete knowledge of employment law?  If not, your screener should know the laws involving the background screening process.  It helps, if the firm you hire has an acute knowledge of “negligent hiring,” much in the way that an Expert Witness might know, since it will be the expert witness who exposes the shortcomings of any hiring loophole which created the environment for the negligently hired employee to have come aboard in the first place! 

 
Intimate, thorough and long-term knowledge of the Fair and Accurate Credit Transactions Act (FACTA), and the Fair Credit Reporting Act (FCRA) is necessary, as well as the ability to testify for you in a court of law if need be – or even better, keep you out of court!

 
Does the prospective screener have knowledge and understanding of current HR Management systems?  How about corporate Due Diligence programs or Factual Employment Screening programs that train people to find fraudulent applications and false identities?

 
In short, can your vendor help keep you from unwanted litigation?  Unless you or someone in your company is an expert in employment law, you are putting your company at significant risk.  If you are using any of the multitudes of online databases that have become available recently, it’s not likely you are protected. 

 
Not only do these companies decrease your risk of exposure, they may even add to it.  For example, let’s say you are currently using an employment screener who does not require you to provide a signed release for each applicant.  Sounds relatively harmless, doesn’t it? 

 
The truth is what these companies have done is had you waive liability to them when you signed up for an account so they can avoid the time and effort it takes involved in this critical step.  In the case of an audit, your company is responsible for producing a signed application and therefore liable if you don’t have one on file.  A good employment screener provides signatures for these audits and you’ll never even know when they occur.  A typical lawsuit of this nature could cost your company six figures.   Can you think of any good reason to take this kind of risk?

 
Join us again in the next issue and we’ll expose several common myths about background checks and give you the real facts such as what you must have including: a thorough candidate identification process, financial and driving history and hand-researched criminal court records.  We’ll also show you how to use this information to make the best hiring decisions.


About the author:
Cathy writes on employment screening and background checks and more of her work can be found at http://www.apscreen.com


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How to Find the Best Low APR Credit Cards
 by: Morgan Hamilton

Low APR credit cards are much more prevalent than in years past. Competition is stiff and credit card financial institutions offer many nice perks, rewards, points, low annual percentage rates (APR) and other inducements. They want to capture new customers who've never had a credit card but also those who already have a credit card and might like to save money by transferring that card's balance on to their new low APR credit cards.

Of course, there is nothing lower in an APR than zero - and those exist too, although sometimes for a limited time period. It may be that the lowest, or even the zero percentage APR is for an introductory period, after which the rate is higher. The permanent APR is what you want to watch out for, of course. Although if you're not opposed to doing a lot of switching, you can always purchase a low APR credit card, or zero percentage APR credit card, transfer the balance from your current high APR credit card, and then, once the introductory time period has expired and the APR is about to go up on your newest credit card, transfer the balance yet again to a brand new low APR credit card.

Let's look at a few of the low APR credit cards out there, so you know what kinds of options are typically available to you.

Citibank, for example, offers low APR credit cards that give you five percent cash back on any purchase you making at grocery stores and gas stations with your low APR credit card, and one percent back for any purchase elsewhere. The APR on transfers is zero for the first year. If your transfer transaction is at least $1500 you will earn $5 cash back with the low APR credit card. There is no annual fee and the APR after the first year is 12.24 percent.

Discover has a platinum clear card whose low APR is continual. The first year the APR is zero, but after the first year it's still a very competitive 9.99 percent. And there is no annual fee. With these low APR credit cards you earn a five percent cash back bonus on purchases made from hardware and home improvement retailers, restaurants, book vendors, and gas stations. If the retailer doesn't qualify you for the five percent discount you will always get one percent back no matter what you buy and from where with this low APR credit card.

Chase Bank offers low APR credit cards as well. Its zero percent APR is good for six months, after which you will pay 10.49 percent. These low APR credit cards have no annual fee, and offer rewards at the rate of one point for every dollar spent with your Chase card. You can get free airline flights and hotel rooms, as well as cruises and auto rentals. This card also provides $500,000 worth of travel insurance for worldwide vacationing. You can also take advantage of a fifteen percent discount off a Hertz car rental with these low APR credit cards.


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