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The Need for Employment Background Checks -
by: Steve Valentino
Depending on your state and what type of business you are in, employee background checks may or may not be mandated by law. In businesses that deal with children or seniors, Federal law requires background checks on all employees and/or volunteers. The reasons should be obvious: the Federal government wants to ensure that those served are safe from hard and employers need to safeguard themselves against negligent lawsuits.

If an employee will be doing any type of driving for the business, it is important to know their driving history. For insurance purposes, employers need to have up-to-date information regarding the candidate’s Motor Vehicle Records (MVR) report. This report details any moving violations or accidents. Information such as this can assist the employer in making a solid decision regarding the hiree. This type of information is usually available at the state level for a minimal fee.

Employers conduct employee background checks for a variety of reasons. With the rise of lawsuits for negligence, many employers are considering employee background checks a standard part of their Human Resource guidelines. A growing number of child and elder abuse cases, as well as child abduction cases, make it important for all employers hiring people to work with these groups to perform detailed background checks. Following the terrorist acts of September 11, 2001, many employers are now screening new hires with a scrutinizing eye. Concerns over potential terrorists obtaining positions within sensitive agencies have increased the popularity of employee background investigations.

Employers also want to be sure that the information given by the applicant is true and accurate. With many employers reporting up to 30% of applicants falsifying information, background checks can screen for those who lie on resumes. Employers often interpret this as a lack of good morals and character on the part of the applicant. It is direly important for prospective employees to be up-front and honest about their backgrounds, work experience and education.

Pre-Employment Background Checks

In the information age in which we live, background checks are not necessarily difficult to perform. Basically, an employer needs to understand the Fair Credit Report Act laws as well as laws pertaining to individual states. With these laws in mind, the employer can determine what type of information is actually needed, considering each position within their company and the details of the job function. Some positions may require cash or sensitive information handling and would therefore need a thorough criminal background check. Other positions may not be as sensitive in nature but require a high degree of education or experience in the field. Educational background checks and work related references are often very important in this type of pre-employment screening.

Some employers require a credit report in their pre-employment screening tools. This subject is widely debated and is often considered an invasion of privacy. Many prospective employees ask employers, “I will not be handling cash transactions or dealing with personal information, why do you need my credit report?” Most employers who request this information are not necessarily trying to be intrusive into the candidate’s life; they simply believe that a credit report is a good indicator of character. Some employers insist that a poor credit score, which indicates failure to pay bills on time, means that the individual does not have a high level of responsibility. Others claim that a poor credit score indicates poor job performance and could possibly turn into retention issues. Credit reports also list employment history and places the person has lived. Employers often use this as a pre-screening tool to verify that application information is true and accurate.

Another type of pre-employment background check included in the “investigative consumer report” is character referencing. This method usually involves the personal interviewing of friends, family, neighbors or associates and is an approved method of screening under the Fair Credit Reporting Act (FCRA). This type of investigation does, however, require a separate consent form required under the FCRA. It gives the employer a general idea about the candidate’s character and personal moral values.

It is imperative that employers provide notice to the applicant prior to conducting the pre-screening background check. As mandated by federal law, specifically the Fair Credit Reporting Act. Employers need to ensure that they are following the guidelines set forth by the Act. Having the proper consent forms and understanding what information can and cannot be used in the hiring process is just as important as gaining the information itself

About the author:
Background Checks Info provides detailed information about criminal, employment, online, executive, and personal background checks. Background Checks Info is affiliated with Original Content Web.

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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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