This essay will explore the many different issues that a security manager must consider when hiring security personal pertaining to the information requested in the form of background investigations and the legal ramifications of what information can be obtained and what information if any is off limits to the investigation of an applicant. As a manager of a security firm one would want to be cautious as to who should be hired and for what position that applicant should be able to fill. With this being stated it is not uncommon for a security firm to require the applicants volunteer to a background check as well as physical and mental testing in order to be hired for a high security position within the company. The question then should be what can a security firm request in a background check and is there anything that legally should not be addressed. There are many different levels of security checks when pertaining to backgrounds some positions do not require a complete background check and may only require the basic information to be investigated such as employment history, criminal background, drug testing while higher levels of security require in-depth background checks to include some if not all of the following examples of background checks; professional licensing records, workers compensation claim records, military records, driving records, educational records, credit reports, criminal records, personal and work references, sex offender lists, bankruptcy reports, to include a Social Security number check or proof of Citizenship or visa check. It is important to understand that there is not a central repository for federal, state or local criminal records which means that if a person has moved around a great deal it ... ... middle of paper ... ...xample would be if one had the information that would allow for an employer to know that a person had been arrested for domestic abuse several times in the last ten years however, the wife would not press charges so no convictions would be listed on the criminal background check this allowing this individual to be a security officer. In conclusion, it is fair to say that background investigations into potential applicants who wish to work in a position of authority or in a position that requires the company to do a background check for the safety of the company and or the public should be administered with care, and with attention to detail due to the position that the company could be in if they allowed the wrong person with the wrong background into a position that could allow for the company to be liable or for the safety of the public to come into question.
The use of criminal record databases by employers has greatly increased since the 1990s when the information first became relevant (Appelbaum, 2015). The biggest rise in background searches began after the terrorist attacks in New York City on September 11, 2001. Mr. Uggen, a criminologist at the University of Minnesota, states that there is a problem with criminal background checks considering most employers have no idea what they should be looking for. With every business owner having different concerns about potential applicants, “we haven’t really figured out what a disqualifying offense should be for particular activities (Appelbaum,
The candidates are interviewed by suppression personnel to determine their value system and decision making skills. Upon completion of all the interviews, the candidates are ranked by the panel and background investigations begin. The background investigation consists of work history verification, past job performance, checking references, and credit checks. The candidates that meet the requirements of the department complete a polygraph examination. The polygraph is used to verify the information provided by the applicant during the interview process and background investigation is factual.
The “Ban the Box” is a law that took effect on January 1, 2014, and it inhibits companies from asking about a potential employee’s criminal history on the initial applications for employment (Deitchler, Fliegel, Fitzke, & Mora, 2013). The Equal Employment Opportunity Commission (EEOC) endorsed this Ban the Box in that its contemplation of criminal history of arrests or convictions in the Title Ⅶ of the Civil Rights Act of 1964 (Deitchler, Fliegel, Fitzke, & Mora, 2013). It is directly related to employer’s ability to hire those employees with a criminal past to be compliant with the fair employment requirements. Employers have a balancing act to perform because they should be aware of risks related to negligent hiring. In the case of litigation
ttps://newrepublic.com/article/118286/facts-about-gun-control-and-universal-background-checks "firearms are used in about 31,000 deaths per year." Thesis: The Judicial branch of government should make a law that requires any person who wants to purchase a firearm have a mandatory background check and be put through a class to learn how to keep their firearms from getting into the hands of the wrong people.
An order of nondisclosure is a court order prohibiting public entities such as courts and police departments from disclosing certain criminal records. It also legally frees an individual who is granted an order of nondisclosure from disclosing information about their criminal history (subject to the order of nondisclosure) in response to questions on job applications. The criminal record may be disclosed to other criminal justice agencies for criminal justice or regulatory licensing purposes, as well as several non-criminal justice agencies and entities (e.g. Texas Medical Board, Texas Board of Law Examiners, Texas
...rity agencies have played a significant role in certain security vetting procedures which may affect a wide range of jobs in the UK. Security vetting applies to senior staff in a range of government departments and to some private bodies, such as the BBC.
A writer for “The Daily Beast,” Andrew Becker reports that this additional step came “at the tail end of a massive hiring surge that began in 2006 and eventually added 17,000 employees, helping to make the agency the largest law enforcement operation in the country.” This arouses great unease and concern about “the thousands of employees Customs and Border Protection has hired over the past six years before it began mandatory polygraph tests for all applicants” (Becker). The records—official summaries of more than 200 polygraph admissions—contain many very disturbing testimonies of applicants admitting to drug smuggling and even murder (Becker). One confession, according to the Customs and Border Protection summary, consisted of an applicant admitting to having “‘no independent recollection of the events that resulted in a blood-doused kitchen and was uncertain if he committed any crime during his three-hour black out’”(Becker). The fact that thousands have been hired without the screening cannot be ignored. It is this negligence that is the cause of agents such as Justin Tackett—an officer who “had a dubious work history long before joining Border Patrol”—being able to find employment within the Border Patrol agency (Peter.) Tackett’s employment history is such as follows: “[he] joined
...clearance; and some positions require the applicant to take a polygraph examination. Applicants must be a citizen of the United States and posses the required knowledge, skills, and abilities of the respective position.
that personnel’s action concerning any employee or applicant for hiring will be taken on the
...ther a job applicant has a tendency towards violence or other harassing behavior” (Stabile, 2002). Lastly, for some employers, it is often better to be able to test for specific traits in a particular job that might predict success or that might make an applicant a wrong fit for the particular job. For example, in service industries, employees deal directly with the public, so it is important to have a sense of the employee's prospective of service orientation, since the company is judged by the quality of the service provided. Another example is seen in a position that requires sales and constant communication with people, finding someone who leans toward extroversion might be more helpful for the organization's goals.
It was also found that a decent number of participants considered themselves knowledgeable and trained on the topic, but only 10% had ever created a profile and testified in court. Less than half of the professionals interviewed felt that profiling/criminal investigative analysis had enough validity to be used in court. The participants with the profiling wording rated the topic as less valid than those with the criminal investigative analysis wording. Although it was not viewed as being very valid the participants did see it as a good tool for law enforcement. There were some limitations in this study. The limited number of participants causes a lack of generalizability. The definition used was a general description – a different definition or title may have led to different
Management- private security manager is answerable and accountable for improving definite programs in training security employees or pe...
This scenario is played out every single minute in the United States. Potentially highly qualified individuals are immediately dismissed because of their past mistakes. That is why it is imperative for the United States Legislature to pass a law that would prohibit potential employers from asking an applicant about their convictions until after the initial application process.
The following memorandum written by a director of a security and safety consulting service discusses a critical issue effecting business in our economy today, that of employee theft. "Our research indicated that, over past six years, no incident of employee theft have been reported within ten of the companies that have been our clients. In analyzing the security practices of these ten companies, we have further learned that each of them requires its employees to wear photo identification badges while at work. In the future, we should recommend the uses of such identification badges to all of our clients." The issue of employee theft is a broad problem and has different labels to identify it, shrinkage for the retail industry and hidden profit loss in the technology sector are serval examples of common terms used for employee theft. The author of this memorandum presents several data points and suggests one recommendation to effect the issue of employee theft based on a sampling of the client population.
Most employers prefer applicants to have a high school diploma. Many security guards receive on the job training. Length of training depends on the employer. For example if you were based at a nuclear power plant you would receive more training then if you were based at school. If you were going to be an armed security guard you would have to have training in weapon handling and legal use of force. Secondary education is not usually required by employers, an associate degree in criminal justice or a related field will increase your chances of getting moved up in the security field. You need to be physically fit and able to deal with any undesirable characters that you may encounter. You must be good with people and follow strict rules and regulations. Alos important to have good hearing and eyesight. Mentally alert and willing to work evenings. Ability to work in stressful conditions and emergencies. Certification in first aid and CPR will help your chances in getting the job. A drivers license is required as