Performing post-hire background checks typically once per year has been a practice for many companies and organizations for a while now, however it has now been brought to the forefront of employment screening practices.
The recent example that ride-hail company Lyft employed as part of their prevention policy to help thwart the possibility of their driver’s committing offenses such as sexual assault may become a best practice for other companies in the USA. This practice is called “Continuous Background Checking”, a process in which an employer performs ongoing criminal background checks on their employees, part-time employees and even independent contractors in this Gig Economy in an ongoing way say once a year or less to ensure that if new offenses occur they will become aware of them hopefully in time to mitigate risk.
The rideshare company Lyft has recently faced legal challenges regarding sexual assault. Inadequate background checks are cited as one of the core problems regarding Lyft’s hiring practices.
From CBSNews.com (Sep 05, 19):
Fourteen women who said they were raped or sexually assaulted by Lyft drivers are suing the ride-hail company. The suit claims Lyft mishandled their complaints against drivers, in some cases allowing the drivers to continue working following the alleged assaults.
In the lawsuit, filed Wednesday in San Francisco, the anonymous women claim the app does not do enough to stop drivers from assaulting passengers. They allege Lyft fails to adequately perform background checks, does not communicate with victims after they accuse drivers of sexual assault, and does not have adequate technology in place to protect passengers. cbsnews.com/news/lyft-lawsuit-14-women-file-lawsuit-after-drivers-allegedly-sexually-assaulted-them/
As a result of all these sexual assault claims Lyft started using continuous background checks as part of their prevention policy and this may prove advantageous. Continuous background checks are a growing trend in employment background screening practices.”
From BusinessInsider.com (Sep 10, 19):
Tuesday’s announcements add to previous safety features that have been part of Lyft’s app for some time, like continuous criminal background checks that flag any drivers who may turn up in databases following their initial hiring, and location sharing. businessinsider.com/lyft-drivers-required-to-take-safety-training-after-attacks-lawsuit-2019-9
Continuous background checks are increasing in popularity and could be an important addition to any companies’ background screening policy.
From HRTechnologist.com (Jul 22, 19):
While facts like education credentials and employment information remain constant throughout an employee’s career, criminal records, driving records, and credit reports can change. As organizations place talent at the core of their growth strategy, ensuring that they have the right talent is now more important than ever. With workplace harassment, embezzlement, and fraud triggering concerns about the quality of the existing workforce’s character, employers are keen on continuous monitoring. hrtechnologist.com/articles/background-verification/what-is-continuous-background-screening/
It is true that continuous background screening would keep an employer well informed, but the frequency in which one can conduct such a background check is a gray area. A best practice would be to work with a well-qualified third-party background screening company in order to remain compliant with existing law and to figure out the appropriate frequency in which to perform ongoing background checks.
Unfortunately, the trend has proven slow to catch on. While the reasoning is sound, the adaptation has lagged behind.
From SHRM, the Society of Human Resource Management, (Apr. 08, 19):
The trend hasn’t caught on among most companies yet, though, as only 4 percent of 6,500 HR professionals said that their organizations perform continuous, rolling background checks on their employees, according to a survey conducted in July 2018 and released by the Society for Human Resource Management (SHRM) today… shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/shrm-trend-continuous-background-screening.aspx
Companies follow trends and with Uber and now Lyft conducting post-hire background checks others will follow. Certainly, a best practice remains that companies work with a well-qualified third-party background screening agency in order to understand continuous background checks (post-hire) and the value they may represent.
Although slowly; continuous background checks are increasing in popularity and could be an important addition to any companies’ current background screening policy.
In the light that there were fourteen women so said they were either raped or sexually assaulted by Lyft drivers it is important for companies and organizations doing continuous background checks to also include a 50 State Sex Offender Registry check each time they perform a background check.
In addition to a complete criminal background check one that includes a national sex offender check it is also very advantageous to perform a Social Security Number Search with Address History Trace so the employer can see all the places that a person has been to make sure they do background screening from every place the person has lived so no one falls through the cracks.
To read more about how employing continuous background screening practices can help avoid repeat offenders from assaulting or committing crimes against customers such as passengers from companies like Lyft and why continuous background screening that includes a national sex offender check may become a best practice for companies and organizations in the USA read recent CriminalBackgroundRecords.com press release:
Lyft Potential Example of Continuous Background Screening Best Practice; Opines CriminalBackgroundRecords.com