MSGBOX "Negligent Hiring".0.
Negligent Hiring-- is an employers failure to properly screen prospective applicants, resulting in the hiring of someone that has a history of violent or criminal acts.
Negligent Retention--- is an employers retaining of an employee after it has become aware of an employee's unsuitability, thereby the employer's failure to act on that knowledge.
Negligent Supervision-- The failure of an employer to provide the necessary monitoring of it's employee's to ensure that they perform their duties properly.
Inadequate Security-- When an employer does not provide security measures that is consistent with a potential threat for the safety of it's employees, customers and members of the public.
What Ever HR Manager and Employer Needs to Know
What You Need to Know Before Using Consumer Reports in Hiring
An estimated 7% of job applicants have had a criminal conviction, and 1/3 of applicants resumes contain inaccurate falsehoods and /or omissions according to the Wall Street Journal.
You the employer you can be held accountable in a court of law for not being aware of these facts about one of your employees.
1) United States Supreme Court has that if even if an employer is unaware of sexual harassment taking place the employer's liability remains.
2) Majority of sexual harassment claims are field against businesses with less than 100 employees.
3) If an employee sexually harasses another employee the employer pays the damage, not the harasser.
4) Employers can be held reliable for workers whom commit crimes while on the job, especially if the employee has a previous criminal record the employer did not bother to investigate.
5) 66% of negligent hiring cases that go on trail result in over $600,000 jury awards.
Applicants signed background released forms must be keep in the applicants/new hire employee file for as long as that person is in your company employment.
Sure Fire Information recommends:
**Due to the nature the of information contain in the search results, SureFireInformation.com/Sure Fire Information, strongly recommends that the method you choose to receive your report is a secure one. A secured method is one where you or an authorized person only have access to. ( i.e.E-Mail, Fax, U.S. Postal Mail)**
Sure Fire Information, adheres to the FCRA, ADA, & the EEOC requirements.
EEOC (Equal Employment Opportunity Commission)
EEOC Youth in the Workplace
