What In-Home Service Providers Need to Know About Employee Background Screening

Posted · Add Comment
in home service provider background checks

For businesses that provide in-home services or may need to enter a private residence during the course of their work, ensuring a safe and quality workforce is imperative.

Should a negative or criminal incident occur, in addition to the harm the victim suffers, the incident could also have a negative impact on a business including being held liable for breach of contract or even negligent hiring damages.

To help create a safer and improved quality of workforce and thereby prevent a negative incident from occurring, many in-home service providers are leveraging employee background screening. In addition, several states have taken steps to help ensure the safety of the public by passing or considering legislation requiring employee background checks for in-home workers.

With these considerations in mind, in-home service businesses should consider the following factors when developing or reviewing a background screening program.

1. Be Aware of State and Federal Legislation
To help prevent unsafe workers from entering private residences, Texas passed House Bill 705, legislation that requires employers to run criminal background checks on any employee of an “in-home service company.” Georgia and New Jersey are considering similar legislation.

On the flip side, there are also state and federal laws restricting how employers may use an individual’s credit history or criminal history during background screening.

When implementing a background screening program, small in-home business owners can help ensure their compliance with applicable state and federal regulations by partnering with a leading screening provider.

2. Understand the Risks to Your Business
Background screening can help to avoid negative incidents like theft, accidents and assault, which may hurt customers and other workers and permanently damage an in-home business’ reputation. Running criminal history, sex offender, motor vehicle, employment history and education background checks can help protect an organization from unsafe or unethical workers.

Background screening also helps mitigate risks associated with negligent hiring and breach of contract claims. Negligent hiring claims may arise when a worker commits an offense and the claimant asserts that the employer should have “reasonably known” that the worker was prone to doing so. A breach of contract claim may arise if a business does not fulfill the terms of its contract. Both types of claims can result in significant exposure, which could have a devastating impact on a small in-home business.

3. Look For A Leading Background Screening Provider
When implementing a background screening program, partnering with the right background screening provider can save an in-home business time and money. A leading screening provider will offer tools for improving efficiency, a quick turnaround and compliance expertise.

A leading background screening provider can also walk a small-business owner through the array of background checks available to build a screening program that meets the business’ risk profile.

What does your in-home business do to ensure hire quality and safety?

Free Report: What In-Home Service Providers Need to Know About Screening Their Field Employees
Free background checking guide
Discover the risks of failing to properly background screen field employees, and tips on how to create an effective screening program by downloading:

Knock-Knock. Who’s There? What In-Home Service Providers Need to Know About Screening Their Field Employees

Download Now


HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

More Posts

Follow Me:
TwitterFacebookGoogle Plus



The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.