Because negligent retention is based on the expectation that every employer will do all that is necessary to remain aware of the status of their employees, post-hire screening can serve as a solution for mitigating the legal risks associated with “negligent” retention.
Motor carriers who develop a rigorous screening program based upon the following best practices may also protect themselves from penalties associated with non-compliance, cargo theft and risks associated with negligent hiring or retention litigation. These guidelines can also help to maintain regulatory compliance and secure a safer workplace.
Implementing sound talent management strategies can help your HR organization move from a process-focused operation to a key strategic contributor, resulting in competitive advantages for your company.
Although it’s fairly straight forward to quantify the cost savings of streamlining your background screening processes, let’s look at some of the soft costs that can be incurred by forgoing an employment screening program.
For many companies, checking the local backgrounds of employees is a standard process, however, adding global background screening to the program brings new complexities and requirements to navigate and manage.
On April 3, 2009, the U.S. Citizenship and Immigration Services released a reminder that a revised I-9 Form had been released for all U.S. companies. Employers can no longer use old versions of the I-9 form and can be held responsible for any penalties and non-compliance for not using the correct form and following requirements. It’s important to understand the I-9 Form changes, where to obtain more information and how to keep your company protected and compliant.
