Audit, Compliance and Risk Blog

Psychological Fitness for Duty – When and How to Evaluate Employees

Posted by Jon Elliott on Thu, Oct 18, 2012

When an employer becomes concerned that an employee may be incapable of performing his or her job, one response is formal evaluation of that employee’s “fitness for duty (FFD).” Although most cover physical abilities, referrals are also made for psychological FFD evaluations, to determine whether an employee has a psychological impairment that makes him or her unable to perform effectively and safely. These may be triggered when an employee is exhibiting signs of psychological or emotional stress, including those that manifest in hostile or threatening behaviors, or in other behaviors that lead co-workers, or the employer, to be concerned for their safety.

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Tags: background checks, Business & Legal, Employer Best Practices, Health & Safety, Employee Rights, Disability benefits

All About Employee Criminal Background Checks

Posted by Jon Elliott on Tue, May 15, 2012

Do You Screen Applicants for Criminal Backgrounds?  EEOC explains how to avoid negligence and discrimination when doing background screening. What if one of your employees is caught in criminal activity – white-collar bribery, embezzlement, or worse yet, violent assault or murder? And what if you find out it was a repeat offense—a skeleton that would have popped out of the closet if you’d run a criminal background check prior to hiring? If this ever happened, you would have to deal with the emotional and financial fallout, which could include legal suits against your organization for “negligent hiring." Many employers seek to avoid such nightmares by screening potential employees for criminal backgrounds.

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Tags: background checks, criminal background checks