Gaming & Hospitality companies cater to the guest experience making employee background investigations a vital component. If a guest doesn’t have a wonderful experience, you may not ever see them again. Employee and vendor background investigations can discourage dishonest applicants from applying, ensure the safety of guests, protect guest and company property, and decrease turnover which reduces training costs. Alliance Risk Group professionals are experts in FCRA compliance and can assist with staffing an honest, hard-working crew in this fast-growing and exciting industry.
You can schedule a webinar with one of our experienced staff members to review the different searches available, review clients/subcontractors requirements for background investigations, demo our secure website, review the background investigation process, review sample reports and answer any questions you may have.
This search is conducted by running the applicant’s social security number through a database, which will populate a list of previous residences in which the applicant has lived. This data is compiled from applicants’ utility bills, credit and loan applications, and the like. Any alias or maiden names previously used by the applicant will also appear in this search. Should any additional areas or names appear within the previous 7 years, the client will be notified and asked whether they would like additional searches on each additional name and area. This search also verifies the validity of the social security number provided by the applicant.
This search is a building block of every background investigation!
Statewide Searches are available in most states.
A search of statewide criminal convictions for misdemeanors and felonies in a state. Most states require a statewide statutory fee to conduct this search. New York State searches are conducted through the Office of Court Administration. (See Pros and Cons Below)
This is a criminal search at the federal level. Federal crimes include bank robbery, drug trafficking, embezzlement, crimes that cross state lines and crimes that occur on federal property such as a military base. The federal-level criminal convictions search is based upon jurisdiction of residency.
The National Sex Offender Registry consist of all States, the District of Columbia, U.S. Territories, and Indian Country for levels 2 and 3. We conduct statewide Sex Offender Registry searches through the National database based on the areas the applicant has resided in within the last 7 years. In New York State, we search for Levels 1, 2, and 3 in the Sex Offender Registry.
Information on Level 1 offenders is not available in all states when conducting research as the Sex Offender Registry Board does not have the authority to disseminate information identifying Level 1 offenders in certain states. Level 1 offender information is, however, available via written request in New York State through the New York State Division of Criminal Justice Services. (Which is covered by Alliance Risk Group when searching New York.)
In addition, Level 1 offenses, in which a conviction was obtained, may appear in a Statewide Criminal Search result in other states depending on the reporting of each individual state. Please contact a representative from Alliance for more information about a state or area.
The sex offender registry search is conducted by the exact name, date of birth, and area. Should an applicant appear on the registry, the client will promptly be notified.
Searches a national database to identify criminal convictions. The National Criminal Search identifies possible adverse findings or criminal records throughout various jurisdictions in the United States. It is an ideal way to uncover information from multiple jurisdictions because everything from traffic and moving violations to serious criminal offenses are recorded. The National Criminal Search is a vital tool to quickly discover where a person may have a possible criminal record.
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The driver’s license history search is conducted by running the applicant’s driver’s license number through the DMV database. This search will verify the status of an applicant’s driver’s license as valid, suspended, or other. It will also populate a list of any traffic infractions by the applicant, such as DWI’s, speeding, accidents, failures to appear in court, etc. Should any adverse findings be discovered, the report will be flagged, so the client will be alerted.
The Bankruptcy, Liens and Judgments Search is a great alternative to credit reports. Use this search when applicable to position(s).
Benefits of the Bankruptcy, Liens and Judgment Search:
Be aware that there are guidelines and restrictions with regard to reporting on adverse findings as they relate to specific background investigations. To learn more about the time frames and what is reportable, please contact one of our FCRA certified experts or download our blog regarding State FCRA Laws and Best Practices!
Employment verifications are conducted by contacting the applicants’ current and previous employers. Typically, we will verify applicants’ previous employment over the past 7 to 10 years. The information we obtain includes, but is not limited to position held, hire and termination date, wage/salary, type/status, and reason for leaving. This information is verified through the Human Resources department in which employee records are kept. Per company policy, many entities are only able to verify the position held and start and end date for employees. However, the effort to obtain all information will always be made. Our efforts include 5 attempts to contact the employers. Should we find a discrepancy in the information provided by the applicant and the information provided by the employer, the report will be flagged, and the responsibility will fall on the applicant should he/she wish to dispute such discrepancy. We also flag an employment verification if we were unable to compete the verification for whatever reason.
Reference verifications are conducted by contacting individuals, provided by the applicant or client, with whom they have worked in a professional capacity or know personally. Examples include, but are not limited to, supervisors, colleagues, and clients. Upon contacting each professional reference, a series of questions are asked relating to the applicants’ skills and abilities in a work environment. Five attempts will be made to speak with each reference via telephone and/or email. We have a set of 25 questions that we ask the personal or professional references. If preferred, our clients can provide their own set of questions.
Consent Based SSN Verification (CBSV) is the superlative methodology to validate Personally Identifiable Information (PII). CBSV matches the applicant Name, Date of Birth, and Social Security Number (SSN) against the official SSA Master File and Death Index. Each CBSV request is returned with an instantaneous “Successful”, “Unsuccessful”, or “Deceased” result. The SSA will allow E-Signature by mid-year 2020. Click here to access Form SSA-89 Authorization for SSA to Release SSN Verification.
The Internal Revenue Service (IRS) administers an income and employer verification solution called Form 4506T Request for Transcript of Tax Return. This search provides direct access to the official IRS database which mitigates fraud by matching the applicant or business name, SSN, ITIN or EIN and Address. It also prevents misrepresentation of employment by revealing employers omitted by the applicant and unequivocally confirms income.* E-signature is allowed for this search which includes Form 1040, 1120, and other personal or business income tax returns for the current year plus prior 3 years, (4-year total.)
*Be sure to remain in compliance with the state and county salary history ban requirements in your area. Contact Alliance if you have questions.
Searches the most common social networking sites, national and local newspapers and electronic news articles for the applicant’s name and/or email address. Social media background investigations should be used prior to hiring an applicant and throughout the course of employment. It is vital to protect your reputation, workplace safety and information security. With a combination of software automation and experienced social media analysts, we can identify a candidate’s potentially problematic online activity and provide you with an FCRA Compliant report to use in your hiring decisions. Click the link below to view sample social media hiring reports.