Precise Background Checks

1. Why do Background Checks?
Too many employers have paid the price of trying to "read a book by its cover". Employers
have become painfully aware of the consequences of bad hiring decisions. Pre-screening
applicants promotes a safe and profitable workplace. Pre-screening applicants has become a
standardized process for employers when hiring. The cost of pre-screening far outweighs the
risk of a bad hire. Employers are responsible and could be held liable for negligent hiring and/or
retention. All employers MUST have a reasonable duty of care in the hiring process.

Benefits of pre-screening applicants:

Who's protecting your company?

Let Precise Background Checks be your watchdog!

1-866-322-3358

Frequently Asked Questions
Most of the answers you are seeking

2. Which searches should I use?
Selecting the services that best suit your company varies depending of a few things. Precise
Background Checks builds a partnership with its clients based on trust. We will never oversell
you with services you do not require, however we will recommend the best options for your
particular industry and budget.

3. How can you say the courts may hold my company liable for negligent hiring laws?
Employers are responsible for negligent hiring and retention. Basically, an employer can be held
liable not only for what it knew about an employee, but also what it should have known about
an employee. A reminder: IGNORANCE is NEVER a defense in law.

4. Why should my company outsource Background Checking Services?
Many Human Resource Departments find it to be a more efficient use of their time, energy, and
resources to concentrate on their core business and outsource pre-employment background
screening to a dedicated vendor. Precise Background Checks can do an excellent job of
obtaining information necessary for companies to make informed hiring decisions accurately,
efficiently, quickly, easily, and cost-effectively.

5. How much does it cost to do a Background Check?
A background screening by Precise Background Checks is typically less then the cost of a new
employee on their first day of employment. Precise Background Checks standard packages are
priced at $59.00 to $159.00. An employer may also order items ala cart starting at $10.00.
This is a minor cost compared to the damages a bad hire can cause.

6. How long does it take to complete a Background Check?
Standard turnaround time for background checks is 24 to 72 hours. There are extenuating
circumstances when employment verification, education verification or criminal county research
is delayed. Here are a few examples of possible delays:

It is normally illegal to deny employment based solely on past workers comp injuries when the
applicant has told the truth about these injuries. If you want to use medical history, previous
workers comp claims or physical condition as hiring criteria, a medical review of health and
physical condition only as it relates to essential job functions can now be conducted by a
medical professional at the employer's request. The job offer may be rescinded, after prior
notice, if the medical professional determines the person is a danger to themselves or others or
is unable to perform the essential functions of the job (reasonable accommodations must be
tried if requested).

One reminder: as with all background screening, you must be consistent in your policies and
procedures. Never target individuals on "gut feel" or other subjective criteria.

18. How do I send and retrieve information?
Precise Background Checks has implemented the latest web technology, which gives you the
option to order and retrieve reports via our website. Or you may just fax your applicant's
employment applicant/resume to us - along with the Consent Release Form. Once completed,
our easy to read and detailed reports are returned via fax, email or posted to your private,
password protected Internet mailbox.

19. How do I get started?
Click the "Online Services" Link at the top of the page. Then follow the link under the New
Client section at the bottom of the page. Complete the form and you will be contact by a
professional sales representative. You may always contact us, toll-free at 1-866-322-3358
and speak directly with a sales representative.

20. Why Choose Precise Background Checks?
Precise Background Checks can do an excellent job of obtaining information necessary for
companies to make informed hiring decisions accurately, efficiently, quickly, easily, and
cost-effectively.

Complete interviews and the initial background check before making the conditional
offer of employment.

After a conditional job offer is made, have the applicant sign a release form
authorizing a workers' comp search. This should also include a confidential medical
history questionnaire asking about past workers' comp claims.

Run the search with Precise Background Checks and compare the results to the
information provided by the applicant. If the applicant has lied, or there is a history of
multiple denied claims in recent years, the ADA allows you to withdraw your offer of
employment as long as you notify the applicant beforehand.

8. Do I have to get the applicant's permission to run a pre-employment background
check?
Yes. Under the guidelines set down by the FCRA, an employer is required to furnish written
notification and get a signed authorization before doing background checks. This must be
done on a separate sheet from the application.

9. Is It Legal to Ask an Applicant for their Date of Birth?
Yes! Attorneys and HR professionals alike will tell you that it is illegal to ask an applicant their
date of birth. Yet, when challenged, they are unable to produce a copy of a law to that
effect. The EEOC's Age Discrimination in Employment Act state it's illegal to discriminate
against someone in the hiring process who is at least 40 years old because of his or her age.

Precise Background Checks Consent/Release form clearly states this information is to be used
for POSITIVE IDENTIFICATION ONLY.

10. What type of information can't the employer consider?
Federal and State Laws limit the types of information employers can use in the hiring
decisions.

Arrest information. Although arrest record information is public record, in California employers
cannot seek out the arrest record of a potential employee. However, if the arrest resulted in a
conviction, or if the applicant is out on bail pending trial, the information can be used.
(California Labor Code section 432.7)

Workers' Comp. When an employee's claim goes through the state system or the Worker's
Compensation Appeals Board, the case becomes public record. Only if the injury might
interfere with one's ability to perform required duties may an employer use this information.
Under the federal Americans with Disabilities Act, employers cannot use medical information or
the fact an applicant filed a worker's compensation claim to discriminate against applicants.
(42 USC section 525)

Bankruptcies. Bankruptcies are public record. However, employers cannot discriminate against
applicants because they have claimed bankruptcy. (11 USC section 1232g)

11. How far back do you look for criminal records?
Seven (7) years. There are circumstances (types of industry, type of position) when you may
search back beyond seven years.

12. How do you verify criminal records?
Precise Background Checks searches criminal records "ONSITE" directly at more than 3500
county courthouses nationwide. We use CD Rom or computer stored data for some searches.

13. Are there statewide criminal searches available?
Yes, every state has a repository of criminal activity that is developed from county level
criminal records. Some states however, do not make this available to the public, or require a
permissible agency to retrieve this information. State repositories have serious limitations
because data is often out-of-date, incomplete or NOT forwarded to the repository from the
county courthouse. Searching state records in and by themselves is not recommended. It
should only be searched if accompanied by the county record search. It should be noted:
CALIFORNIA'S state repository is NOT available to the public. Please be very wary of any
company claiming to sell a statewide search in California, as it does not exist.

14. Are there nationwide criminal searches available?
NO. Contrary to several major pre-employment screening companies, there is NO nationwide
criminal database available to the public. Law enforcement agencies have access to the NCIC
through the FBI, however there remains NO nationwide criminal search for employers. There
are many "gimmick" products being sold by pre-employment screening companies stating they
provide a nationwide criminal search. Please DO NOT be fooled by this gimmick product. Many
companies have gathered their own data over the years, or purchased used data and resell it
over and over. This information is incomplete, inaccurate and outdated. There are serious
debates about whether this information is legal under the FCRA. These "nationwide" criminal
searches should only be used as a supplement to county level criminal searches and even
then they hold very little value.

15. What is the difference between a felony and misdemeanor?
The difference between a felony and misdemeanor is the severity of the crime. Felonies are
more serious offenses that can result in jail time of more than one year. Misdemeanors are
less serious crimes in which jail time can run less than one year.

16. What areas do you cover in a background check?
Precise Background Checks is a nationwide pre-employment screening company with full
access to all district and county courthouses and Motor Vehicle Departments. Precise
Background Checks also provides considerable coverage on an international basis.

17. How would I use a Workers Comp report?
Workers comp claims can be used after a conditional job offer has been made, according to
the ADA. It is recommended that you:

Prior to initiating a background screen, an employer must notify the applicant in
writing that a background screen is being requested on the applicant and must obtain
written consent from the applicant. The employer must also include a statement
informing the applicant of their right to request additional disclosure in accordance
with the FCRA.

Prior to denying employment based in whole or in part on negative information
received from a Precise Background Checks Final Report, the employer must notify the
applicant in writing (Pre-adverse Action Letter) that derogatory information has been
found by the Consumer Reporting Agency and provide the applicant with a copy of
the report and a "Summary of Rights" under the FCRA.

After giving the applicant reasonable time to dispute the results (approximately 3
days), the employer must provide the applicant with a written formal denial of
employment, otherwise known as an Adverse Action letter.

Precise Background Checks uses very creative, resourceful and legal methods to obtain
information without delay. Whenever a background check is delayed, Precise Background
Checks will contact you with the reason for the delay and the expected wait time. We will
provide you with an interim report if requested.

7. How Can I Make Sure My Company is in Compliance with the FCRA?
Complying with the law is not as difficult as it may seem. All you have to do is follow these
simple steps:

Employers require verifications to be processed by mail.

Education institutions require verifications by mail or are closed for spring/winter
breaks.

Criminal courthouses are backlogged with requested or are shorthanded in personnel.

Criminal records would need to be obtained by the court clerk when there is a "Hit".

Some Motor Vehicle Departments have standard turnaround times that fall beyond the
72-hour period.

Discourages applicants with something to hide.
Uncovers falsified or "puffed" credentials.
Eliminates uncertainties in the hiring process.
Demonstrates due diligence.
Encourages good applicants to be honest and truthful.
Saves money and time spent in recruiting, hiring and training.
Can help protect against negligent hiring lawsuits.
Reduces chance of injury to employees.
Reduces employee theft.
Reduces turnover.
Reduces workplace violence.
Reduces insurance premiums.
Increases productivity and employee morale.

PLEASE NOTE: The information provided herein is not intended to be legal advice. All legal
concerns and questions should always be referred to your attorney. The information is based
on typical industry standards and commonly accepted Human Resource practices. This
information highlights important areas regarding background screening.

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