Quote:
Originally Posted by GatorFarmer
They have to sign off permission if you want to try to run their credit, pull medical records, things like that.
Oh, and if you check just one employee, and not everyone, be prepared to explain why in a lawsuit. I'm sure that employee can claim to have fallen into one protected class or another and have cause for seeking redress when you check just that person and not everyone. IF you're going to do it, you check everyone. Treat everyone the same.
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GF offers solid advice. I've worked in HR for a l o n g time, and one thing that has been true throughout my career: consistency is paramount. Being consistent in how you treat your employees is one of your best legal shields. Not saying you can't get sued, anyone can sue anyone else for anything, seems like, but if you've been consistent in your employment practices - even consistently wrong (it's true) - you're on more solid ground than had you done otherwise.
Good luck sir.