International Screening Solutions

Global Reach

Because talent knows no borders

Recruiting from an international talent pool offers near-limitless opportunity for employers, but can also present unique challenges when performing background screens. An effective global risk mitigation strategy requires expertise from trained professionals tasked with researching and analyzing the vast quantities of data available worldwide.

We at A-Check Global provide our clients with professional screening services around the globe. Utilizing our professional in-house staff and our International Affiliate Network, we provide employment and education verification, drug screening, and international criminal records in more than 200 countries and territories world-wide. And, our international services are handled with the same care and attention to customer service that we provide for domestic services.

International Criminal Records Research

International criminal records searches are conducted both in-house and through our international research partner network. This network of professional researchers is comprised of established professionals with a proven record of expertise in their countries’ investigative and reporting processes. They are fully vetted, and monitored for accuracy and quality of service regularly.

International criminal records research is reported in real time through A-Check Global’s proprietary systems. Our research partners receive service requests and return completed investigations as well as supporting documentation through our secure portal, ensuring our clients receive results in a timely manner. Records are reviewed by our Quality Control and Compliance Department prior to release to clients to ensure we meet the regulations of the applicant’s home country as well as any client specific policies.

International Verifications

International verifications are conducted by our in-house team of professional verifiers. Our verifications specialists are available 24/5 to ensure work schedules align with all time zones. Utilizing an in-house group of verification professionals ensures international and domestic clients requesting background screening data receive the same level of dedication and attention to detail they enjoy from our US based services.

We maintain detailed turnaround time information for our employment, education, and professional reference verification services across the globe.

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Drug Screening: The pros and cons of each method

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According to the Substance Abuse and Mental Health Services Administration, the organization that certifies drug screening laboratories, 28.6 million people aged 12 or older reported that they had used an illicit drug in the past 30 days. That corresponds to roughly one in 10 Americans.

The use of illegal substances in the work place is an ever present threat against safety and productivity. It is important to understand what resources are available to help you screen for any potential risks your company may have and which methods best fit your current need.

Here is a brief summary of four of the most common screening options:

Urine

A common misconception is that a urine drug screen tests for traces of the drug itself inside of the urine, when in actuality, it is testing for the metabolites that the body produces while processing the substance, which remain in an individual’s system much longer that the drug itself.

Consequently, urine drug screens offer a much longer window of detection than other methods of screening. This window is what has caused urinalysis to become the primary method of occupational drug screening and the industry standard for detecting recent drug use, typically one to five days.

Urine drug screens are also currently the only method that is allowed for federally mandated testing, such as Department of Transportation regulated employees.

One of the downsides to urine testing is the potential for adulteration for non-observed tests. While there is no way to guarantee that a test has not been tampered with, there are options available to test the integrity of the samples that are provided. Creatinine and pH values are two of the common measurements used for ensuring the integrity of a urine specimen and are available at most major testing laboratories.

Saliva

Oral fluid’s strength is its accuracy detecting drug use within 36 hours of initial use. If an employee is suspected to have been under the influence in the past couple of days, an oral fluid test is the best option for confirming substance abuse in that time frame. As a result, oral fluid testing is a popular option for reasonable suspicion and post-accident screening scenarios. Unfortunately, this also makes it a poor choice for any kind of drug screen that an employee or applicant has had time to prepare for.

Unlike most urine drug screens, an oral fluid test is completely observed, which makes adulteration much more difficult for an employee who is being testing. Most oral fluid tests can be performed onsite at the place of employment, which reduces collection fees and productivity loss during the time of collection.

Hair

According to Quest Diagnostics, hair testing detects twice the number of positives as urine tests. This could be attributed to the much longer window of detection that hair screening offers. Unlike urine and saliva testing, which can be used effectively between one to five days, hair testing can detect drug use and patterns of drug use for up to three months.

This extended period of detection makes hair testing ideal for random program and pre-employment testing scenarios, where an employer may want a better idea of an employee or applicant’s long-term drug use patterns.

Hair testing would not be ideal in situation where recent drug use needs to be evaluated, since it takes roughly two to three weeks for the hair to grow in and show any kind of drug use. Since 100-120 strands of hair are needed to properly complete the hair testing, issues may also arise in applicants or employees who have little or no hair on their bodies or heads.

Blood

There is no better option for testing active drug use in an employee’s system than a blood screen, which can tell exactly what is currently in an individual’s system at the time of testing. Drugs and alcohol are rapidly metabolized in the body, which allows substance abuse to be detected within minutes of entering an individual’s system. The downside to this procedure, is that metabolization also quickly eliminates drugs from the body, allowing substance abuse to be test for only a few hours.

Due to the invasive nature of a blood test and the very brief detection window, blood testing is usually reserved for reasonable suspicion and post-accident screening where active drug or alcohol use is likely.

If you have questions about your current screening program, please don’t hesitate to reach out to us. A-Check Global’s team of dedicated professionals is available to help and provide friendly, accurate guidance. Give us a call today at 877-345-2021, or email support@acheckglobal.com.

Drug Urine Saliva Hair Blood
Amphetamines 24-72 hrs 24-36 hrs 1-3 months 24 hrs
Cocaine 24-72 hrs 24-36 hrs 1-3 months 1-3 days
Opiates 24-72 hrs 24-36 hrs 1-3 months 1-3 days
PCP (occasional use) 1-5 days 24-36 hrs 1-3 months 1-3 days
PCP (chronic use) up to 30 days 24-36 hrs 1-3 months 1-3 days
THC (occasional use) 1-5 days <24 hrs 1-3 months 12-24 hrs
THC (chronic use) up to 30 days <24 hrs 1-3 months 2-7 days

Time for housekeeping: Let’s make sure you’re protected and compliant!

Business Man With Checkboxes

We at A-Check Global are thrilled you have chosen us as your business partner. A key element of our partnership’s mutual success is regularly working together to ensure your information and processes are up to date. Doing some annual housekeeping can further the ongoing protection of your account information and help confirm your hiring and employment practices remain fully compliant.

To begin, let’s review the following items:

  • Your User List: Let us know if there’s anyone on your user team(s) we need to add, remove, or edit. Has anyone’s access level recently changed or need updating?
  • Your Background Check Policy: when is the last time you read it? Does it need refreshing? Does it reflect changes in legislation that might impact your guidelines and hiring process?
  • Your separate Disclosure and Authorization forms: The emphasis here is on the word “separate.” Do you have current, compliant, stand-alone documents for your applicants?
  • Your Adverse Action process and communication: Are you currently compliant? Our Oct 2017 Blog is a great refresher!
  • Your adherence to Ban the Box Legislation: When in doubt, don’t forget you can always #AskACheck.
  • The compliance of your eSignature process (if applicable).

A-Check Global is your trusted partner. If you have any questions, our team of dedicated professionals are available to help, and can provide friendly, accurate guidance.

Give us a call today at 877-345-2021, or email support@acheckglobal.com.

The Value of ISO 9001:2008 Certification

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ISO 9001:2008 Certification is an important seal of approval illustrating a company’s commitment to the operating standards of an internationally recognized ISO management system. The certification helps confirm a company’s credibility as well as present evidence to a potential client that the company will fulfill its business promises.

Obtaining ISO 9001:2008 Certification shows a company’s focus on high-quality business practices: customer satisfaction, production objectives, environmental standards, etc. Achieving Certification strengthens these commitments and increases credibility and customer confidence in a company’s brand and ability to serve.

For example, by running a quality management system, a company can stay in control of its processes and procedures, ensuring that if anything does go wrong it is rectified quickly, efficiently, and to the satisfaction of the customer. It can also help ensure a smooth line of communication between employees, suppliers and customers at all times.

ISO 9001:2008 quality management is the core business operations standard on which most other standards are based. It’s focused on customer service and on ensuring customers receive quality service at a fair cost.

This is why we at A-Check Global were thrilled to announce our ISO 9001:2008 re-Certification in December 2017, a distinction we’ve held since 2006.

Here’s what ISO 9001:2008 Certification means to you . . . and to us:

Here at A-Check Global:

  • We are committed to resource management and efficient, ethical service
  • Internal controls are in place to ensure consistent customer service
  • Our employees are motivated to provide friendly, professional service

Benefits to our customers:

  • Our business decisions are made with you in mind
  • Issues are identified and resolved quickly
  • You benefit from innovation and robust products and services

For more information about this topic feel free to contact us at connect@acheckglobal.com. We welcome the opportunity to speak with you.

References

https://www.isoqsltd.com/faq/

https://www.isoqsltd.com/iso-certification/iso-9001-certification-quality-management-system/

Restricting the use of salary history when making employment decisions

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In our fourth “CRAsh Course” blog entry, we examine salary history bans, the latest trend in fair chance employment legislation.

Addressing Pay Disparity to Minimize “Prisoner of the Past” Impact on Applicants

Many states and municipalities have already enacted (or are considering) laws prohibiting the request of salary information during both the screening process and while making employment compensation decisions.

These newest regulations follow the trend of post-recession restrictions being placed on screening processes. And, much like ban the box laws and limits placed on the use of credit reports, salary history bans are designed to offer applicants greater potential for fair employment.

Ensuring Competitive Pay

In the past, employers typically offered a slight increase in pay over a previous job to make the overall employment package more enticing. However, those advocating for current salary ban laws argue this practice potentially locks workers in a low-wage cycle if they were underpaid by previous employers. Worse than that, in the event lower pay was from some form of discrimination, the effects of the original discriminatory practice would continue.

Keep in mind, while these laws may help employees and applicants, employers will need to pay particular attention to their recruiting and hiring practices. Beyond potential litigation for continuing unlawful salary requests, regulators in states with salary history bans in place may also be able to use the power these laws grant to quickly identify discrimination and bring charges against employers.

A-Check Global, Your Trusted Partner

A-Check Global is already out in front of this evolving legislation. To ensure that both we and our clients maintain compliance with these laws, we no longer request or collect salary information when conducting employment verifications. Additionally, we ensure that supplemental documents used by A-Check to verify employment are not visible to clients.

While we can certainly assist you in remaining compliant, there are important steps that should also be part of your organization’s employment decision efforts. We suggest you consider the following:

  1. Update your applications; remove any request for salary history information.
  2. When requesting information on employment history, request only dates, title, and other relevant non-salary information.
  3. Update your interview questions/processes; if asking “how much you’re currently making” is part of your interview questionnaire, it should be removed.
  4. Know position pay scales going in, as some salary history ban laws require employers to disclose pay to an applicant when they ask. Interviewers should know the position’s pay scale before the interview.
  5. As always, discuss with your legal team all processes and procedures your company should have in place, and enact policies based on their feedback.

For more information about this topic, or to request any information on Consumer Reports feel free to contact us at connect@acheckglobal.com.