Employment Screening

A thorough criminal background check is a search for felonies and misdemeanors at the local County Court House. Utilizing our nationwide research network, ACUTRAQ has access to court records in over 3000 county court jurisdictions throughout the United States. ACUTRAQ's researchers will conduct a manual, on-site search at the court clerk's office in the given county.

Our County Criminal Court Report will include a minimum of seven years for both felony and misdemeanor court convictions. It is recommended to search all counties of residence and employment.

The County Criminal Court Report is compiled at the local court house or records location of the county searched. ACUTRAQ completes and returns 97% of all county searches requested within 24-48 hours if there are no hits in question.

Our reports are easy to read and contain all the information pertinent to the criminal record. Depending upon the county or counties search, additional court fees may apply to county searches.

ACUTRAQ offers instant Statewide Criminal Searches in all 50 states, District of Columbia, Guam and Puerto Rico. The types of crimes reported, jurisdictions covered and data sources vary for each state. Please note that ACUTRAQ can only issue reports that comply with state law and the Fair Credit Reporting Act. State laws vary as to what information can be reported.

If criminal conviction or "hit" is found, the report will contain all pertinent information found in the court records. Additional information available will also be provided to you.

The United States district courts are the trial courts of the federal court system. There are 94 federal judicial districts, including at least one district in each state, the District of Columbia and Puerto Rico. Three territories of the United States -- the Virgin Islands, Guam, and the Northern Mariana Islands -- have district courts that hear federal cases, including bankruptcy cases. The 94 U.S. judicial districts are organized into 12 regional circuits. There are two types of cases handled by Federal Courts, criminal cases and civil cases. Federal criminal charges are initiated by the government, usually through the U.S. attorney's office in coordination with a law enforcement agency. Civil Cases are filed by individuals or organizations, not by the government. Each type of case is handled as a separate Criminal or Civil court search.

A Federal Civil or Federal Criminal Court search will include a minimum of seven years in the district specified.

If a Federal Court civil or criminal conviction or "hit" is found, all pertinent information contained in the court record will be provided. Additional information available will also be provided.

National Sex Offender Background Search

ACUTRAQ's National Sex Offender Background Search includes current and historical sex offender registration records for sex offender registration in 50 states* plus the District of Columbia, Guam & Puerto Rico. The National Sex Offender Background Search also includes photos for most offenders. Sex offender information is critical for employees working with children, elderly, or any voluntary position.

State laws require sex offenders to register in his or her new state of residence however, this does not always happen. Therefore, a search of the previous and current state registries may not return any matches for the applicant. ACUTRAQ's National Sex Offender Background Search does not purge prior registrations from our database (except when required by law or court order). When a registered sex offender moves to another state, the original state usually removes the individual from its registry. Because National Sex Offender Background Search does not purge historical registrations, a match may still be found.

New and updated records from each registry are added to the database on a monthly basis. Please note that the types of crimes that require registration vary by state. Therefore, not all individuals convicted of a sex crime in one state may be included in another state's registry.

The National Sex Offender Background Search is returned instantly if no records are found. In order to comply with Section 613 of the Fair Credit Reporting Act (FCRA) before the report is delivered to you, the information must be confirmed by one or more professionals. Additional research fee may apply.

* Nevada Sex Offender coverage is currently limited to Washoe County and Las Vegas Metropolitan Police Department Sex Offender Records due to restrictions against employer use and commercial distribution of Nevada State Sex Offender Registry Data

National Criminal Background Search

Multi-jurisdictional criminal databases are the first step for beginning a pre-employment background screening search. Combined with a traditional county criminal, searches will be given a thorough and complete pre-employment background search.

When the multi-jurisdictional search is combined with the County Criminal Searches there is much less likelihood that criminal hits are missed. An applicant could vacation or visit another state other than the ones have they lived in and committed a crime. The National Criminal Background search will reveal those that would have slipped by when checking just the places they have lived and worked. The combination gives the best reports available.

Our National Criminal Background searches include criminal history data records from over 1,000 counties and departments of correction nationwide plus the District of Columbia, Puerto Rico and Guam. We search over 360 million records and have the largest criminal database available and it is growing every day.

When the National Criminal Background Search is combined with our National Sex Offender Search, OFAC, and Patriot Act Searches, they provide the most comprehensive multi-source criminal database available to employers today. Our anti-terrorist and Homeland security includes searches from over 45 databases.

ACUTRAQ's screening professional team carefully reviews the content of each National Criminal Background search, positively matching the applicant's identity to the record before reporting it to the employer. The final background check is fully compliant with Section 613 of the Fair Credit Reporting Act (FCRA) and contains verified information that managers can use with confidence to make well-informed hiring decisions.

By identifying criminal misconduct of employees, Criminal Watch List search helps your clients create a safer work environment and improve business performance. Criminal Watch List search regularly scans nationwide criminal databases and delivers notifications when criminal records are found. With Criminal Watch List search, your clients can easily stay informed of employees' criminal history. Frequently overlooked, this post-hire screening tool is critical to fully manage the risks associated with workplace theft and violence. Criminal Watch List search works in conjunction with our criminal background screening services.

Driving Record Monitoring Reduces Client Risk

ACUTRAQ's powerful yet simple online tool provides an ongoing driving record monitoring to help manage employee risk more effectively.

Businesses spend a considerable amount of time and resources qualifying your prospective employees, but tend to lose track of them after they are hired. When key driving related information is likely to change on an MVR, which occurs in 14% of the driving records each year, it makes sense that businesses should look more carefully at their employees who are tasked with supporting revenue and operational goals.

You can manage the changes that will inevitably occur in your employee pool, and you can also reduce your exposure to negligent retention and other employee liabilities by tracking:

• New violations
• Convictions
• Revocations
• Suspensions
• Expirations
• Renewal Dates

Employment Credit Report

Credit reports can be a valuable tool for assessing applicants who may be in a position where business needs dictate a history of financial responsibility. If the employee will be handling money, knowing their financial position is critical.ACUTRAQ offers Pre-Employment Credit Reports from TransUnion. An Employment Credit Report differs from a traditional credit report, in that it is tailored for use in an employment situation. For example, it does not include account numbers, date of birth nor does the "pull" account against the applicant's credit score.

TransUnion Employment ® (Pre-Employment Report) The Employment Report from TransUnion gives you a completely unbiased account of a potential candidate's financial background information. It helps you assess the candidate's financial responsibility by showing a complete credit history. The report traces the person's credit history and can then help you identify those applicants who are potentially financially overextended or on the brink of problems that could adversely affect their performance on the job. It could signal a pattern of transiency or instability, as well as an inability to meet obligations.

It is estimated that employee drug use costs American employers over $100 billion each year. If you don't have an employee drug screening program, you're costing your company money.
ACUTRAQ currently has 15,000 + contracted providers with a geographical saturation nationwide. Our open model allows additions and deletions to this network as warranted by our customer needs. It allows more flexibility in client preferences and helps reduce overall cost to our clients.

Providers must meet strict credentialing and performance standards as well as maintain all necessary guidelines and protocols. ACUTRAQ maintains an employee database for all clients that utilize our random drug screening program. Employer's random pool is updated prior to selection. Selections are pulled on a quarterly or monthly basis, employer preference, to ensure selections are spread evenly throughout the calendar year.

We offer:

• Standard Five Panel or DOT Five Panel
• Marijuana, Cocaine, Phencyclidine (PCP), Amphetamines, Opiates
• Seven Panel
Same as five panel plus Barbiturates and Benzodiazepines
• Ten Panel Expanded
Same as Seven Panel plus Methadone, Propoxyphene, Loritab
• Urine, Hair or Oral Fluid Testing Available

COSTS TO EMPLOYER AND INDICATORS OF DRUG USE

• Financial problems
• Frequent and extended absences from work or work assignments (increases 66% among drug users)
• Increased physical activity and fatigue causing accidents and damages (5 times more likely to file worker's compensation claims)
• Increased health care costs (health care benefit utilization is 84% greater in dollar terms)
• Losses due to employee theft/fraud (disciplinary actions are 90% higher among drug users)
• Isolation and withdrawal from friends and normal activities
• Secretive behavior, non-business visitors, phone calls and delivered packages

BENEFITS OF DRUG SCREENING

• Fewer accidents
• Fewer Disciplinary actions
• Reduced losses due to absenteeism, theft and fraud
• Lower costs due to loss and errors
• Reduced costs of insurance claims
• Decreased legal costs and costs of hiring and training new employees
• Earlier identification and resolution of problems affecting job

performance

Office of Foreign Asset Control (OFAC) and USA Patriot Act Compliance Searches

The Office of Foreign Assets Control ("OFAC") of the US Department of the Treasury administers and enforces economic and trade sanctions based on US foreign policy and national security goals against targeted foreign countries and regimes, terrorists, international narcotics traffickers, those engaged in activities related to the proliferation of weapons of mass destruction, and other threats to the national security, foreign policy or economy of the United States. OFAC acts under Presidential national emergency powers, as well as authority granted by specific legislation, to impose controls on transactions and freeze assets under US.
The USA Patriot Act increases the ability of law enforcement agencies to search telephone, e-mail communications, medical, financial, and other records; eases restrictions on foreign intelligence gathering within the United States; expands the Secretary of Treasury authority to regulate financial transactions, particularly those involving foreign individuals and entities; and broadens the discretion of law enforcement and immigration authorities in detaining and deporting immigrants suspected of terrorism-related acts. The act also expands the definition of terrorism to include domestic terrorism, thus enlarging the number of activities to which the USA PATRIOT Act?s expanded law enforcement powers can be applied.

Federal law specifies that all individuals and organizations within the United States are responsible for ensuring that they do not undertake business dealings with an individual or entity listed on the Office of Foreign Asset Control (OFAC) Specially Designated Nationals (SDN) and Blocked Persons List.

Certain industries, including financial services, import/export and travel, have additional requirements. Some states also have more restrictive requirements for certain types of businesses. ACUTRAQ recommends that employers check with their legal counsel or compliance officer to determine the appropriate level of screening for both new hires and existing employees.

At a minimum, all employers in the United States are legally required to comply with the OFAC requirements by screening their employees against the SDN list. USA Patriot Act/OFAC Compliance

• Basic OFAC SDN Search
• Updated Monthly or as Available
• Searches Conducted Instantly

ACUTRAQ?s Social Security Trace assists in detecting identity theft. The information contained includes name the social security number was issued to, alias names, state the social security number was issued from, and addresses used in the past 10 years.

This information, which may not have been disclosed by the applicant, is a useful research tool to identify additional names and counties for criminal research. ACUTRAQ strongly recommends that a criminal search be conducted in each county of previous residence during the past seven years.

I-9 AND E-VERIFY COMPLIANCE

The Employment Eligibility Verification Form I-9 is a U. S Citizenship and Immigration Services form. It is used by an employer to verify an employee's identity and to establish that the worker is eligible to accept employment in the United States. Every employee hired after November 6, 1986 must complete an I-9 form at the time of hire. Employees must complete Section 1 of the form at the actual beginning of employment. A company could still find itself liable if it contracts work to a company knowing that the contractor employs unauthorized workers.

Through the company?s partnership with Form I-9 Compliance, ACUTRAQ?s Electronic I-9 product empowers employers with online tools to quickly, easily and legally conduct right to work verifications for new employees

ACUTRAQ?s E-Verify system that allows an employer, using information reported on an employee's Form I-9, Employment Eligibility Verification, to determine the eligibility of that employee to work in the United States. For most employers, the use of E-Verify is voluntary and limited to determining the employment eligibility of new hires only.

The demand to reform immigration policies is heating up, and many lawmakers are proposing to increase an employer?s responsibility in determining an employee?s eligibility to work. Several states are already requiring electronic verification of I-9 forms through the Department of Homeland Security?s E-Verify system. Vigilant companies need to be prepared now.

To help employers prepare, ACUTRAQ?s electronic I-9 verification system gives employers an accurate, automated system for collecting I-9 information from applicants and submitting the data for authentication. With automated processing, employers are able to reduce margin of error from data entry and remove duplicate steps from the process.

Once an employee is hired, I-9 verification populates an electronic I-9 form from information gathered during the application and background screening process, submit it to the Social Security Administration and Department of Homeland Security for cross-referencing and provides a confirmation number for record-keeping purposes. If a discrepancy is discovered, I-9 verification helps determine what the root of the problem is and what can be done to resolve it and tracks the process until it is complete.

While the E-Verify system has helped employers by providing an electronic method for verifying I-9 credentials, ACUTRAQ?s I-9 verification provides employers with even greater functionality and efficiency by automating the process and eliminating extra steps.

Education/Degree Verification

One of the most common areas of resume fraud occurs in the embellishment of the applicant?s education. In today?s changing economy, more positions require advanced skills, degrees and experience. According to Business Week, the shifting employment picture will necessitate an upgrade in workers' skills for the job growth that will occur this decade.

As jobs become more competitive, it is also very common for applicants to exaggerate their educational history. Some of the most frequent education misrepresentations include:

• Different Type of Degree (Associates vs. Bachelors)
• Different Major or Program
• Attended, but Never Graduated

Scope of Verification: A verification specialist will contact the institution that granted the degree or certificate. The verification will include dates of attendance, degree, major or program, and graduation date, if applicable.

Employment History Verification

Our screening professionals will contact the applicant's current and previous employer and conduct telephone interviews to obtain information such as position held, dates of employment and rehire status.

Applicants may falsify or exaggerate employment history to meet the requirements for a position, or in an attempt to inflate experience in hopes of greater compensation. Some common types of inaccurate information discovered through an employment verification include:

• Dates of employment extended to cover job changes
• Position, title or responsibilities exaggerated
• Employer listed is fictitious

Professional License and Certification Verification

An applicant?s professional standing should always be verified. There are many ?Diploma Mills? that will provide a false diploma for just a few dollars. A lack of qualifications means the applicant may not be competent in the requisite job responsibilities. Our team of screening professionals provides the type and validity of the applicant?s license, status, when it was issued, when it expires, and any sanctions or disciplinary action taken.

Professional licenses and certifications issued by an accredited agency are required for certain positions, such as healthcare, finance, education and many others. These credentials may be required by law, or may qualify an applicant for certain positions. In either case, it is important to verify that such licenses are in good standing, and that an employer is aware of any negative information on file with the licensing agency.

ACUTRAQ?s screening professionals contact colleagues, coworkers or other references listed on the applicant?s resume or job application to obtain an assessment of the applicant?s capabilities, character and work record. We gather information such as reference?s relationship with the applicant, length of time known under what circumstances have they known each other, any joint work experiences and overall character of the applicant. We can customize questions to meet the employer?s particular needs.

ACUTRAQ has partnered with a personality profiling company, to help employers make the right hiring decision by knowing if the applicant has a propensity to commit a crime. How closely the personality fits the job description and much more.

At no time has it been more important to make the right hiring decision. With employee turnover, internal theft, and substance abuse at an all time high (not to mention negligent hiring lawsuits), it becomes more important to make every effort to protect your business as well as maintaining productivity and profitability.

The hiring process has many facets to determine not only the eligibility of an applicant based on specific parameters developed by the employer, but by how well an applicant will "fit" into a specific job description.

Every candidate is evaluated 3 ways: A resume provides only a one-dimensional view of a candidate?the experience, but most hiring executives agree that it takes 3 things to make a great hire: the Right Personality, the Right Talents, and the Right Experience. A resume provides just the Experience portion of that formula, but evaluates every candidate for how well their personality, talents, and experience fit the target position.

Download a Job Performance Sample Report

Why Employers need Character Risk Reports

International Background Screening Services

ACUTRAQ offers criminal records checks, employment history and education verifications in over 200 countries. Due to differences in each location, cost and turnaround times vary. Please contact us for more details.