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Blog Wednesday, August 23 2023
 Manufacturing companies in Texas deal with a number of staffing challenges.
One of the biggest challenges involves hiring the right people.
Naturally, the goal is to find the best person for the job. This extends from your corporate team, to your company’s plant workers and drivers.
Yet no matter how safe or trustworthy a person might seem, you’ll want to look into their history before extending an offer. A conditional offer of employment may be appropriate, but that should always be contingent on the candidate passing a background check.
But what does a manufacturing background check look like? This post will let you in on what to consider when building your custom screening program.
What to Know About Manufacturing Background Checks in Texas Redstar Backgrounds helps manufacturing companies build comprehensive background check programs.
We serve clients in:
City and county laws may vary, so there are some things you’ll want to note for our state. For example, some places in Texas enforce Ban the Box laws and other fair hiring legislation. You’ll also want to comply with the federal Fair Credit Reporting Act (FCRA) when sourcing a background check.
This involves getting each candidate’s written consent before completing a pre-employment screen, and sharing legal disclosures about the screening process. You’ll also need to share a copy of the background check report—either upon request or independently depending on your location.
Finally, if the information you find in a background check negatively impacts your hiring decision, you will have to adhere to the FCRA’s adverse action process.
What Do Manufacturing Background Checks Include? Most manufacturing companies complete the following as part of a thorough background check:
Criminal records checks search county, state, and federal records for misdemeanor and felony convictions.
These checks confirm the applicant’s employment and enrollment history, plus the positions they’ve held and any employment gaps.
By checking in with the candidate’s references, you can learn a great deal about their job performance and character.
This is a big one in the manufacturing industry. MVR checks review the candidate’s history behind the wheel. The goal here is to make sure the applicant is safe to drive (or operate heavy machinery).
How Many Years Back Do Texas Background Checks Go? In Texas, background check laws don’t have any time limitations. The FCRA, however, requires Credit Rating Agencies (CRAs) to look at a period of seven years for:
If the applicant will be earning a salary of $75,000 or more, these limitations may not be applicable.
It’s also important to note that MVR reports typically look at the past three years, and that candidates’ juvenile records will almost certainly be sealed.
Do Manufacturing Background Checks Take a Long Time? In Texas, pre-employment screening is fairly efficient—especially if you’re working with a third-party provider.
While turnaround times may vary, you’ll likely have everything you need within a week. Criminal history checks can be completed in minutes, while verification services may take up to a few days. Reference checks can take a bit longer, since some people are more responsive than others.
Regardless, background checks play a key role in manufacturing. They’re well worth the investment, and an expert provider can help your HR team put together the program you need to hire the very best people.
Manufacturing Companies’ Trusted Screening Partner At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. Work with us, and we’ll build a custom program for your manufacturing team.
Please contact us for details, or to set up a free consultation. For more information on our pre-employment screening services here in Texas, visit our website or follow us on Facebook, X, and LinkedIn. Wednesday, July 26 2023
 Regardless of how you structure your nonprofit organization, you’ll want to pre-screen your volunteers. A quick Google search of the candidate’s name may seem like enough, but it isn’t—you need to run a comprehensive criminal background check. This check should scour records at the national, state, and county level. Wednesday, July 19 2023
 There's no denying that background screening matters. In healthcare especially, pre-screening your staff can go a long way in protecting the people you serve. Here is what Texas employers should consider. Thursday, June 22 2023
 As the global population ages, the demand for assisted living facilities, nursing homes, and senior care centers continues to rise. Employers in Florida’s major cities like Jacksonville, Miami, Orlando, and Tampa need to properly vet their team members in order to keep residents safe.
By thoroughly screening their volunteers and staff, employers can create a secure environment. This will ensure elderly people receive the quality care they deserve.
Protecting Vulnerable Seniors in Florida By 2030, one in six people will be over the age of 60. This means Florida senior care organizations need to hire more people—and vet them accordingly.
Background checks will play a critical role in this, by serving as a safeguard against potential harm. These checks allow administrators to avoid candidates with a history of abuse or fraud, and reduce the risk of neglect.
By implementing a complete background check program, Florida facilities can maintain the highest possible standard of care.
Elevating Safety Measures Jacksonville, Miami, Orlando, and Tampa are healthy, thriving cities. These employment markets are hot, and applicants have a diverse set of skills.
This makes it important to exercise due diligence when recruiting volunteers and staff members. By conducting background checks, administrators can assess candidates’ credibility and pinpoint potential problems before the position is filled.
It’s simple: nursing homes and community centers must keep people with a history of violence or substance abuse at bay. This will reduce the risk of accidents or harm to the seniors they serve.
Building Trust and Credibility Assisted living facilities, nursing homes, and senior care community centers are built on a foundation of integrity.
Families put their trust in these businesses, and a background screening protocol will inspire confidence in the care seniors receive.
When families know their aging relatives are in the hands of professionals who have undergone rigorous screening measures, they’ll feel more at ease. So from reference checks to criminal history screens, it’s important to leave no stone unturned.
Maintaining Regulatory Compliance In Florida, state and federal regulations oversee the operation of assisted living facilities, nursing homes, and senior care centers.
Background checks are an integral part of complying with these regulations. In fact, many state licensing agencies require thorough volunteer and staff screening. Background checks are critical from not only a safety standpoint, but a legal one too.
By screening potential volunteers and staff, administrators can demonstrate their commitment to regulatory compliance and the well-being of their residents.
Preventing Liability Issues We’ve said it once, and we’ll say it again: background checks play a key role in protecting residents in Florida senior care centers. They also shield facilities from potential liability problems.
Think of it this way: if an incident were to occur due to employee negligence or volunteer misconduct, the facility could be held legally responsible.
Yet by conducting extensive background checks, facilities can prove that they took reasonable steps to prevent harm and reduce the risk of legal problems. This proactive approach will help to protect their reputation and financial well-being. That sounds like a win-win to us.
A Trusted Screening Partner for Florida Businesses Are you ready to make background screening a pillar of your hiring process?
By implementing rigorous screening processes, senior care facilities can protect their vulnerable residents. Ultimately, as Florida’s major cities accommodate a growing elderly population, background checks will remain an essential tool in providing top-quality care.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for senior care employers in Florida. Whether you live in Tampa or Orlando, Miami or Jacksonville, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Tuesday, May 30 2023
 Patients want to rely on healthcare workers they trust. The same thing applies to assisted living groups—residents depend on the team members who serve them each day.
This makes healthcare background checks especially critical. Subject to federal and Texas state law, healthcare is an industry with stringent training requirements and crucial ethical considerations.
As a result, background checks aren’t the exception in healthcare—they’re the rule. This article will describe how healthcare organizations and assisted living groups can use background checks to promote safety and quality care.
What Disqualifies Candidates from Working in Healthcare? Medical patients and assisted living residents are vulnerable. This makes protecting these people’s safety a top priority. Texans should note that the following factors will disqualify people from working in healthcare in our state:
Many criminal convictions are a red flag for applicants who hope to work in healthcare. Employers must disqualify candidates who have been convicted of violent crimes, sexual offenses, or fraud. Drug-related crimes should also be disqualifiers, as they pose a risk to patient safety.
Everyone makes mistakes—but a history of professional misconduct goes far beyond that. If a candidate has a history of malpractice or ethical violations, employers shouldn’t hire them. These behaviors reflect a lack of integrity that could compromise the organization’s standard of care.
If a candidate has had their medical license or certification revoked (or even suspended), employers should resist the urge to offer them a job. These things don’t happen out of nowhere, and you wouldn’t want to hire someone with poor judgment.
People grappling with drug or alcohol abuse deserve compassion. That doesn’t mean they should work in healthcare, however. Candidates with active substance abuse problems may be disqualified due to impaired judgment and compromised patient safety.
Healthcare sanctions are another factor to consider.
What Are Healthcare Sanctions in Texas? Healthcare sanctions are punitive measures against workers who fail to meet the industry’s high standard of care. Regulatory bodies like the Texas Medical Board, the Texas Board of Nursing, and the Texas Department of Aging and Disability Services impose them to protect the general public.
Sanctions may include:
These sanctions are designed to keep people with a history of misconduct out of the medical and assisted living fields. Employers should be diligent about identifying sanctions during the hiring process.
What Should a Healthcare Background Check Include? Here in Texas, we recommend that healthcare and assisted living employers conduct thorough pre-employment screenings. These should encompass:
Employers should pay especially close attention to violent or drug-related crimes, sexual offenses, and fraud.
Most people are honest, but employers should still confirm the validity of an applicant’s license or certification.
This is an effective way to check the authenticity of an applicant’s degrees and other credentials they claim to have.
By verifying the candidate’s employment history, healthcare organizations can assess their past conduct and performance.
We can’t emphasize enough how important sanction screening is. This process will shed light on any disciplinary actions taken against the candidate.
Drug testing is an effective screening tool. If an applicant has substance abuse issues, it’s unlikely they’ll be able to serve patients or residents to the extent that they should.
Healthcare organizations and assisted living groups are expected to maintain a high standard of care. By making background checks an essential part of their hiring process, employers can go the extra mile in protecting the communities they serve.
Texas Healthcare Organizations’ Trusted Screening Partner At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the pre-employment screening process. Work with us, and we’ll tailor a healthcare background check program to the exact position you’re looking to fill.
Please contact us for details, or to set up a free consultation. For more information on our healthcare and assisted living screening services here in Texas, visit our website or follow us on Facebook, Twitter, and LinkedIn. Wednesday, May 24 2023
 A background check is a critical part of the hiring process.
Even if a candidate seems like an amazing fit, you’ll want to do your due diligence in screening them. This article will explain why background checks matter and outline three important factors to consider.
Why Conduct Background Checks in Florida? There are 2.8 million small businesses in Florida. These companies make up 99.8% of all companies in the state!
Now, Florida is home to 22 million residents. And while there are plenty of people available to work, employers need to be cautious. Completing background checks will ensure your company hires only the most qualified, trustworthy candidates.
This is just one of the many reasons to make pre-employment screening a part of your hiring process. Now let’s discuss some considerations when conducting a background check.
3 Things to Look for in a Background Check So you’ve decided to start running background checks on your job applicants.
What should you look for in a pre-screening solution?
We recommend that you focus on three key factors:
Some candidates stretch the truth in a cover letter or application. Others flat-out lie on their resumes. A comprehensive background check will verify the applicant’s information. The right solution will avoid mistakes like:
The more experienced the background check provider, the better off you’ll be.
Employers should look at more than just the applicant’s resume. The most cutting-edge background check solutions consider a combination of the following:
You’ll almost certainly want to look at the applicant’s criminal history—both in Florida and nationwide. A successful background check provider will go over local, state, and federal court records.
You can verify an applicant’s driving history with the Florida Highway Safety and Motor Vehicles (FLHSMV). Note that a minor offense like a single speeding ticket shouldn’t affect your hiring decision.
Employers in Florida can also evaluate an applicant’s credit history by conducting a search through financial institutions like banks and credit unions.
Many screening providers will perform a deep-dive on an applicant’s education history. They may also confirm that the candidate’s licenses and certifications are current and accurate.
Your background check program must follow federal and Florida state laws. The goal here is to protect the applicant’s confidentiality and prevent problematic hiring practices. Keep the following laws in mind:
This law makes employers get the job applicant’s consent before conducting a background check. It also gives candidates the right to dispute their screening results if they believe they are inaccurate.
While Florida doesn’t have a state law that prohibits employers from asking applicants about their criminal history, certain Florida cities and counties do. Learn more about Ban the Box laws here.
Businesses with over 15 employees cannot discriminate based on a candidate’s disability. This law also forbids employers from using applicants’ medical information against them.
If you turn down a job applicant based on information you find in a background check, you’ll need to send a formal letter justifying your decision. This process is known as pre-adverse action. Employers must also give the candidate a copy of the background check and any other documents involved in the screening process.
A Trusted Screening Partner for Florida Businesses Are you ready to make background screening a pillar of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for employers in Florida. Whether you live in Tampa or Orlando, Miami or Jacksonville, or Tallahassee or Sarasota, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, April 26 2023
 So you’re a Texas company looking to run compliant background checks.
To follow state and federal laws, you’ll want to be fair, transparent, and communicative. This article will outline some best practices for employers like you.
Listen to the EEOC The U.S. Equal Employment Opportunity Commission (EEOC) states that it is illegal to check a candidate’s background before making a hiring decision. Hiring managers should focus on the applicant’s qualifications rather than their national origin, race, sex, or religion.
Be Open About the Screening Process Before you collect the candidate’s information, the Federal Trade Commission (FTC) and the Fair Credit Reporting Act (FCRA) have certain requirements. Specifically, you must:
Comply with Texas Law In addition to federal and general state laws, you’ll want to note that certain cities and counties have their own requirements. Consider the following:
In 2016, Austin became the first city in Texas to pass a ban-the-box ordinance. This ordinance states that employers can’t ask about a job applicant’s criminal record until after they have given the candidate a conditional job offer. The city law applies to public employers and private-sector companies with at least 15 employees.
DeSoto passed a similar ordinance to Austin in June 2021. The city’s ban-the-box law went into effect in January 2022—for all public employers and private-sector organizations with 15 or more team members. Here too, employers must make a conditional offer of employment before inquiring about the candidate’s criminal history.
In January 2022, Harris County adopted a “fair chance” policy that prohibits county employers from conducting criminal records checks until after they have made a conditional offer of employment. This law does not apply to the private sector, however.
Communicate Before Rejecting the Candidate Under the FCRA, employers must take certain steps if they plan to turn down a candidate based on their background check results. When taking “adverse action,” Texas employers must:
From there, you should inform the applicant that they have the right to dispute their report—or obtain another free report in the next 60 days.
Focus on the Last Seven Years A reminder that in Texas, employer-generated background checks typically go back seven years. This includes background checks completed by a third-party provider.
There are some exceptions, however. Under Texas law, this seven-year limit only applies to jobs that pay a salary of $75,000 or less. For higher-paying jobs, the employer can access all of the applicant’s criminal records dating back to the time they turned 18.
Minors’ records are almost always sealed, so you won’t be able to access them when completing the check.
Texas Pre-Employment Screening in San Antonio Whether you are in San Antonio, Austin, or Corpus Christi, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates. Compliance is our top priority—and our team will use the above best practices to create your custom screening solution.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Friday, April 21 2023
 Volunteering is a great way to give back to your community and help people in need.
This article will go over the importance of volunteer background checks in Texas.
Why Do Volunteer Background Checks Matter? Meet Joan, who loves to help children learn to read. She volunteers at a local elementary school three days a week.
We’d also like to introduce you to Darian, who enjoys coaching baseball. He volunteers in recreational youth sports. Darian likes sharing his favorite athletic activity with other people.
Joan and Darian may be donating their time to causes they love, but they still needed to complete a background check before they got started. This is because volunteer screening helps to keep communities safe. The process involves checking a potential volunteer’s:
These checks are especially important for volunteers working with vulnerable groups like children, the elderly, and the disabled. Proper screening will prevent incidents of neglect or abuse.
Background checks are also an ideal way to protect the organizations that rely on volunteers. Hiring a volunteer with a troubling criminal history can damage your team's reputation and lead to a loss of trust in your community.
Finally, background checks can help you identify the people who might not make good volunteers. Those with a history of violent or other problematic behavior shouldn’t be around the people you serve. Having this information right off the bat can help you make more informed decisions.
Volunteer Background Checks for Texas Schools Schools are a common place for volunteers to offer their services. Just think of Joan, who you met at the beginning of this article. Many adults find meaning in helping kids—but background checks are still essential. Texas state law, in fact, requires schools to pre-screen all volunteers who have direct contact with students. These include chaperones, classroom assistants, and even coaches.
Volunteer Background Checks for Texas Churches Churches rely on volunteers just like schools do. While Texas churches aren’t legally required to conduct background checks, we highly recommend that church leaders prescreen their volunteers anyway. This will help protect all of the people who attend the church—and continue to build faith and trust in the organization.
Volunteer Background Checks for Texas Hospitals Volunteers are an integral part of the healthcare system. Visit a hospital anywhere in the state, and you’ll find plenty of kindhearted people giving their time to patients in need. It’s important to note, however, that hospitals in Texas must conduct background checks on all volunteers who work with patients. This includes those who provide direct care, oversee transportation, or handle medications.
Volunteer Background Checks for Youth Sports Remember Darian? He is proof that youth sports organizations are also a popular outlet for volunteers. In Texas, these organizations have to conduct background checks on everyone who works directly with children—including coaches, referees, and team managers.
Volunteer background checks are an essential tool. Texas companies should work with a trusted partner to guarantee a safe and positive experience for everyone involved.
Volunteer Screening in Texas You want to do right by the people you serve. This means that nonprofit leaders and volunteer coordinators like you need to screen your potential volunteers.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of this process. No matter your industry, we’ll craft the exact volunteer screening solution you need. Our services are comprehensive, compliant, and perfect for organizations in all Texas cities: from San Antonio and Austin, to Corpus Christi and Dallas.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Thursday, March 23 2023
 Background checks are a key component of the hiring process. Here in Texas, employers perform them to verify a candidate’s resume, check their criminal record, and make sure they’re qualified.
There’s another reason companies pre-screen their new hires: employers who fail to perform thorough background checks may face legal problems. This is where compliance comes in.
Here are six strategies to keep in mind for compliant pre-employment screening:
Conducting a background check? You need to comply with state, local, and federal laws. Whether you live in San Antonio or Corpus Christi, you need to understand the regulations in your area. Texas employers must also consider the Fair Credit Reporting Act (FCRA), which outlines requirements for seeking and using consumer reports like background checks.
It may seem like a given, but employers must obtain written consent before performing a background check. This is done by giving applicants a disclosure stating that the company will be completing the check. From there, the candidate can sign and date the form, and the employer can move forward. Hiring managers should provide a copy of the FCRA summary of rights at this time as well.
This is an essential consideration. If an employer decides not to hire a candidate based on the results of a background check, they need to follow adverse action procedures. In these cases, employers should offer candidates a copy of the background check report and inform them of their right to dispute it. Employers must also give candidates what is known as a notice of adverse action.
The candidate may have consented to a background check, but they didn’t give you permission to share their confidential information. To protect a candidate’s private report, employers must keep all background check documents in a safe place—away from team members who have no reason to consult them. These documents should be disposed of in a secure manner as well (for instance, via shredding).
Employers need to make sure their background check policies don’t discriminate against protected groups. In other words, your company cannot use background checks to discriminate based on race, gender, religion, parental status, or anything else. To avoid a potential lawsuit (and showcase strong values), your background check policies and processes should apply consistently to all candidates.
The truth is that employers who conduct background checks in-house are more likely to make mistakes that can lead to legal trouble. To ensure compliance with the law, many Texas hiring managers have a third-party provider conduct their background checks for them. Companies like Redstar Backgrounds are experienced in pre-employment screening and will make sure you stay compliant.
By following these best practices, you can minimize legal liabilities, preserve your reputation, and hire the best candidates for your organization. Compliance is simply an added bonus.
Texas Pre-Employment Screening: Work with Us in San Antonio Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates. Compliance is our top priority—and our team will incorporate it into your custom screening solution.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Friday, March 17 2023
 One thing is certain for Texas companies: employment screening law is always evolving.
It can be difficult to keep up with the latest regulations—but it’s important for employers to stay on top of them. Staying aware of the current law will help you avoid costly fines and potential lawsuits.
With that, here are some strategies for staying up-to-date:
You need to have a solid understanding of general employment screening regulations. These regulations include the Fair Credit Reporting Act (FCRA), the Equal Employment Opportunity Commission (EEOC) guidance, and the Americans with Disabilities Act (ADA).
In addition, you should take note of any laws that apply to your industry or location. Under Texas law, for example, most employers are limited to a seven-year criminal background check for roles paying less than $75,000. For higher-paying positions, employers may be able to access the candidate’s criminal background dating back to age 18. Some Texas cities have ban-the-box laws as well.
Employment screening laws can change quickly. Texas employers should follow industry, regional, and national news to determine whether their hiring processes are affected by any changes that take place. If you don’t know where to start, you can consult legal blogs, government websites, and industry associations.
Experienced pre-employment screening providers can be wonderful resources too.
When in doubt, talk to a lawyer to make sure your screening practices are compliant with the law. A skilled attorney will walk you through complex legal issues and give you expert guidance on background check compliance.
Legal counsel is always worth the investment in these cases. To avoid hefty fines and lawsuits, your company must comply with federal, state, and local laws.
Training for human resources (HR) staff is an essential part of compliance. You’ll want to confirm your HR team and hiring managers understand the importance of compliance and the consequences of non-compliance in hiring. Make sure they know how to conduct employment background checks—and how to interpret the results correctly.
Texas companies should review their policies and processes at least every year to make sure they comply with the current screening regulations. Employers may want to conduct the occasional internal audit to pinpoint areas of noncompliance and make critical updates. Like we mentioned above, a lawyer can help your company navigate this if needed.
Detailed recordkeeping will help you comply with employment screening laws and regulations. Be sure to maintain accurate records of all your employment background checks—including consent forms, each applicant’s results, and any adverse actions you have taken in response to the screening process. A reminder that these records should stay confidential and secure.
Interested in having a trusted partner help you navigate changing regulations? A third-party provider like Redstar Backgrounds can help you stay thorough, current, and compliant in your pre-employment screening. Background check providers are extremely knowledgeable about the latest screening laws.
Pre-Employment Screening for Texas Employers Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your approach to hiring.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff—in line with the latest regulations.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. |
