It was a story in the New York Times. It told of a 67-year-old woman who had worked in accounts payable for the Roman Catholic Archdiocese of New York for eight years. And during seven years of her tenure she embezzled over $1 million by writing checks for things such as office supplies and utility bills. In total, she issued 468 fraudulent checks.
How could she get away with her crime? Seems that when she was hired back in June 2003, the archdiocese didn’t perform background checks on new or prospective employees. If they had, they would have found out that the woman had one previous conviction for grand larceny and had pleaded guilty to another misdemeanor.
According to the March 2011 Orange County Register article, “Poll: Do background checks hurt would-be workers?” a National Employment Law Project (NELP) study indicated that more than one in four U.S. adults now have a criminal record. The intended use of background checks is to promote the safety and security of workers. However, many complain that using background checks to deny employment to those with criminal records is not reasonable and may be illegal under civil rights’ laws.
In our previous blog “EEOC Approves New Background Screening Rules” we discussed the new rules approved by the Equal Employment Opportunity Commission (EEOC) with regard to arrest and conviction records in the workplace and offer best practices your organization may want to consider.
Knowing how to balance protecting your workplace and the rights of potential job seekers is an important part of being in business. TruDiligence can offer assistance in finding the right balance. We are a leading background check company that is fully compliant with all state and federal guidelines.
Contact us so we can show you what we have to offer.