Clean Slate Verifier

A candidate who submits a CLEAN SLATE™ certificate (patent pending) with his or her application has already submitted to a national criminal database check using the nation's largest private databases.

A valid CLEAN SLATE™ certificate warrants that our research revealed no records based on the information provided by the applicant. To verify a CLEAN SLATE™ certificate, or to learn more, please click here.

 


Negligent Hiring:
What You Don't Know Can Hurt You

To avoid liability for negligent hiring in most states, an employer must exercise ordinary care not to hire or retain an employee whom the employer knew, or should have known, posed a reasonably foreseeable risk of harm to others (by violence, incompetence, or any other means). Because background screening is quick and inexpensive, juries often find that employers "should have known."

Many employers find it difficult to show due diligence. In 1999, employers lost 60% of negligent hiring and/or supervision trials. The Reish & Luftman Practical Guide to Employment Law


Questions to Ask Before Choosing a Vendor

96% of HR professionals report that their organization conducts some form of background check on applicants. Whether the process is handled in-house or outsourced, privacy, discrimination and legal guidelines should always be addressed. Not all vendors appreciate these issues.

Industry Specific Checks

Healthcare: Criminal checks plus verification of licensure and a nationwide search for sanctions in other states; also verification that the individual is not on the OIG List of Excluded Individuals/Entities.

IT Personnel: Criminal checks plus verification of education and civil records research in each county of residence, which will reveal any lawsuits alleging misappropriation of intellectual property or similar bad behavior.

 

 

 


Background Screens Designed by Lawyers

Our unique offerings are the result of practical legal expertise, continuous technological innovation, constant customer feedback and a drive to offer the industry's best solutions.

We perform national background checks using professional courthouse researchers, the best available sources for criminal and civil cases, motor vehicle records, SSN traces, sex offender registries, verification of licensure, past employment & education, FBI/OIG/FDA/GSA/OFAC research, and drug screening.

Amicus Research offers much more. We can customize your background checks to suit your needs and your budget. We can also help you develop a legally defensible employment decision matrix that will save time and help protect your company from lawsuits by applicants, employees and even third parties. Let us help stack the deck in your favor.

 

Benefits of our on-demand employment screening solutions:

  • Single-point solution for all of your background and drug screening needs
  • The most accurate and current information available
  • Quick turnaround times and 24/7 access
  • All results in one integrated, web-based report
  • Real-time status updates
  • Relentless quality controls
  • Automated compliance tools
  • Configurable, scalable, secure solutionsAmicus Research
  • Flexible permission levels
  • Global reach for the global marketplace
  • Comprehensive management and analytical reports
  • Superior customer service
  • Applicant self-service, if desired




NOVEMBER 23, 2008 — Similar Name Leads to Arrest. A woman wanted to work for the police, but an identity mixup lead to her arrest. She's now suing.

OCTOBER 27, 2008 — The Washington Post reported that a failure by a government agency to perform background checks meant "exposing the District to an unreasonable risk of financial harm from misappropriation, theft and fraudulent activities." Reasonable background checks could have prevented a scheme by employees of the D.C. Office of Tax involving about $48 million in bogus tax refunds, according to authorities.

OCTOBER 22, 2008 — Why Title VII is relevant to background searches.Title VII is shorthand for Title VII of the Civil Rights Act of 1964, which is the foundation of American anti-discrimination law. The Equal Employment Opportunity Commission (EEOC) says that use of criminal convictions can have an adverse impact on on certain protected classes. Amicus Research can help you do the right thing while minimizing your exposure to an EEOC complaint and lawsuit.If you do this every time as a matter of policy then it will not only establish a good practice but may also help the documentation to be admitted into court.

OCTOBER 11-14, 2008 — American Society for Healthcare Human Resources Administration (ASHHRA) 44th Annual Conference & Exhibition will be held at the Austin Convention Center. ASHHRA is the nation's only membership organization dedicated exclusively to meeting the professional needs of human resources practitioners in the healthcare industry.

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U.S. Chamber of Commerce Member 2008

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