Social Security Number Verification and Address History

  • This is the starting point of each employee background screening. It ensures that the applicant is not hiding his or her true identity or falsifying his or her resume to conceal gaps in his background.
  • Names, birthdates, and previous residences are cross-referenced with other data to determine possible inconsistencies.
  • Social Security Number verification is recommended for all employees, regardless of their positions within the company.

Criminal History Research

  • Criminal history searches can reduce the potential for internal theft or fraud, and help protect your company against negligent hiring claims. Previous criminal history is also the best indicator as to whether an individual has a propensity for violence, theft, and drug or alcohol abuse.
  • TWC combines methodology to research criminal records at the local, state, and federal levels. It uses databases when they have been proven to be reliable, and also employs a national network of investigators. The courts to be searched are determined by the jurisdictions in which the individual has lived or worked.
  • Criminal history research is strongly suggested for employees in all positions. Criminal history searches can vary in scope and depth. The degree of criminal research should be proportional with the level of risk associated with the position.

Driver’s Safety Record

  • A driving record frequently discloses past history of recklessness or substance abuse. A suspended license or poor driving record could expose you to liability if the employee is irresponsible or negligent.
  • All information maintained by a state’s Department of Motor Vehicles concerning an applicant’s current driver’s license is provided.
  • A driver’s safety record is recommended if the employee will be operating vehicles or equipment, and such operation is an essential part of the employee’s duties.

Employment History Verification

  • Verifying previous employment history is critical to establish the integrity and possibly the work performance of the applicant. Failure to check references and document the information obtained can lead to claims of negligence.
  • Previous employers are identified through the application or the individual’s resume. Our trained staff will inquire about employment dates, position held, final salary, job performance and eligibility for rehire. Not all previous employers will supply all of this information.
  • Each employee’s work history should be verified, regardless of his or her position.

Education and Professional License Verification

  • Falsifying attendance dates, degrees awarded, and claims of professional licensure is a common practice. An unqualified employee creates a legal liability for the employer.
  • The educational level and professional licenses of an individual will be verified. Additional information regarding schools attended, dates of attendance, credits earned or licensing board actions will be included when available.
  • Educational and licensing credentials should be verified when special knowledge or skills are required for the position.

Consumer Credit Reports

  • A credit profile will help to identify those individuals who may be easily compromised. It is justified for employees who will have access to sensitive information, will manage money, valuables, or proprietary information.
  • Nationwide credit reporting bureaus provide profiles for applicants. TWC will provide the profile as is, or will create a report based guidelines issued by the employer. The employer can also receive a summary of such information as current debt, number of active accounts, and number of accounts and total past due.
  • Inquiries about financial status and credit history are generally limited to those situations where there is necessity for the check.

Worker’s Compensation Claims

  • Research into Worker’s Compensation Claims will identify fraudulent claims and may give access to special funds in certain states set aside for re-injured workers. Worker’s compensation records are not available in all states.
  • Information includes claim number, business on which the claim was first filed, date and type of the injury, and amount of compensation.
  • Worker’s Compensation history can be researched for positions that have certain physical requirements. These searches can be performed only after a conditional offer of employment has been made.