CanalPlus, a french film cable news channel, interviewed Los Angeles Based Corra Group Background Screening about Ryan Jenkins and problems studios have running background checks on reality television stars. The vido is overdubbed in French, but you can hear the guys from Corra talking in English.

Holders of Guam driver’s licenses are residents of Guam, and can include contractors on the island as well as United State Military workers.  Screening your candidate’s Guam driving record can assist in uncovering moving violations that would otherwise remain hidden. 

Guam driving records take approximately 10 to 15 business days to process and return

For more information review motor vehicle record services on Corra’s website, www.corragroup.com

When hiring a background screening company to run background checks on international candidates, ask up front how the background check is conducted.  A professional screening company will conduct a check using their own resources or a thoroughly vetted vendor.   They will also advise you about the efficacy of running background checks in the particular county you are interested in.  For example, in Canada, conducting a Canadian Criminal Background Check can be accomplished by either running the nationwide CPIC search, offered through the Canadian Police Information Centre, or by conducting courthouse searches in the particular province where your candidate has resided.  With regard to Ryan Jenkins, there is some indication that a courthouse search was conducted and the records were not there.  If this is the case, then the court clerk possible missed the record and failed to provide it to the researcher.  It is worth considering the quality of record retention in the courthouse before conducting your search. 

As always, conduct a thorough background check on your candidates to provide a well rounded portrait.  Depending on the type of job your candidate is up for, consider reviewing motor vehicle records for driving related problems such as DUIs and credit reports for financial responsibility issues.  The more thorough portrait of your candidate you can achieve, the better you can evaluate their background to determine if it is a fit with your organization.

ABC system reports include felony and misdemeanor arrests compiled from information provided by Alabama law enforcement agencies,” stated Mitchell. “ACJIC has also gone a step further by combining forces with Alabama’s court and public safety agencies to provide employers with a more comprehensive Alabama records check, including available Alabama circuit, district, and local court records for the past seven years and court cases that are currently pending.”

Some of the downsides to this system are the additional step of having your applicants sign an ABC compliant release form.  Further, by providing arrest record information to employers, employers need to exercise caution when making adverse action decisions if they base this information on arrest records only and not convictions.   Adverse actions not based on convictions might not be allowed by Federal law under the Fair Credit Reporting Act.

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In addition to her position as office manager, she helped in women’s ministries, led Bible studies, did some churchwide event coordinating, prayed regularly with staff t is a licensed minister,

Read the full article in the Beach Reporter  to learn about some of the practices this employee used to hide her theft.

Anderson was paying all of the church’s bills, but whenever there was money left over, she would take it.

I knew we were looking at phony bank statements. She was having the statements retyped and she was stealing money through online banking. She set up online accounts with my (the pastor’s) Social Security number”

 There has been a spike in newspaper stories recently about employee theft , and unfortunately houses of worship are an easy place for a financial predator to strike.  It can be very hard to protect your business or non-profit organization from this type of criminal behavior if you are not careful. Loss prevention not only the battle against theft, or but also the litigation costs associated with negligent hiring.   The article doesn’t mention whether the church had originally run a background check on this employee.  It is paramount for any organizaton to properly screen their employees, especially anyone with check writing and fidicuary responsibilties.   Run a credit history check for employment, and also check county civil records search for any and all bankruptcy, liens and judgments records.  Finally, run a criminal records seach to make sure your candidates hasn’t been convicted of embezzlement.  

Hopefully the church will be able to get back some of the stolen funds.  Stay out the news by background screening all of your organization’s employees. 

Read the full article here:

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