Not any more. A trained UNISOURCE consultant will personally teach you the easy-to-follow processing routine. If you have questions, a personal UNISOURCE consultant is always just a phone call away.

Just minutes a day. Our user-friendly intranet worksite will expedite the hiring process, and actually create additional time for you to work on other tasks.

You will learn to select the specific search criteria that will give you the exact information you need to know about an applicant's capability and reliability.

• For example, if the applicant will be driving a company vehicle, you will want to see a Department of Motor Vehicles (DMV) report.
• If the candidate will be responsible for handling company funds, it would be prudent to see a credit report.
  
  In most cases, a Social Security number trace, a criminal report and past employer verifications are a normal part of the search process. For a detailed list of various background screening searches, see Screening Services.

Unisource Online is the most time-efficient method. Once you've submitted your applicant information to UNISOURCE, we conduct the searches you have selected and return the completed report to your company via your chosen method: online, fax, e-mail or phone.

Most reports are completed within 24-72 hours. In some instances, report information is instantaneous and will be forwarded to you immediately.

All information is accessed at its direct source, such as county courts, DMV's and accredited credit-reporting bureaus. We utilize automated verifications with accredited bureaus for accuracy, and protect our service with the use of backup resources. Qualified researchers and verification technicians, who have been trained in the modern methods of information retrieval, complete all searches.

Yes. UNISOURCE strictly adheres to the guidelines established by the federal Fair Credit Reporting Act (FCRA).

By partnering with UNISOURCE, you are assured of compliance. To see how UNISOURCE will guide your company through the process, see the Fair Credit Reporting Act - Pre-Employment Screening Process .

• First, a meeting should be scheduled with your human resources management and a UNISOURCE representative.
• Requirements of the company , and any special company needs, will be identified
• After assessing your company’s requirements, a proposal will be submitted
• Once the details of the proposal are formulated, a Client Service Agreement will be prepared and signed
• This agreement entitles the company to the agreed to services and pricing as indicated whenever you utilize UNISOURCE as you consumer reporting agency (CRA).
• A client file will be prepared for your company and another for UNISOURCE
• The Unisource staff will be prepped of your company’s specific requirements and prepared to accept your orders.

To insure a safe and secure workplace by obtaining an investigative consumer report of public and private records that will verify an individual's identity, past employment and education, credit activities and possible criminal activity.

Since 9/11, the world has become a riskier place to live, work and do business. The most powerful weapon to mitigate potential risk is information. Identify problem applicants before you hire:

• 40% of all employment applications are falsified
• 8.9% of all candidates have criminal records
• 6.6% have filed for Worker's Compensation
• 4.1% have tested positively for substance abuse
• The U.S. Department of Commerce estimates that employee dishonesty costs 1-2% of yearly gross national sales in the United States

U.S. courts have ruled that employers have a general duty to insure that their workplace is safe from those who might commit a foreseeable violent crime. Lack of "due diligence" and negligent hiring can cost employers thousands in attorney fees and financial awards.

Today's discriminating companies appreciate the value of this cost-effective service, because the long-term benefits translate into significant financial advantages:

• A safe environment for employees, customers and vendors
• Reduced employee absenteeism
• Improved job employee performance
• Reduction in workplace accidents
• Less employee turnover
• Controlled company risk and liability costs
• An established sense of "fairness" among all employees
• And, in some states, a reduction in Worker's Comp premiums

No. All companies should be screening their employees. UNISOURCE customizes its program to accommodate the needs of any company.

Not at all. The process has been made fast and efficient through the use of Unisource Online—our exclusive intranet site.

Unlike "dot.com" screening companies, Unisource has the flexibility to allow companies a choice in the method that works best for them: intranet, faxes, e-mail, phone or mail.

UNISOURCE offers a variety of cost-effective service packages to meet the majority of your hiring needs. There are no monthly service fees or "long-term" contracts, thereby allowing most companies to implement the service with confidence and ease.

Besides providing a convenient way to order our services, a service package helps to ensure consistency in employment screening and assessment practices among your staff and human resources personnel.

U.S. courts have ruled that employers have a general duty to insure that their workplace is safe from those who might commit a foreseeable violent crime. Lack of "due diligence" and negligent hiring can cost employers thousands in attorney fees and financial awards.

Negligent hiring is a legal theory under which employers can be held liable for the unlawful or improper actions of their employees if it can be shown that they failed to make "reasonable” inquiries into the employee’s background and suitability for the position. Most negligent hiring lawsuits maintain that the employer failed to conduct appropriate research, such as a criminal record history, employment verification and other background information, that would have disclosed the employee’s past misconduct, and that, therefore, the employer was negligent for putting a person with criminal or other inappropriate tendencies, in a position where they could pose a threat to coworkers, customers or members of the general public. Under the theory of negligent hiring, if the employer knew, or should have known, of the risk presented by the employee, the employer can be held liable. Employers found negligent in the hiring process have been subject to substantial financial penalties including both actual and punitive damages, which are now reaching an average of one million dollars.

The Age Discrimination Act of 1967 (ADEA) does not specifically prohibit an employer from asking an applicant’s age or date of birth. However, because such inquiries may deter older workers from applying for employment or may otherwise indicate possible intent to discriminate based on age, requests for age information will be closely scrutinized to make sure that the inquiry was made for a lawful purpose, rather than for a purpose prohibited by the ADEA. The ADEA covers all private employers with 20 or more employees, state and local governments (including school districts), employment agencies and labor organizations. Equal Employment Opportunity Commission

Civil matters represent disagreements between two parties - the plaintiff and the defendant. It can be money, non-performance of a contract, divorce, estate, real estate matters, etc. Criminal matters represent a charge by an enforcing agency against an individual who is suspected of committing a crime against person(s) or property. Crimes are defined by individual state, municipal, or federal law.

If the employee has:

• Access consumers' financial, medical, or personal information
• Access consumers' living quarters or residences
• Work with the disabled, the elderly, or children
• Work with hazardous materials
• Are responsible for the safety of themselves and others

By partnering with UNISOURCE, you are assured of compliance and we will guide your company through the process. An employer must first notify the applicant in writing that a background screen is being requested on the applicant according to FCRA guidelines along with other federal and state laws concerning privacy and discrimination, and must obtain written consent from the applicant. See the Fair Credit Reporting Act - Pre-Employment Screening Process.

We search the last Seven (7) years. There are some circumstances when you may search back beyond 7 years depending on the type of industry and/or position.

The difference is the severity of the crime. Felonies are more serious offenses that can result in jail time of more than one year, probation, and fines. Misdemeanors are less serious crimes in which jail time can run less than one year and include probation and/or fines as well. Infractions have no jail time but may incur fines and/or community service and infractions are not reportable in background search reports.

Most Human Resources Departments find it to be a more efficient use of their time, energy, and resources to concentrate on their core business and prefer to outsource the background screening process to a dedicated consumer reporting agency such as UNISOURCE.

No, you must be a legitimate business (i.e., company or corporation) utilizing our services strictly for pre-employment screening in order to establish a client account with us. While we don't deny the legitimacy of the needs of some individuals to request a background check, we will only perform one for the permissible purpose (as defined by the FCRA and the DPPA) of gathering and verifying information for the purposes of screening applicants for hire. It is simply too daunting a task for us to determine on a case by case basis whether an individual has a legitimate need for this information as well as the validity of the request.

For Individual Searches, go to BackgroundMe.com

There are a few simple steps that we will go through to verify that you are a legitimate business.

1. We will verify that you have a phone listing and address in the name of the business or corporation. No home based businesses or P.O. Box addresses will be accepted.
2. We will require a copy of your business license or filed articles of incorporation or if you are a Human Resources Director for a company or corporation, we need a copy of your business card with your title listed on it. Proof of membership in a Human Resources Associations such as SHRM or PIHRA will also suffice.

In addition, if you are requesting credit bureau information such as a social security trace or employment credit report, we will require one or more of the following:

1. Proof that you have been in business longer than one year
2. Documentation of business banking references

Unisource recommends that you screen all of your applicants. However, certain positions require extra caution when hiring, they include but are not limited to:

• Cash handling positions
• Outside sales reps
• Property managers
• Child care workers
• Elder care workers
• Positions with significant degrees of autonomy
• Positions with fiduciary responsibilities
• Positions where individuals are given access to confidential information
• Positions with significant exposure to the general public

Consider this: The investment in human capital is one of your most important. Rehiring and retraining for a position costs many times over what one screening will cost you. The average cost of a new hire in 1996 was over $4,000.00. A negligent hire lawsuit can easily cost you tens of thousands of dollars.

Yes, the FCRA requires that notification be given to the applicant and authorization obtained from the applicant prior to a pre-employment background check being conducted. It does not matter whether we search public or private records in conducting our investigation. Please note: Unisource will not conduct certain searches until we have a signed authorization form from the applicant on file. This policy is designed to maintain compliance with the terms of the FCRA.

If you are making the decision not to hire the applicant based on information that you have learned from a consumer report, then you must take adverse action. By following the adverse action procedures as defined by the FCRA, you are minimizing your exposure with regards to legal issues. With our services, we make it easy for you. Simply fill out an adverse action request form and fax it in to us. We will send the applicant the pre-adverse action notice and adverse action notice for you!

Yes, however, please be advised that you may not have the same recourse as you would if you screened an applicant before you hired him. The laws vary by state.