1. BA 453 Group 6: Background Investigation and Reference Checking Kyle DeVan, Kara Kroeger, Nathan Lang, Paul Golden, Aaron Standeford & Ahmed Zarrugh

2. Overview  Honesty Testing  Physical Exams  Background Investigation  Reference Checking  Drug Screening  Compliance with Employment Immigration Law

3. Honesty Testing  Polygraph Tests Measures physiological changes The change of emotional stress accompanies lying Employee Polygraph Protection Act in 1988 prohibits polygraph testing

4. Honesty Testing  Paper-and-Pencil Honesty Testing Psychological tests to predict applicants’ proneness to dishonesty Measures such things as:  Attitudes regarding tolerances of others who steal  Acceptance of rationalizations for theft  Admission of theft-related activities Honesty testing is a good tool when performed in coordination with a comprehensive interview and screening process

5. Physical Exams  Overview Reasons For Use  Laws and Practices Federal State Local

6. Background Investigation  Goal one of Manager  Goal two of Manager  Example: Pharmaceutical firm  That’s why its critical to check people out before you hire them

7. Reference Checking  Fastest and Easiest way to reference check  You need to ask the right questions to current/previous employers.  Beware  Example: A man sued cause he was a “character”

9. Drug Screening  Testing new applicants just before they are formally hired.  Reasonable doubt by upper level management such as: Obvious behavioral symptoms Chronic lateness High absenteeism

10. Drug Screening  Firms may conduct drug testing on a random or periodic basis.  When transferring or promotion of an employee a drug test may be given.  Safety-sensitive jobs are typically tested more often and on a frequent basis in order to protect the company and fellow employees.  Drug testing is typically mandatory for all employees that are involved in accidents.

11. Compliance with Employment Immigration Law  Immigration Reform and Control Act of 1986 Employees must present proof of identity and employment eligibility Non-compliance constitutes a crime I-9 form  Controversy since 9/11 Interviews required for all non citizens seeking working visa into U.S. Illegal Immigration Control Act of 2005  Beef up border patrol  Increase penalties for illegal employment

12. Compliance with Employment Immigration Law  Employer verification of documents  Verification of documents required for ALL prospective employees to maintain consistency and avoid discrimination Basic Pilot Program (in use since Nov. 97)  Verification checks of Social Security Administration and US Department of Homeland Security  Checks for fake names, SSN’s and the mismatch of names and numbers.  Case Study: Swift & Co. meat processing plant (Dec 2006) 1,300 Illegal Employees arrested No charges filed because of their use of the Basic Pilot Program

13. Questions!?!