Safety is a top priority to both consumers and companies. People want to feel and be
safe — that’s human nature. Employees want to feel and be safe at
work, and the public wants to feel and be safe from potential risk
while they are shopping, eating out, or using a ride share service.
An innovative way for companies to show their employees,
customers, and stakeholders that they care about safety is to
implement a continuous criminal
monitoring solution to mitigate potential employee risk.
Continuous criminal monitoring works by providing timely
insight into workforce risk and is
built on reliable data. This means that when an employee has
an alleged criminal interaction with law enforcement, companies will
be notified in near real time.
Although this risk-mitigating solution has been available
for several years, companies have been slow to adopt continuous
criminal monitoring. But for companies to rely only on pre-hire and
periodic background checks is proving to be risky.
Take a look at current headlines for news stories about
companies receiving backlash for an employee’s criminal activity
while on the job. Pre-hire and periodic background checks are fine
tools to use, but they represent a moment in time and cannot
predict future behavior. People are unpredictable, so
companies need a solution continuously working to identify potential
risk before it happens.
Even though adoption is still in the early stages, there are
quite a few companies taking advantage of this solution and here are
tips they have shared for how to successfully implement a continuous
criminal monitoring solution:
Be transparent with
employees: It should come as no surprise to
employees that they are being monitored. Continuous criminal
monitoring is a good thing, so there should be clear
communication about the program with employees.
It is in the best interest of all involved if employees
understand the “what” and “why” behind a continuous criminal
monitoring implementation. It is important for companies to share
with employees, customers, and other external stakeholders that they
are taking steps to prioritize and ensure safety.
Make sure that employees understand what will happen if the
company receives a risk event alert. It’s crucial for employees to
know that because they have an interaction with law enforcement does
not necessarily mean they will be terminated from their position.
One significant employee benefit of
continuous criminal monitoring is that employers have the
opportunity to start a conversation at the first sign of risk and help
get an employee back on the right track.
When a company receives an alert, it is best to
investigate immediately. Companies should be in
contact with their background screening agency to
investigate and verify the alert quickly to understand
what is going on with the impacted employee.
This would be the time to ask pertinent questions and gather
more information: Is this interaction with law enforcement leading
to the opening of a court case or is this charge being dropped? If
there is a court case, employers can find out those dates to
anticipate the impacted employee needing time out of work. Staying
on top of an alert keeps companies ahead of future risk while
determining what additional steps must be taken.
Adopt, adjust, and
amend: Change is not always easy. When moving
forward with a continuous criminal monitoring
solution, companies should make sure they and their
background screening agency have a process in place to
investigate, amending any information quickly and
correctly through subsequent research.
These adjustments should be made, not only as it pertains to
a single employee case, but also as it relates to company policies
and procedures. Is it written in the employee guidelines that an
employee must alert their manager after an interaction with law
enforcement? If not, be prepared to adjust company policies and
communicate those changes to employees to be as transparent as
possible. Consult with your human resource leaders and other subject
matter experts to learn how best to implement these potential changes.
There is no “one-size-fits-all” approach for companies
adopting continuous criminal monitoring. As companies move forward
and have some historical data to analyze from the continuous
criminal monitoring solution, they have the opportunity to evolve
with what fits for their culture and workforce.
Enlist a layered
approach: Continuous criminal monitoring is
just one tool in keeping a company as low risk as
possible. And while it is a valuable tool to identify and
help manage criminal risk, it cannot be a company’s
sole approach. In order to have the safest work
environment possible, companies require more than just
continuous criminal monitoring, they also require the
development of a culture where employees understand what is
expected of them so they can hold themselves accountable and
hold others accountable, too.
Companies that do not currently use a continuous criminal
monitoring solution have the opportunity now to learn from early
adopters. They can move forward with a successful implementation of
this solution with fewer delays, more employee satisfaction, and a
plan to keep employees, customers, and the company’s reputation safe.
There is still a lot of room to grow in the continuous
criminal monitoring space, and early adopters of this solution have
an advantage over their competitors. Companies ahead of the
continuous monitoring game are more attractive to potential new
hires, and they can more easily mitigate risk to their company. Win-win!
Workforce trends come and go, but safety challenges are a
constant for companies. With continuous monitoring, companies go
from reactive to proactive in their approach to safety, because risk
does not stop after an employee is hired. People are unpredictable,
so companies need a solution that helps mitigate the risk.
If you have not already done so, be sure to listen to our
latest webinar, Reducing Workforce
Risk:The Future of Continuous Criminal Monitoring.
Learn more about continuous criminal
monitoring and our other solutions, or contact us here. We’d love to help you find a
solution for your needs!
The information provided is intended as general
guidance and is not intended to convey any tax, benefits, or
legal advice. For information pertaining to your company and
its specific facts and needs, please consult your own tax
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