This month we meet up with Due Diligence as he attempts to volunteer and work in
the same hospital that denied him his former job because of a controlled substance
conviction.
Due Diligence has decided to volunteer during the summer for Quick Fix Hospital.
Due is now working for Clean Sweep providing janitorial services to Quick Fix
Hospital. Due is a former employee in the administrative offices at Quick Fix. Due
left the hospital after he was sentenced to spend 60 days in jail for possession of a
controlled substance. Due reapplied at the hospital but his conviction was revealed
on his background investigation report from CI and he was denied his former
position. Due was able to obtain employment at Clean Sweep despite the fact that
they also ran a background check—a “national crim” search through a company they
found online called Cheap Check.
The new hospital Volunteer Staffing Director did not realize Due was a former
employee of the hospital. Due applied to volunteer in the recovery and detox
center.
The Volunteer Staffing Office at Quick Fix hospital use CI’s Protection PlusTM to
screen potential volunteers. Protection PlusTM (see Inquiry Spotlight, page 3)
includes results from both a Multistate Criminal inquiry and a SSN & Address
Information inquiry. The Volunteer Staffing Office has a policy of checking all names
(aliases/maiden names). Since criminal records are searched by date of birth and
name, each name an applicant has used should be checked individually.
CI’s Multistate Criminal inquiry contains over 260 million criminal records. A majority
of the records are department of corrections data for higher level felonies.
However, when CI and other court researchers pull county court records, they are
added to the database. CI did a complete criminal history search for Due’s report
when he sought reemployment with the hospital. County court records and the New
York Statewide inquiry records were searched for each of Due’s residences; CI also
searched Due’s alias, Bad Diligence (discovered from his SSN & Address Information
inquiry). The record for Due’s criminal possession of a controlled substance was
found under the name Bad Diligence. This was a Class A Misdemeanor and this
conviction would not be found by just searching the NYS Department of Correctional
Services. The record is also not included in Cheap Check’s national crim file—it was
only discovered through CI’s Multistate inquiry because the database is constantly
updated with additional records that are pulled during court searches.
Due’s controlled substance conviction would not have been uncovered because
Clean Sweep was unaware that their search did not include the SSN & Address
Information inquiry, and thus, all names used by the applicant. Because Cheap
Check did not run the SSN & Address Information Inquiry it did not discover Due’s
alias—Bad Diligence. Cheap Check’s “national crim” file has about 160 million
records compared to CI’s 260 million.
The Volunteer Staffing Office denied Due’s application because of the results
revealed by CI in its report. Due did not indicate on his Volunteer Consent Form that
he had been convicted of a misdemeanor. Subsequently, the Volunteer Staffing
Office realized that due was working in the hospital—although he was employed by
Clean Sweep. Through discussions with the HR staff, Due’s path was uncovered
and the administration offices contacted Clean Sweep regarding their background
investigations policy.
CI helped clarify the discrepancies in both results and policies for Quick Fix Hospital
and Clean Sweep. But it was too late for Clean Sweep and for Due. The hospital was
Clean Sweep’s largest client, however, they were unwilling to take on the cost of re-
screening all the employees with access to the building. They were also reluctant to
put a new policy in place that was on par with the hospital’s, even though the more
complete background investigation would cost less per applicant than they would
pay an employee for one day on the job.
Quick Fix realized that they need to revisit their vendor’s employee background
check requirements. They need to be specific with what inquiries those background
checks need to include as well as requiring all names and jurisdictions be covered
for a specific time frame.
Stay tuned and find out in the next issue where Due goes from here.
TO BE CONTINUED . . .
the same hospital that denied him his former job because of a controlled substance
conviction.
Due Diligence has decided to volunteer during the summer for Quick Fix Hospital.
Due is now working for Clean Sweep providing janitorial services to Quick Fix
Hospital. Due is a former employee in the administrative offices at Quick Fix. Due
left the hospital after he was sentenced to spend 60 days in jail for possession of a
controlled substance. Due reapplied at the hospital but his conviction was revealed
on his background investigation report from CI and he was denied his former
position. Due was able to obtain employment at Clean Sweep despite the fact that
they also ran a background check—a “national crim” search through a company they
found online called Cheap Check.
The new hospital Volunteer Staffing Director did not realize Due was a former
employee of the hospital. Due applied to volunteer in the recovery and detox
center.
The Volunteer Staffing Office at Quick Fix hospital use CI’s Protection PlusTM to
screen potential volunteers. Protection PlusTM (see Inquiry Spotlight, page 3)
includes results from both a Multistate Criminal inquiry and a SSN & Address
Information inquiry. The Volunteer Staffing Office has a policy of checking all names
(aliases/maiden names). Since criminal records are searched by date of birth and
name, each name an applicant has used should be checked individually.
CI’s Multistate Criminal inquiry contains over 260 million criminal records. A majority
of the records are department of corrections data for higher level felonies.
However, when CI and other court researchers pull county court records, they are
added to the database. CI did a complete criminal history search for Due’s report
when he sought reemployment with the hospital. County court records and the New
York Statewide inquiry records were searched for each of Due’s residences; CI also
searched Due’s alias, Bad Diligence (discovered from his SSN & Address Information
inquiry). The record for Due’s criminal possession of a controlled substance was
found under the name Bad Diligence. This was a Class A Misdemeanor and this
conviction would not be found by just searching the NYS Department of Correctional
Services. The record is also not included in Cheap Check’s national crim file—it was
only discovered through CI’s Multistate inquiry because the database is constantly
updated with additional records that are pulled during court searches.
Due’s controlled substance conviction would not have been uncovered because
Clean Sweep was unaware that their search did not include the SSN & Address
Information inquiry, and thus, all names used by the applicant. Because Cheap
Check did not run the SSN & Address Information Inquiry it did not discover Due’s
alias—Bad Diligence. Cheap Check’s “national crim” file has about 160 million
records compared to CI’s 260 million.
The Volunteer Staffing Office denied Due’s application because of the results
revealed by CI in its report. Due did not indicate on his Volunteer Consent Form that
he had been convicted of a misdemeanor. Subsequently, the Volunteer Staffing
Office realized that due was working in the hospital—although he was employed by
Clean Sweep. Through discussions with the HR staff, Due’s path was uncovered
and the administration offices contacted Clean Sweep regarding their background
investigations policy.
CI helped clarify the discrepancies in both results and policies for Quick Fix Hospital
and Clean Sweep. But it was too late for Clean Sweep and for Due. The hospital was
Clean Sweep’s largest client, however, they were unwilling to take on the cost of re-
screening all the employees with access to the building. They were also reluctant to
put a new policy in place that was on par with the hospital’s, even though the more
complete background investigation would cost less per applicant than they would
pay an employee for one day on the job.
Quick Fix realized that they need to revisit their vendor’s employee background
check requirements. They need to be specific with what inquiries those background
checks need to include as well as requiring all names and jurisdictions be covered
for a specific time frame.
Stay tuned and find out in the next issue where Due goes from here.
TO BE CONTINUED . . .
COMMERCIAL INVESTIGATIONS LLC
| MR. DUE DILIGENCE |
 |  |  |  |  |  |  |
| DUE DILIGENCE: SEEKING A POSITION . . . |
DATE: SEPTEMBER 2006