Amidst Boy Scout Child Sex Abuse Scandal, Delaware Valley PA Boy Scout Council Adheres To Rules, Background Checks

Posted on October 19, 2012 by firstcontacthr

They’re being called the “perversion files” – a record of previously confidential files listing the names of 1,200 Boy Scout of America officials and scoutmasters who are accused of abusing young boys over a period of two decades.

The files released Thursday, October 19 contain more than 15,000 pages detailing accusations of the sexual abuse against scout leaders and officials between 1965 and 1985. The list of names in the documents were deemed “ineligible volunteers” and include those who are accused of sexual abuse towards the minors they came into contact with during boy scout meetings and functions.

Police are now responding to 523 of the alleged cases. The files were kept confidential – until now – and represent all that the Boy Scouts of America could have done to protect their young members, but didn’t. Continue reading →

You Ask, We Answer

Posted on January 27, 2012 by firstcontacthr

First Contact HR staff answers common questions we get on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

Question #7: What is a Chain of Custody and why is it Important?

This is the detailed documentation of the drug screening process, which accounts for the integrity of each step of the procedure, by tracking the handling and storage of the specimen from collection to disposal.

This multi-part medical document, with assigned barcode numbers, facilitates the process and documents by whom, when and for what purpose the specimen was handled. Clinical labs will not proceed with a drug screen if they recognize the chain of custody has been broken. With a fully executed Chain of Custody, the drug screen result is completely and legally defensible.

For more questions and answers, visit www.FirstContactHR.com and just Ask!

You Ask, We Answer

Posted on January 10, 2012 by firstcontacthr

First Contact HR staff answers common questions we get on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

Question #6: How long do drugs stay in an individual’s system?

Drugs do not typically remain in the body for very long. Often no more than 24 – 72 hours, depending on the frequency of use and the individual’s body functions. Marijuana is the exception, staying sometimes from several days to several weeks, again depending on the circumstances. However, through hair analysis, drugs are detectable up to 90 days after drug use.

For more questions and answers, visit www.FirstContactHR.com and just Ask!

You Ask, We Answer

Posted on December 5, 2011 by firstcontacthr

First Contact HR staff answers common questions we get on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

Question #5: Should I fire an individual for having a positive drug test result?

Every company has different policies. Some find termination as the only answer for a positive drug screen, as drug use is an immediate breach of company policy. On the other hand, many companies now offer Employee Assistance Programs (EAP), which include drug and alcohol counseling and treatment.

For more questions and answers, visit www.FirstContactHR.com and just Ask!

You Ask, We Answer

Posted on November 4, 2011 by firstcontacthr

Each week we will be answering common questions we get on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

Question #4: What is the difference between a ‘diluted’ specimen, a ‘substituted’ specimen and an ‘adulterated’ specimen?

A ‘diluted’ specimen is when an individual has either intentionally ingested high levels of liquid or added a liquid to the collected specimen in order to decrease the concentration of the specimen. If a specimen is sufficiently diluted, it makes it difficult for the lab to identify any drugs that might be present. Specifically, a diluted specimen has a creatinine reading less than 20 mg/dL, but greater than 5 mg/dL, and a specific gravity less than 1.003, but greater than 1.001.

A ‘substituted’ specimen is when something other than human urine has been submitted as the candidate’s collected sample. Simply stated, such specimens do not exhibit the clinical signs or characteristics associated with normal urine. Specifically, a substituted specimen has a creatinine of less than or equal to 5mg/dL and a specific gravity less than or equal to 1.001 or greater than or equal to 1.020.

An ‘adulterated’ specimen is when an individual has introduced a foreign substance into the collected sample to intentionally disguise drugs in the urine. There are numerous products on the market, such as Klear, that are easily purchased online and have been designed for just this purpose. Specifically, an adulterated specimen is when the nitrite concentration is equal to or great than 500 cg/mL.

For more questions and answers, visit www.FirstContactHR.com and just Ask!

You Ask, We Answer

Posted on October 19, 2011 by firstcontacthr

Each week we will be answering common questions we get on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

Question #3: Why do I need a “background screening” firm? Isn’t most information about a person’s background online?

Contrary to popular opinion, criminal and other searches are not ‘available online. Very few county court records are accessible online, and then only with special access procedures and fees. Most of the advertised sources of online criminal history do not come directly from the courts, but is retrieved from databases that are not always accurate or current.

Always ask if their searches are direct from the originating source or are they simply pulled from a purchased database. To learn more about internet searches, read a previous post on Internet background searches.

For more questions and answers, visit www.FirstContactHR.com and just Ask!

You Ask, We Answer

Posted on October 12, 2011 by firstcontacthr

Question #2: What does the Fair Credit Reporting Act have to do with a criminal background search?

The FCRA governs all background searches, not just credit reports. The Act defines permissible purposes, how the information is handled, what procedures and documentation must be followed, and even defines the procedures for when an applicant is denied a job based on the results. There is a great deal more to know about the FCRA, and we recommend all personnel responsible for hiring employees be aware of the impact this act has on your employment decisions. For more information on the FCRA, visit: http://www.ftc.gov/os/statutes/fcrajump.shtm

For more questions and answers, visit www.FirstContactHR.com and just Ask!

Each week First Contact HR answers common questions on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

You Ask, We Answer

Posted on September 21, 2011 by firstcontacthr

Each week we will be answering common questions we get on background checks, drug testing and other HR industry practices. Got a question? Ask us at info@FirstContactHR.com

Question #1: How common is drug testing?

In 1983, only 3% of the Fortune 200 companies were testing one or more classes of job applicants or employers. By 1991, 98% had implemented some form of drug testing.

What’s more, as a way to improve safety in the workplace today, many employers now test their employees for both illegal drugs and alcohol. Some of the more common types of drug testing include urine, oral/saliva and hair. Drug testing is typically conducted at a drug clinic location nationwide or on-site at work locations. Employers who use laboratory testing have the advantage of faster results since both the screening and confirmation stages of the drug test are carried out in one place.

For more questions and answers, visit www.FirstContactHR.com and just Ask!