Pre-Employment Screening, Employment Background Checks & Drug Screening
Understanding the people you are dealing with, as well as past activities and criminal records, can determine a lot about their character and credibility.
Due diligence with regards to pre-employment background screening is the responsibility of the employer. Job candidates who lie about their credentials or employment record become a liability and a potential insurance risk to employers. Experienced professionals should conduct these types of investigations because they generally go beyond the contacts provided by the job applicant and to ensure the information is accurate and legitimate. At Gillespie Investigations, we work with you and/or human resources departments to provide the most complete information about a new hire or existing employee. All checks are compliant with the Fair Credit Reporting Act (FCRA), the Gramm-Leach Bliley Act, the Federal Drivers Privacy Protection Act and all applicable laws.
Why Conduct a Pre-Employment Background Screen?
The National Association of Professional Background Screeners (NAPBS) spells it out clearly. The need to hire the most qualified candidate, and the inherent risk in hiring the wrong candidate, has never been greater. Workplace crime, unethical business practices, and misleading résumés are on the rise. The costs of fraud, embezzlement, theft and violence are a multi-billion dollar drain on our economy, bleeding organizations both large and small. Furthermore, negative publicity associated with negligent hiring—especially as the result of a less than thorough background check—can devastate the very foundation of a trusted organization. Organizations owe it to themselves and to everyone with whom they come in contact with to know everything they can about their employees and volunteers. The most effective method to accomplish this is by conducting thorough background checks.
Background checks are being used today to not only screen prospective employees and volunteers, but also to screen prospective business partners, political candidates, board members, trial witnesses, community leaders, sporting coaches and jurors. Additionally, the press frequently uses background checks for its news stories. Background checks are also an integral part of criminal, civil, or financial investigations.
A simple check of a person’s background could be the difference between your business’s success or its failure.
Gillespie Investigations can help you make a sound decision by providing customized, timely and accurate background investigations, pre-employment screening, employment and education verification, and drug screens. Let Gillespie Investigations help you avoid hiring people with criminal histories, questionable pasts, inaccurate resumes, and drug, alcohol and financial problems.
Avoid Violence in the Workplace
Did you know that…
- 10% of job applicants have a criminal record
- Almost 75% of workplace violence was committed by one employee towards another.
- Personality conflict is rated the #1 motivation for workplace violence
Reduce Costs Associated with Bad Hiring
- Bad hiring can create these problems for your business: lawsuits, theft, fraud, embezzlement, turnover, bad publicity & lost customers.
- Studies estimate that employee theft and dishonesty costs U.S. businesses between $60-120 billion per year.
- Employee theft costs employers $9 per day per employee.
- Employers are increasingly being sued for negligence and injuries resulting from workplace violence and could pay $5-6 million for settlements and verdicts.
Get the Right Person for the Job
- 40% of résumés contain material lies or omissions about education, past employment or qualifications.
Whether the venue is your business, your personal life or family, let Gillespie Investigations provide you the information you need to make a sound decision. Gillespie Investigations can help you and your business prosper through professional and thorough background investigations, pre-employment screening and drug screening.
Drug abuse has a major impact on workplace crime. Employees who have a $1,000-$3,000 a month narcotic habit do not usually support that habit with “just” their paycheck. General Motors, for example, has arrested over 500 employees for dealing drugs on the job! Crime, in the forms of stealing from co-workers, blackmail, ties to organized crime, and the violence associated with drug dealing all threaten a healthy and safe workplace environment wherever drug abusers are employed. Further, the workplace often provides the perfect cover for buying and selling drugs.
In fact, drug-abuse treatment professionals state that a drug abuser’s “JOB” is usually the one thing abusers will do ANYTHING to hold on to, for several reasons:
- Denial — employees convince themselves that people who “work” (like themselves) are not addicted.
- Money — employees need a consistent paycheck to help support their drug habits.
- Opportunity — employees are provided with, both chances to steal (from their employer and from fellow employees) and also to deal drugs that they would not have if they were unemployed.
IT’S A “GIVEN”: If you have drug users in your company, you probably have drug dealers in your company!
Employee drug-use was documented in a study which found that, of those employees seeking help on a “cocaine hotline”:
- 64% admitted that drugs had adversely affected their job performance,
- 44% said they had sold drugs to other employees,
- 18% said they had stolen from co-workers to support their habits.
Why should ANY employer have to put up with this at a business that THEY OWN?
Another study by the U.S. government found that those who illicitly used drugs are:
- 3.6 times more likely to injure themselves or another person in a workplace accident,
- 5 times more likely to be injured in an accident off the job which, in turn, affects their attendance and/or performance on the job,
- 5 times more likely to file a Workers’ Compensation claim,
- One-third less productive than non-drug using employees,
- Incur 300% higher medical costs than non-drug using employees.
What are employees’ views about workplace drug testing?
A recent national Gallup survey of employees demonstrated an increasing intolerance among employees for drug abuse and drug abusers, and an acceptance of employers taking strong steps to provide drug-free workplaces. The respondents said:
- 28% of employees who were asked what they thought was the greatest problem facing the United States today answered “drugs.” That response was given more than two-and-a-half times more frequently than the second most common answer.
- 22% of employees whose companies have drug testing programs feel it is “not strong enough,” while only 2% think it is “too strong.”
- 97+% of employees favor drug testing in the workplace at least under some circumstances.
Impact of Drug Abuse
Drug abuse affects all citizens in the form of higher taxes, higher insurance rates, more crime, higher health care costs, and higher consumer prices. It also affects most of us as employees. A major telecommunications company reports that 40% of its health care costs are attributable to substance abuse!
Does drug testing work? YES! As a result of advertised, high-profile drug-abuse prevention programs enacted at many companies, many drug users will not apply at companies that do drug testing. Some of those who do apply will then stop using for fear of being caught, and some who are later “caught” will often undergo treatment and go straight.
There are numerous success stories in both the private and public sectors, but perhaps none as dramatic as the U.S. Navy’s: a decrease since the 1980’s to under 4% (down from 28%) of its active personnel engaged in illicit drug use (i.e., found positive when tested). This is specifically due to Navy’s implementation back in the 80’s of a comprehensive drug abuse prevention program – including monthly random drug testing of all active and reserve duty personnel- that continues even today.
Employee drug testing is a major part of a drug-free work environment. In addition, employee drug testing can save a company thousands of dollars in sick days and worker’s compensation claims and unemployment benefits as well as protect your workers. Post-hire employee testing is a good start for insuring a drug-free workplace.
The following chart gives approximate detection periods for each substance by test type. The ranges depend on amount and frequency of use, metabolic rate, body mass, age, overall health, and urine pH. For ease of use, the detection times of metabolites have been incorporated into each parent drug. For example, heroin and cocaine can only be detected for a few hours after use, but their metabolites can be detected for several days in urine. In this type of situation, we will report the (longer) detection times of the metabolites.
|Alcohol||3–5 days via Ethyl Gluconoride(EtG) metabolite or 10–12 hours via traditional method||12 hours|
|Amphetamines (except meth)||1 to 2 days||up to 90 days||12 hours|
|Methamphetamines||1 to 2 days||up to 90 days||24 hours|
|Barbiturates (except phenobarbital)||2 to 3 days||up to 90 days||1 to 2 days|
|Phenobarbital||7 to 14 days||up to 90 days||4 to 7 days|
|Benzodiazepines||Therapeutic use: 3 days. Chronic use (over one year): 4 to 6 weeks||up to 90 days||6 to 48 hours|
|Cannabis||Single Use: 2 to 7 daysProlonged Use: 1 to 2 months||up to 90 days||2 days|
|Cocaine||2 to 4 days||up to 90 days||24 hours|
|Codeine||2 days||up to 90 days||12 hours|
|Cotinine (a break-down product of nicotine)||2 to 4 days||up to 90 days||2 to 4 days|
|Morphine||2 days||up to 90 days||6 hours|
|Heroin||2 days||up to 90 days||6 hours|
|LSD||2 to 24 hours||Up to 3 days||0 to 3 hours|
|Methadone||3 days||Up to 30 days||24 hours|
|PCP||14 days; up to 30 days in chronic users||up to 90 days||24 hours|
Drugs of Abuse Reference Guide, LabCorp Inc, Available Online.
Drug Testing Packages
9-Panel Screen (tests for 5 commonly used substances, plus 4 additional: barbiturates, benzodiazepines, propoxyphenes, and methadone). $75.00
Call or contact Gillespie Investigations today.