Continuous monitoring
Deploy cFIRST's continuous monitoring services to make your organization secured, safe, and guarded against any unethical practices by employees.
What is continuous monitoring?
Continuous monitoring picks up where your pre-employment background check leaves off, by monitoring sources that might reveal criminal records that occur after hire. Monitoring enables you to determine if an employee is posing a risk to your organization or others. As a result, you minimize risk and secure your brand.
Why is continuous monitoring important?
Almost 2 million people experience some form of workplace violence annually. From harassment to intimidation to shootings, violence in the corporate world comes in various faces making continuous monitoring critical for organizations.
- A regular and continuous check on employees keeps you tuned with their criminal records.
- Continuous monitoring aids the Human Resource team in shielding the workplace and brand.
- Protects your workforce and their productivity. It leads to a better organizational environment.
- Early disclosure of offense will allow you to make a calculated decision, control the narrative, and save the firm from adverse publicity.
Why screen with cFIRST?
cFIRST's automated continuous monitoring services notify you every time your employees are charged, arrested, or booked by a court. Other benefits of cFIRST's continuous monitoring are:
- Valid, accurate, and reliable real-time results
- Automated continuous monitoring process while adhering to legal regulations
- AI-powered platform that minimizes manual tasks and maximizes accuracy
Legal compliance to keep in mind while running a criminal background check
Compliance can be murky waters to navigate, especially when performing criminal screening. cFIRST's compliance experts, with their industry knowledge and state-of-the-art tools, follow compliant practices throughout the process.
Equal Employment Opportunity Commission (EEOC)
Guidelines from EEOC describe individualized assessment and safeguard candidate's right to a fair hiring process.
Ban The Box
State, county, and city laws that dictate regulations based on the organization's and applicant's location for unbiased hiring and adverse action process.
The Fair Credit Reporting Act (FCRA)
While denying employment to a candidate based on the grounds of a criminal record search, organizations must follow the FCRA to sustain a compliant screening process.
