Frequently Asked Questions

Why should I screen my employees with a background check?

• 30% of all business failures are due to poor hiring practices - Department of Commerce.

• On-the-job violence costs employers $36 billion each year - Workplace Violence Research Institute.

• The average award in a workplace violence lawsuit exceeds $1 million per case - Workplace Violence Research Institute.

• According to a recent study, 67% of job applicants in the U.S. submit resumes that contain misrepresentations - American Psychological Association.

• Drug users cost 300% more in medical costs and benefits - Crain's Cleveland Business.

• "70% of illegal drug users have full-time jobs." - New York Times

How much does a background check typically cost?

A thorough, comprehensive background check should cost less than a new employee's first day of work. This upfront cost is far less than the cost of hiring a bad employee. The US Department of Labor figures that the cost of a bad hire is 30% of a new employee's first year income.

Do you use database searches for your criminal record searches?

We do offer criminal database searches. However, our county record searches are all conducted by searching criminal records directly at the courthouse. Only in this way are you ensuring an up-to-date and accurate record. Occuscreen recommends that databases are only used in combination with county criminal searches.

How do I receive my completed reports?

Completed reports are sent by secure fax, email, or can be accessed online through our secure website interface.

Does my company need a letter of consent prior to implementing a employee drug test?

Generally, you do not need any kind of consent from the employee to require a drug test. It does depend on your jurisdiction and on what kind of testing is involved. For example, in Oregon, in order to test for *alcohol* the employer must have either the employee's consent or reasonable grounds to believe the employee was actually under the influence at work. That is not required with drug testing, which can be random, for reasonable suspicion, or based on a workplace incident.

Ask an Expert

Occuscreen is pleased to offer "Ask an Expert." Stoel Rives LLP labor and employment attorney Dan Grinfas provides answers to frequently asked employment law questions related to the hiring and screening process.

To submit a question to our expert, . By sending a question, you agree to our Disclaimer. You may view questions asked by others who have given us permission to include the information in our archives.

About Dan Grinfas, Attorney

Dan Grinfas is an attorney with the Labor & Employment Group at Stoel Rives LLP in Portland, Oregon. He previously served as Lead Program Coordinator of the Technical Assistance for Employers program at the Oregon Bureau of Labor and Industries.

Dan is certified as a Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute. In 2005, he was also selected for inclusion in the Employment Law category of Chambers USA: America's Leading Lawyers for Business.

Dan counsels employers and conducts management and employee training in a variety of employment-related areas, including workplace harassment, civil rights laws, wage and hour laws, family and medical leave, disability laws, legal hiring practices, policy writing and employer record-keeping requirements. He is a frequent speaker on employment law issues and has presented seminars to thousands of managers, supervisors and human resources professionals.

Disclaimer: All individuals who use the Occuscreen "Ask an Expert" service agree to the following legal disclaimer. This service is designed to provide general information in regard to the subject matters covered. It is provided with the understanding that Occuscreen is not engaged in rendering any legal advice, and that the answers provided do not constitute legal advice. The "Ask an Expert" service is intended to serve as an educational resource only. For specific answers to your individual legal questions, you should consult with your own attorney.