New screening tools are becoming available that will help businesses be informed about their employees as it relates to professional licenses, certifications, driving records, criminal convictions, immigration status, etc. Having this information will help firms make better decisions that will mitigate the risk associated with many employment decisions including promotions, transfers, etc. and whether employees continue to qualify for the position they hold. This will be an important weapon in every business's arsenal as it will help prevent many negligent retention lawsuits.
The good news is that these tools, known as Infinity Screening or Continuous Post-Hire Screening, have been deemed the "next big thing" in background screening. The bad news is that businesses should be aware that implementing an Infinity Screening Program must be given a considerable amount of forethought to address the trail of legal requirements, human resource, and employee relations issues. In addition, firms must carefully consider a myriad of other issues to ensure not only consistent employee practices, but also that decisions are made that are congruent with the firm's culture and human resource philosophy. To ignore this reality will only lead to future employee relations issues that could have been avoided with forethought and planning.