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An employee monitoring tool that ensures the people hired continue to qualify for their positions and continue to deserve a place in your organization. It safeguards companies by limiting their liability of a remote workforce, needless lawsuits, as well as protects staff and customers.

There are various benefits to the KRESS SHIELD such as meeting the demand of post-hire solutions, a reduction in person-based risks, it taps into new talent pools, it avoids liabilities, saves companies money, maintains EEOC compliance, sustains employee retention, and track changes in employee behavior.

A screening solution that utilizes web and social data. This HR tool allows companies to leverage bias-free public content in their employment decisions without a messy, complicated workflow to accomplish compliant screening practices with values-based goals.

No. You must test the employees who are on your random selection list. The one exception would be for an employee who is on an extended leave of absence or will be off duty for the duration of the selection period (monthly or quarterly). NOTE: If an alternate is used, the employer must maintain documentation as to the reason why the alternate was tested in the place of the selected employee. No employee should be excused from testing because they fail to show up for testing. Once the employee is notified to report for testing and the test does not occur, the opportunity for the random testing is over. It is up to the employer to ensure the random drug and alcohol testing is fair and consistent. When employees are selected and not tested, the program is not random, not fair, and not consistent. This creates exposure to liability and potential lawsuits.

If you believe that any information in your background reports is inaccurate or incomplete, you may file a dispute with KRESS. The dispute investigation process generally may take several business days, depending on the nature of the information being disputed. To dispute a background check, fill out this form.