Non-Profit Organizations

Why should you conduct background checks on potential employees and volunteers?
On-the-job violence costs employers $36 billion each year and the average award in a workplace violence lawsuit exceeds $1 million per case (source: Workplace Violence Research Institute). A pre-employment background investigation is your best defense because it establishes that your organization was prudent and acted responsibly during the hiring process.

Due Diligence is a necessity and not a luxury.
In our experience, we have found that 25% of applicants have criminal records and 10% have identity fraud discrepancies. Pre-employment investigations protect you from negligent hiring lawsuits, employee theft and workplace violence because courts hold companies financially and legally responsible for actions taken by employees who were not subjected to pre-employment investigations.

Pinnacle offers thorough background investigations that can be tailored to meet your needs, and in most cases we can guarantee that a criminal history report will be sent to you within 24 hours. Our packages include:

1. Social Security Verification: Verification of the applicant’s social security number will catch any problems with identity theft. It will also show aliases or other names used by an individual, and all locations they have lived. This information is critical because it allows for a comprehensive criminal history.



2. Criminal History: A comprehensive criminal history will show you convictions, dismissed charges, plea bargains, and warrants for arrest in every location that the subject lived.



3. Federal Court Check: Federal court research includes a search for sex offences, federal felonies and misdemeanors and checks federal prison records.



4. Education and Employment Verification: For employees in higher-level jobs, we suggest that you do both of these verifications.



5. Developed References: Candidates provide references that will tell the ‘best story’. For employees in higher-level jobs, we develop references in addition to the references listed by the applicant. A developed reference is a check and balance for the entire application and can help to verify the accuracy of other information listed by the applicant.



6. OIG/HIPDB/GSA: Along with education verifications, employment verifications and developed references we recommend OIG/GSA and HIPDB (Healthcare Integrity and Protection Data Bank) searches for all Physicians and Healthcare Management.