Right to Check Employees’ Backgrounds

In my opinion, employers should have the right to break in applicators basiss whether or not suspicion of misbehavior, security threats, credit histories, driving offenses etcetera exist. This will delay employers or companies that they wont have any problematic employees in within the organization. However, even if this should be a right held by the employers, companies, organizations, etcetera, the rectitude states that the they do not have unlimited rights to dig into an appli bay windowts background and personal life (US wee Business Administration, 2008, n. . ).This means that there are certain checks that these employers, companies, organizations, etcetera cannot pursue simply beca use up it is forbidden by the rightfulness and they can be charged in court if they get through with unlimited checks (US trivial Business Administration, 2008, n. p. ). The following are the background checks that may be d superstar including the limitations set by the law primary is with regards to credit reports (US littler Business Administration, 2008, n. . ). The restriction set by the law for this is known as the Fair Credit Reporting Act wherein employers, companies, organizations, etcetera are obliged to obtain a formal written harmonize coming from the employee/applicant before the former could see the last mentioneds credit report (US Small Business Administration, 2008, n. p. ). The second entails wretched records (US Small Business Administration, 2008, n. p. ).Employers, organizations, companies, etcetera may look into an applicants criminal records but this should be done through their lawyer or they should touch the Federal Bureau of Investigation especially if they need an employee background investigating to be carried out or if they wanted to make sure that the applicant has not been involved in violation of the following antitrust laws, clientele secret laws, intellectual property laws, economic sabotage, as well as, anti-terrorism laws (US Small Business Administration, 2008, n. p. ).The third involves lie detector tests (US Small Business Administration, 2008, n. . ). The use of the aforementioned may be allowed only if by employers whose businesses involve panoplied car services, alarm/guard services, pharmaceutical manufacturing & distribution, etc (US Small Business Administration, 2008, n. p. ). Employers, accordingly cannot just make an employee/applicant undergo lie detector tests because the latter is protected by the Employee Polygraph Protection Act (US Small Business Administration, 2008, n. p. ). The quartern is with regards to health check (US Small Business Administration, 2008, n. p. ).Here, an employer, organization, company, etcetera can evermore ask the health expert or the health institution if an employee can accommodate out a certain task however one cannot ask for the entire medical record of an employee or applicant because doing so is a violation of the Americans with Disabilities Act (US Small Business Administration, 2008, n. p. ). In summing up to that, health institutions would not give in to such an employers ask because confidentiality of medical records is a part of the American Medical Associations Code of Ethics legal issues will emerge if they violate this (US Small Business Administration, 2008, n. . ). Last but not least pertains to the school records of an applicant (US Small Business Administration, 2008, n. p. ).Fortunately, these may be scrutinized by employers however they should be able to get the applicants approval before they carry that out (US Small Business Administration, 2008, n. p. ). Applicants are protected because of the Family Educational Rights and loneliness Act (US Small Business Administration, 2008, n. p. ). Employers then should have the right to check on applicants backgrounds but only to a certain extent and only those which the law allows.