Privacy Conscious Volunteers

Every day, hundreds volunteer countless hours to help districts fulfill their mission. Their help is often vital to your success, but it can come with a hidden cost and a growing challenge – How do you properly screen out the bad volunteers (yes, they are out there) without alienating your stars?

hands in the airThe good news is, it’s easy. In fact, we are finding that most volunteers in today’s environment are expecting to have a background check done on them and are concerned if one is not requested.

Our goal is to make the process as simple as possible. The two most popular options are:

1. Use the same process that you do for employees.

2. Set up a weblink that you can send them in an email or post on your website.
The great news is, during the months of August and September, we are waiving the weblink setup fee!

Quick, Simple and Thorough.

At NATSB, our mission is to be the ultimate source of services to hire and retain superior employees for our clients. With our team of experts adhering to industry standards, we use robust products to help you achieve your goals and objectives. As your company continues to grow, we would like to grow with you! Monitoring the screening industry and the relevant regulatory bodies is imperative in keeping your companies free of hazards. We stay up-to-date in all our practices. We continue to invest in training, technology and systems to provide the best environment for our clients to hire with success. Please feel free to contact any of our customer service representatives with questions you may have regarding your account or our services. If you are searching for educational training for your business, you may contact Dan at He will be excited to formulate a quote for you and come out to train your volunteers.


Ever wondeTraffic Lightr why Traffic information is reported under the Criminal County, National Criminal History and 50-State Sex Offender components of a background check? The reason is because Traffic falls under the criminal court system.

We are making a change to this practice and will be removing traffic violations from these sections. We are making these changes for the following three reasons:

  1. This will help to ensure that we continue to be compliant with Equal Employment Opportunity (EEO) regulations.
  2. We have heard your requests and concerns about minor traffic tickets falling under such serious categories as Criminal and Sex offender reports. Please be assured that if it is a criminal charge, such as a third -offense DUI or vehicular homicide, the information will still be reported under the criminal section.
  3. Another reason we are making this change is because traffic data is not consistent across the nation. Some states include traffic information in their criminal courts, but others do not. To provide you with consistency in information, ordering a Motor Vehicle Report (MVR) search is a better, more accurate, option.

If you need Traffic information, we can provide you with this information through a Motor Vehicle Records report.  You can order an MVR that will give you up-to-date and accurate information to better meet your needs.

If you are in need of traffic information to make a hiring decision, please contact us and we will set up your ordering system to include the MVR. We would love to talk with you and help meet your needs.

The EEOC, Background Checks and NATSB’s Job Matrix

The EEOCDo you want to comply with the EEOC’s (Equal Employment Opportunity Commission) guidance that was issued in 2012 dealing with background checks? We can help you build targeted, position specific background checks through our Job Matrix. Using our Individual Assessment tool, we contact your applicants and assess them for you. In 2012 and 2013 the EEOC has been extremely active. Even though the courts have been siding more with the employer, the EEOC is not showing any signs of going away.

At NATSB, we have learned a few things from recent cases:

  1. Limitations of the EEOC filing suit on a company if the EEOC, as the plaintiff, cannot proceed to trial without making a threshold showing of disparate impact.
  2. Limitations of the EEOC filing suit on a company if the EEOC can only sustain this showing with reliable expert statistical evidence, and cannot necessarily rely on nationwide criminal justice statistics.
  3. Limitations of the EEOC filing suit on a company if the employer does not have a single-step, across-the-board screening process, the EEOC cannot merely challenge the process “as a whole,” but it must demonstrate that the alleged disparate impact stems from specific elements of the process.
  4. Employers that want to assess potential disparate impact risks should conduct a review of their screening policies to identify areas to fortify Title VII compliance. Some questions to consider: Has the policy targeted background checks for different roles in your company? Does the policy account for the developing body of criminological literature discussing recidivism?

Now that you know the EEOC is active, you will need to know the steps to stay compliant. When ordering a background check, order one that is Job Related and Consistent with Business Necessity. This shows that you are building a targeted background check for the position you are screening. Each of your positions need to have position specific search criteria that includes the data behind the decisions for the background check.

When reading the background check, look at the crime and consider the nature behind it. Also, look at the nature of the job and the time elapsed from the crime. You can then provide an opportunity for an individualized assessment for applicants excluded by the background check to determine whether the policy is job related and consistent with business necessity. Always keep information gathered from background checks confidential. Only use the information for the purpose of hiring, retaining, not hiring or dismissing an applicant or employee.

The EEOC indicates that individual assessments should take into account any information provided by the individual in question regarding:

  • The facts or circumstances surrounding the offense or conduct;
  • The number of offenses for which the individual was convicted;
  • Older age at the time of conviction, or release from prison;
  • Evidence that the individual performed the same type of work, post-conviction, with the same or a different employer, with no known incidents of criminal conduct;
  • The length and consistency of employment history before and after the offense or conduct;
  • Rehabilitation efforts, e.g., education/training;
  • Employment or character references and any other information regarding fitness for the particular position; and
  • Whether the individual is bonded under a federal, state, or local bonding program.
  • If an individual does not respond to the employer’s request to conduct the individual assessment, the employer can then make a decision without the information, according to the Guidance.

The EEOC did spell out what they view to be “Employer Best Practices” and they cite the following:

  • Eliminate policies or practices that exclude people from employment based on any criminal record.
  • Train managers, hiring officials, and decision makers about Title VII and its prohibition on employment discrimination.
  • Develop a narrowly tailored written policy and procedure for screening applicants and employees for criminal conduct.

At NATSB, our mission is to be the ultimate source of services to hire and retain superior employees and volunteers for our clients. Our core values consist of integrity; people first; client oriented; and innovation. We respect the value of human dignity. With people first, we’re building safe and secure workplaces along with nurturing relationships with our employees and clients. Always designing services to meet our clients’ needs. Providing education to add value. Making ourselves available to listen to our clients. With innovation, we embrace technology. Promoting industry best practices. Constantly improving service and products. We hope this is evident in the personal service and expert advice you’ll receive from our screening specialists.

CONTACT US: If you would like more information you can visit the Bureau of Consumer Protection or the NATSB website. To learn more how NATSB can help you with your background screening needs, please contact us at or call us at 316-263-4400. We can customize any background check to meet your unique needs. We offer volume pricing, NO signup fees, and NO minimum orders.

Dan to Speak at KS SHRM State Conference

Six stories up on a warm Kansas evening. I was an inexperienced patrolman. She was a young drug addict, suicidal, and dangling off the edge of the guardrail. That was my definitive high risk listening situation. Many years have passed, but I will always remember how emotionally draining it was to try to carry on a compelling conversation with an emotionally compromised stranger for 45 minutes.

My name is Dan Oblinger. Now I’m a trained and experienced hostage negotiator. The role of a negotiator is to listen. The risk of negotiating is always life or death. The reward is the ability to bring order from chaos, to aid the vulnerable, and to have those bent upon violence turn back from the brink. In a similar way, human resource professionals make workplaces orderly, just, and safe using highly refined communications strategies.

Listening is a perishable skill, requiring empathy and attentiveness. There are basic techniques that enhance the listening process and influence our communications partners. As the lead trainer for the National Screening Bureau (NATSB), I work with business leaders and HR professionals to promote excellence in a wide variety of industries. They realize that listening is the “forgotten skill”, the key to unlocking their potential as leaders and lovers, and a task that demands formal training to achieve excellence – formal training that less than 5% of the population will ever receive.

  • Do you desire formal training in listening, THE foundational organizational leadership skill?
  • Do you catch yourself interrupting those speaking with you?
  • Do you want to know the secrets of the listening universe?
  • Do you wish you had a grab bag of tactics to use in unpleasant and challenging interactions with colleagues, superiors, and loved ones?
  • Do you know the 7 active listening techniques used by crisis negotiators all over the globe?
  • How good a listener do you want to be?
If so, then plan on attending my presentation, “Listen Like a Negotiator” during the Kansas SHRM Conference. I have been training folks just like yourself to build more richly rewarding careers and personal relationships using the same principles that I use to defuse armed barricades and dissuade suicidal jumpers.
The Kansas SHRM Conference runs September 25-27, 2013 in Overland Park, Kansas. Register today at this LINK. While you’re there, swing by the NATSB booth to meet me and the NATSB crew, learn about our innovative pre-employment screening and training services! You will pick up more listening tips, see live demonstration of “state of the industry” tools, and even get a chance to put on headphones and take the “Listen Like a Negotiator Challenge”! Stay safe, and keep listening!
To see a preview, visit NATSB’s Speakers Bureau website.
Dan Oblinger, Director of Training, NATSB

Social Media Screening

Social Media ScreeningThe big questions these days for employers is, “Should we use social media to screen job applicants?” The fact is, social media and other networking sites can tell you a lot about the patterns and behaviors of a potential employee. BUT, using the internet to screen your applicants can put you at risk in seeing protected class information that you will never be able to un-see. This can be problematic. We have found that many employers are taking the risk and for those companies we offer some tips on how to mitigate that risk.

Tip One: NEVER ask applicants for their passwords. It is illegal to do this in six states and 21 other states are discussing similar legislation to make this illegal. Also, if it is known that your company is asking for this information, it may make it harder for you to conduct successful hires.

Tip Two: Please consider FCRA implications. Employers who use social media sites must follow the Fair Credit Reporting Act procedures by obtaining prior written consent from each job applicant to conduct these searches. They must also supply them with advance adverse action notices.

Tip Three: Designate someone, other than the person in charge of hiring, to do the social media searches. More importantly, consider a well-trained researcher that is used to reporting information found on the internet and someone familiar with social media sites. This person doesn’t need to be a lawyer, but needs to understand the basics of Title VII along with other legal issues that may arise when searching social media.

Tip Four: Never use social media inconsistently as this could lead to legal problems. Just like a regular background check, you must be consistant in your searches.

Tip Five: Please be aware that you can always gather too much information. You will more than likely find more information than you bargain for. On facebook, just looking at someone’s homepage could open you up to Title VII discrimination claims. You cannot un-see something you see. You can’t “put the toothpaste back in the tube.” So make sure the person delegated to do the hiring knows this.

Tip Six: Create a policy for social media screening. You may incorporate a policy statement into your regular background screening service agreement so that your applicants know beforehand you will be using social media as a part of their background check.

Tip Seven: And finally, don’t believe everything you read online. Especially everything you SEE online. With programs like Photoshop, it is extremely easy these days for people to manipulate photos, videos and audio content on the web.

Social media screening is on the rise, but it is certainly taking the slow road. We believe it is great tool to utilize with your regular background check, but you must take precautions and know the risks associated with social media screening. Consider using a third party like NATSB that can redact any protected class information to keep you safe from legal action against your company.

Troy Trussell - NATSBWith ten years experience in the field of advertising, web design and video production, he quickly became the Director of Marketing for National Screening Bureau (NATSB). Since then, he has engulfed himself into the world of Drug-Free Workplace Programs by becoming a Certified Professional Collector, a Breath Alcohol Technician, a Certified Designated Employer Representative Trainer and he has created online drug-free workplace training courses for employers. Troy is a member of the Wichita, Central Kansas and Salina Chapters of SHRM.