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.

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.

Criminal Background Checks: 3 Ways Employers Can Go Wrong


In April of 2012, the Equal Employment Opportunity Commission (EEOC) provided employers with updated guidance on the proper legal use of criminal background checks.  Background checks are continually targeted for increased scrutiny by regulatory bodies.  Have you ever wondered why?

Background checks are powerful tools of hiring knowledge.  They can efficiently guide hiring and retention because of the wealth of information readily available.  They are the most cost effective method of protecting your workforce and workspace.  Employers can get this information quickly and easily.

This power for good in the modern human resources field is the very reason that the practice of pre-employment screening has been under the legal microscope.  A tool this powerfully good can be just as powerfully bad.  This article will focus on three common mistakes that employers make in their pre-employment screening practices that can turn the whole process sour.  Each of these oversights can lead to catastrophe!

1.     Neglecting to Use “Best Available Means” – The quickest way to fail at screening applicants is to not screen applicants.  Many employers see the volumes of regulation and throw the proverbial baby out with the bathwater.  Criminal, civil, and credit screens are the best available means to discover applicants who might harm the company or its clients.  Failing in this discovery opens a Pandora’s Box of negligent hiring, negligent retention, and the myriad of problems that flow from hiring an employee predisposed to violence, recklessness, and theft.  Conducting these screens is a necessity in a modern workplace, and represents an investment in a culture of professionalism and security for your people.  With the widespread use of these tools and their simplicity and cost-effectiveness, criminal background checks are the “best available means” to avoid negligent hiring.  Hire without screening at your own peril!

2.     DIY (Doing it Yourself) – Doing the right thing in the wrong way is still a mistake.  With the best of intentions, employers might decide to join the trend of do-it-yourselfers out there.  The problem is that pre-employment screening is not sodding your yard or replacing your kitchen’s backsplash.  The federal government and each State regulate the use of criminal, civil, and, credit history.  The National Labor Relations Board is heavily involved in examining employer use of employee historical data, especially from social media sources. There are so hundreds of sources of information: national databases, local courthouses, internet websites, offender registries, credit bureaus, and social media, to name a few.

Without a guide in this information jungle, the employer-explorer can quickly find themselves on the wrong side of the wet rim of a boiling pot of regulatory stew.  Those internet sources are the perfect example.  Going to the web might find yield information to inform your hire, but in the process you’ve viewed protected class information under Title VII that has nothing to do with an informed hire and can never be “un-seen”.  Get a professional and reputable background screening firm to set up your screens and guide your policy creation.  Ask for references!  It’s worth the investment to do it right.

3.     Failing the “Job Relation and Business Necessity” Test – Even with a good decision to conduct applicant screening with a third-party firm, there is a final potential for disaster.  Not all screening companies are created equal.  Some are completely automated, with little support or analysis.  Others are just one private investigator who lacks an understanding of industry standards.  Either may sell you “cookie cutter” screening products that are not tailored to specific job duties.  If you do not document the job-related business necessity that justifies the screening, your background check could be ineffective and illicit.

Now you know how to maximize the power of the criminal background check for your applicant pool!  Use a comprehensive program of screening, employ a trusted third-party, and ensure that the screening tools and potential disqualifiers match the job duties and business necessity of the position in question.  For a better idea of what this kind of analysis could look like, check out the resource box below for a link to National Screening Bureau’s website!


By night, Dan Oblinger is a mild-mannered Sergeant for a large metropolitan police force.  He is a trained and experienced police officer, crime intelligence analyst, mental health specialist, hostage negotiator, and drug influence recognition investigator.  By day, he is the Director of Training for National Screening Bureau, a private company devoted to matching employers to their perfect hiring pool through background checks, drug testing, and I9 compliance products.  He lives on a ranch with his wife, three adopted children, and 13 chickens.  He speaks with passion and humor about his experiences and expertise to audiences across the nation.  Check him out at