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.

Successful Hire Seminar

Successful Hire SeminarThe Successful HIre Seminar has begun. With two locations under our belt, we are encouraged by the response of our attendees. Some have come to learn about EEOC compliance part of the background check. Others to see, just how our Electronic I-9 system actually works and to ask questions about I-9 audits. Drug Testing and how to implement a Drug-Free Workplace has been another big pull to the Successful HIre seminar as well. It’s a common thing for employers out there, even today, to not have a drug-free workplace in place. This may shock you! It has shocked some of our attendees. But it’s true. We see it everyday. Other topics also include HR Strategies and Development. This category is mainly focused on NATSB’s HR training courses. Our lead instructor, Dan Oblinger, briefly walks attendees through a few of our courses. Many attendees have already booked Dan to come onsite for training this fall. Our Successful Hire seminar is extending into the workplace of our attendees. The Successful Hire seminar was designed to help human resource professionals: maintain compliance in doing background checks; know the implications of not having a full drug-free workplace program; save time by implementing an electronic I-9 system with auditing; continue learning through NATSB training courses. Come to the Successful Hire seminar and learn more about these different topics and ask questions about the human resources industry. We look forward to having you at the Successful Hire seminar in one of the following cities. So come see us in Topeka, Salina, Manhattan, Lawrence, Emporia, Hutchinson or Wichita.

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

Criminal Background Screening: Beyond Criminal Records


This article is the final third of a three part series that examines the role of background checks and reports in modern workplaces.

In the second article of this series, you read about the life cycle of a criminal conviction.  To review:

  • Criminal convictions come from criminal behavior.
  • Convictions are filtered through the criminal justice system.
  • Many convictions are pleas to lesser charges.
  • Convictions data is kept in courthouses all across the nation and in aggregated databases.

Criminal history is useful as a broad screening tool.  Applicants who show a propensity to hurt others or steal property can usually be disqualified for most jobs based upon business necessity.  If an employee assaults their colleagues or clients, or steals company property, the case for disqualification is relatively simple.  Now let’s shift our focus away from criminal courts and see what other sources of re-employment screening data exist.


When a person commits a crime that harms society, they could be convicted in criminal court.  When they violate another person’s rights, they can be held liable in civil court.  Civil court records can include Protection from Stalking or Abuse orders, restraining orders, garnishments, collection forfeitures, breach of contract, evictions, or other judgments.  It is appropriate for applicants for positions that provide access to financial documents, valuables, sensitive information, or petty cash.


It is possible to research a potential worker’s history of claims through State Departments of Labor.  There are additional legal restrictions on these kinds of queries.  The general rule is that this search is only done post-offer, and requires a special privacy waiver by the applicant. There may be additional restrictions in some locations, and some States prohibit this search altogether.


If your applicant will be driving a vehicle on company time or on the company dime, don’t you want to know if they have a valid license, history of DUIs, reckless driving, or evading and eluding police?  The Motor Vehicle Report, or MVR, should be used.  An MVR might be required by your insurance carrier.  In many instances they will provide this search as part of their comprehensive coverage.


Need plus opportunity leads to risk.  If your applicant cannot manage their finances, it speaks to their character and ability to manage job duties.  If they are grossly in debt, have multiple collections, and have a history of defaulting or bankruptcy, they are a higher risk for embezzlement.  If their job duties give them access, check their credit.


Banks, credit unions, and financial institutions should consider checking the myriad of databases maintained by regulatory agencies for the financial industry.  FINCEN, the FDIC, the SEC, the OIG, and many other governmental bodies maintain registries of companies and people who are banned from banking or have been sanctioned for noncompliance.  This is a simple and cost effective way to prevent big problems in a highly regulated trade.


Diploma mills and a culture of embellishment have led to a high rate of inaccuracy on resumes and job applications.  It is advisable to have a third-party conduct verifications with past educational institutions, employers, and credentialing boards.  If it important enough to ask about these qualifications, it is important enough to know that the information provided is correct.  To quote President Ronald Reagan, “Trust, but verify.”


Many States compile registries of individuals who have a history of abusing, neglecting, or endangering dependent adults or children.  If the job tasks require interaction with these populations, it is a no-brainer to disqualify anyone who has demonstrated this propensity.  An abuse registry check would be the order of the day!


The legal phrase that motivates background checks to prevent negligent hiring is “best available means”.  Given the huge number of people on social media sites, a check of an applicant’s social media footprint is fast becoming the industry standard.  The wealth of information available through these methods greatly assists the hiring decision.  However, with such power comes great responsibility.  Social media has a greater risk for employers due to its transmission of protected class information.  The EEOC, Federal regulations under Title VII, and the National Labor Relations Board have a lot to say about properly utilizing social media for screening.  Have a policy, get it reviewed by legal counsel familiar with these federal regulations, and only use a professional third-party screening service to view these social media sites.  They are too good not to check, but it does no good to violate applicant’s rights or federal law in this process!

With all of these specialty searches plus the various criminal conviction data sources, building the proper screening system can be overwhelming.  Consult a professional screening service.  For more information about conducting an analysis of what screening searches are best for each job classification, and how to handle the disqualification process in compliance with the Fair Credit Reporting Act, check out our website at!


Dan Oblinger is the Training Director for the National Screening Bureau, a leading provider of pre-employment screening, drug-free workplace programs, and I9 compliance services.   He is a ten year veteran of a large metropolitan police department with assignments as a patrol officer, patrol supervisor, undercover detective, crime reduction specialist, drugged driving enforcement investigator, and hostage negotiator.  He has extensive training and experience in crime analysis, criminal identification and apprehension, drug influence, and corporate safety.