Better. Faster. Smarter. Safer.

Unfortunately, insider threats like these can happen at any organization, especially nonprofits that work with vulnerable populations. Preventing harmful acts – things like abuse, embezzlement, violent crimes, and theft – is the main reason companies conduct background checks on new employees. Background checks are the single most effective tool for protecting other employees, and in this case volunteers, clients and those that you serve.

When Rescreening is the Right Move

There are concrete instances, though, where re-screening employees and volunteers is appropriate and necessary. Here’s three of them.

An internal move: When employees change positions or volunteers begin serving in a new role, they will undoubtedly have different responsibilities. In some cases, they may have greater access to sensitive and financial information.

A workplace incident: It is your responsibility to ensure your company is a safe place to work. Failing to do so leaves you vulnerable to a negligence lawsuit. A workplace accident is a good indicator that an employee or volunteer needs to be rescreened. From a liability standpoint, you will have shown due diligence in keeping your workplace safe.

Unusual Behavior: If an employee or volunteer starts acting out or exhibiting otherwise odd personality changes, including, but not limited to, tardiness, rudeness and uncleanliness, it’s time for a follow-up background check.