You will be amazed at how you can mitigate risk by legally finding out about a person
before you hire them. However, the complexity comes in when YOU DECIDE what to do with
that confidential information. You will have to consider your company guidelines along
with those of your insurance carrier and your legal counsel. Your criteria can be one of,
or a mixture of, attitudes, motivation, misdemeanors, felonies, drug abuse, driving record,
etc. But, you need to have a policy that tells you what to check for each job category,
and where to draw the line.