Everything you need to know about Ncs background check

Ncs background check

Through our recent partnership with National Crime Search (NCS), we are now able to provide our customers with access to a simple and affordable background screening solution.

National Criminal Search Background Checks are now available.

NCS is a nationwide provider of background checks, employment screening, and volunteer screening. NCS is large enough and experienced enough to handle all of your background screening needs, but small enough to get to know your owner and staff.

The NCS management team has over 40 years of combined experience in background and employment screening, which is why Priority One Payroll decided to partner with them. Get background checks that include:

• Social Security Verification
• County Criminal History Search
• Searching for a sex offender
• Single State Database Search
• Multistate Database Search
• Motor vehicle records
• Services to the healthcare industry
• Tenant Screening
• Voluntary screening

Here’s what this comprehensive provider has to offer businesses:

• Packages that meet all needs.
• To get started, employers need to choose a basic package that makes the most sense for their company and future jobs.

• NCS offers three levels: Essential, Enhanced and Extended. All three warrant a seven-year multi-state search of criminal databases, the National Sex Offender Registry, the US Terror Watch List, Social Security Number tracing, and county criminal records.

• All packages screen for the same basic information, but advanced options offer more detailed reporting options. For example, the essential and enhanced packages would be most appropriate, but we recommend expanding to screen candidates who live in multiple counties.

• Not sure what to choose? We will be happy to help you find the perfect package.

Industry specific additions

• At 83% enforced, criminal history checks are by far the most popular type of scan. However, for some industries and positions, additional screening may be required.

• If you’re hiring a delivery driver, for example, it may make sense to order a motor vehicle report detailing violations and any suspension records. For positions that require professional public interaction, ordering a social media report can be beneficial.

• Given that 50% of all resumes and applications contain incorrect information (NCS), increasing employment and education verification when hiring skilled workers may also be in your company’s best interest.

• We invite you to explore the full list of additional services available through NCS.

• If you’re ready to begin a thorough background check, we’d be happy to assist you in the process and make industry- and position-specific recommendations. Achieved!

Employee Background Screening:

• Employment/income verification must be considered an important part of the lending puzzle to reduce the risk of fake information.

• A thorough understanding of an employee’s background not only provides potential indicators of future performance, but also provides an additional layer of protection for the employer. Current judicial precedent against employers facing negligent hiring lawsuits due to an employee’s action against a third party. A 2001 report by the Institute of Public Personnel Management found that employers lost more than 79 percent of hiring cases due to negligence.

• Additionally, many recent industry studies put the average settlement of a negligent hiring lawsuit at around $1 million.

• Job applications often contain incorrect or distorted data, which can result in the wrong person being hired for the job – or more damaging, a potential security risk.

Industry data strongly supports this potential risk:

• 27% of loans originated in 2016 include employment/income that is enhanced or fabricated in loans where FNMA has a post-closing review. (Source: FNMA June 2017 misstatement data)
• It is estimated that in 2008, professional fraud cost American corporations $994 billion. (Source: Association of Certified Fraud Examiners)
• Thirty percent of small business failures are attributed to employee theft. (Source: US Chamber of Commerce)
• Statistics for applicants who embellish their work history, “…estimates range from 40% to 70%.” (Source: Society for Human Resource Management)
• Some income and asset verification can be done through automated services. The other 70 percent of verifications must be handled manually, adding time, expense and hassle to your operations.
• Through NCS’s “Collaborative Consulting” program, our product experts will work with your team to develop the most efficient and cost-effective product mix for your organization. NCS’s online platform allows your HR department to enter applicant information once and order a customized mix of solutions with one click.

NCS solutions enable you to:

• Check national and state criminal databases.
• Determine creditworthiness and overall level of responsibility.
• Verify employment and education history.
• Verify identity, address and DMV records.
• Check sex offender registries.
• Screen applicants online with automated decision making.

Frequently Asked Background Check Questions

What you will learn:

Steps to take to get your league into compliance, so you can be chartered for next season.

Players and coaches are ready to play.

Below are frequently asked background check questions and answers that district staff and local boards of directors should be aware of.

What types of background checks are required by the new regulations?

A local Little League must conduct a background check that meets the minimum criteria for a nationwide criminal search, a search of the National Sex Offender Registry, and the U.S. Center for Safe Sport’s centralized disciplinary database and Little League International. Review of eligible list. Little league baseball and softball shall require each league to sign an agreement upon charter application that they will comply with Articles I(b) and I(c) 8 and 9. The first 125 checks through JDP are free for Little League International and every chartered Little League. If additional checks are necessary, they will cost the league only $.95 per background check. More information can be found at LittleLeague.org/LocalBGChecks.

Each local league should also be aware of its state laws, which may require individuals to complete other separate and additional background check processes before they are allowed to assume local league volunteer responsibilities. Many states require (by law) additional background procedures to be completed beyond what Little League International requires. Alabama, California, Florida, Massachusetts, Mississippi, Nevada, New Hampshire, Oklahoma, Oregon, and Pennsylvania currently have such background laws. Although mandatory, these rules do not by themselves constitute Little League regulation. More information can be found at LittleLeague.StateLaws.

Please note: Additional background checks may be required to comply with state and/or local laws/laws.

What types of offenses under these regulations will result in the dismissal of a volunteer?

Any background check that reveals a conviction, criminal plea, no contest plea, or admission to a felony against or against a minor should result in immediate dismissal from the league. If a potential volunteer appears on the National Sex Offender Registry, the league must contact the Little League International Security Manager before assigning the volunteer to participate in the league in any capacity. Individuals who are listed on either the US Center for Safe Support’s Centralized Disciplinary Database and/or the Little League International Ineligible List are prohibited from participating as volunteers in any capacity.

Additionally, volunteers who refuse to submit a fully completed Little League Volunteer Application, including their Social Security Number and government-issued photo ID, may be immediately considered for or terminated from any position. Should be done.

• What if offenses involving or against minors are pending before or after being appointed to a position in local leagues?
• We recommend that the individual not be appointed or suspended from his current position pending the outcome of the changes.

What if a potential volunteer is listed on the National Sex Offender Registry?

If a potential volunteer appears on the National Sex Offender Registry, the league must contact the Little League International Security Manager before assigning the volunteer to participate in the league in any capacity. Call 570-326-1921 and ask to speak to a security manager.

Why is Little League changing the minimum background check requirement?

With the introduction of the U.S. Center for Safe Sport’s centralized disciplinary database and the Little League International Ineligible List, it has been determined that our Little League programs will take additional measures to protect minors by preventing individuals who Both are listed. This is in additionto the requirements to complete a nationwide background check and search of the National Sex Offender Registry.

Why JDP?

Little League has partnered with JDP to provide local Little League programs with a criminal background check tool. Through this partnership, each league and district receives 125 free background checks (paid for by Little League International) and any additional checks will cost only $95 per check. The JDP National Criminal File Database contains more than 600 million records, including criminal records and sex offender registry records in all 50 states and the District of Columbia.

In addition, JDP is currently the only background check provider that offers a search of the US Center for Safe Sport’s centralized disciplinary database and USA Baseball’s ineligible list in all of its packages. Finally, JDP has a unique integration with Little League’s favorite official technology provider, SportsC.

Statement of Purpose:

• The United States Swim School Association (USSSA) has and has had safety as a core value.
• is committed to doing its part to promote a safe environment for swimmers and their families.
• Member Swimming Schools.
• Note: Due to inherent limitations and information from background checks, a thorough check
• Does not guarantee that no misconduct has occurred.

This policy applies to:

• These policies and procedures apply to all USSSA homeowner members. The owner is appreciated.
• As any person who has any percentage of ownership in the business of any member swim school.
• Contact the children, their families or staff at the swimming school. is the responsibility of
• Owner to complete background check application requested with each swim payment
• School owner every two years. If all owners do not complete a background check membership.
• can be denied. If it is found that all owners have not completed as described above.
• Background Check This may be a violation of the USSSA Code of Conduct and will be subject to
• on the procedure described in the Code of Conduct. It is also strongly recommended that a
• Member swim school background checks on all your employees over the age of 18 every two years.
• A SportsEngine Company Gold Standard 7 year search using NCSI or an accredited equivalent
• The company is able to offer a similar search.

Statement of Procedure:

• Authorized Background Check Organization
• The National Center for Safety Initiatives (NCSI) will play as part of the engine.
• Conduct all background checks for USSSA owner members. NCSI is one.
• A full service screening organization that operates as per
• Recommended guidelines © established by the National Council of Youth Sports.
• (“NCYS”).
• In addition to conducting background checks, NCSI is responsible for evaluations.
• Communicating background check results with individuals
• Background check results, and reporting to the USSSA (hereinafter “Responsible”).
• sports organization”) results of all background checks. NCSI shall also be responsible.
• To comply with the Fair Credit Reporting Act (“FCRA”), background storage
• Checking records, and maintaining the confidentiality of information obtained
• Background check process.

II Procedure for Individual Self-Registration

• NCSI will provide USSSA with a link to the NCSI website through SportsEngine, therefore
• that responsible sports organizations can effectively guide individuals towards
• Website to complete registration for background checks on individuals. As
• Part of their online registration on NCSI’s secure website, is mandatory for every individual.
• Complete the background check consent and authorization form.
• From the time an individual self-registers for a background check.
• At the end of their affiliation with the USSSA, they have a positive obligation.
• Disclose their criminal history to the USSSA. Failure to disclose or intentional
• Misrepresentation of an arrest, application or conviction is grounds for disciplinary action,
• Regardless of when the offense is discovered or committed. An individual also has.
• Pending Consequences, Confirmed Infringement, or an Affirmative Duty to Disclose
• Suspension due to any matter related to SafeSport with the US Center
• Safe Sport. In such event, the individual must notify USSSA in writing.
• within 24 hours.

C. As part of a membership renewal or new application for membership, all owners

• Registration for the swimming school applying for membership must be completed.
• Background checks on individuals. If not registered for background check.
• Completed within 30 days of renewal or application, swim school may be
• Denied membership in USSSA.

III COMPONENTS OF A BACKGROUND CHECK SEARCH

A. Complete background check. All thorough background check screens will include at least

• Search for the following components:
• Verification of Social Security Number;
• Name and address history records;
• A search of two independent multi-jurisdictional criminal databases covering 50
• States other than DC, Guam, and Puerto Rico;
• 1 NCSI does not participate in or make decisions regarding an individual’s eligibility to participate. anyone
• And all decisions regarding participation will be made at the sole discretion of the USSSA.
• Federal district courts locate the district(s) where the individual currently resides.
• Has lived or lived during the last seven years, going back the length of time
• Records are available and reportable based on name and address.
• Provides individual and address history records created;

5. County criminal records for the county (or counties) where the individual

• Currently alive or have been alive during the last seven years, going back to the length of
• Time records
• Available and reportable for each county searched by name
• address records provided by individuals and created by address history;
• 6. Search the two sex offender registry databases of all available states, in addition to DC,
• Guam, and Puerto Rico;
• 7. Multiple national watch lists;

B. Supplemental backgroundQuick and affordable background searches.

• We are excited to announce that through our partnership with National Crime Search (NCS) we can offer quick and affordable background searches. Through our website, we can now provide you with complete employment screening solutions. Our partnership gives you secure and affordable access to a web-based national criminal and sex offender directory that includes more than 507 million criminal records from all 50 states plus the District of Columbia, Guam and Puerto Rico.

Q: Who should do the background check?

   A: Anyone who has an account as an admin, head coach or assistant coach.

Q: I just had a background check with another organization. Can I use that check?

   A: You may have a “pass” result. However, it is against the law to share sensitive background check details with another organization.

Q: Why would an organization not accept a “pass” result from another organization?

   A: The law requires that we review all of the applicant’s criteria before making a decision. It is not acceptable to simply take the work of any other organization.

Q: Why are organizations implementing a background check policy?

   A: Senate Bill 534 / SAFE SPORTS Act requires all organizations to conduct background checks on all adults over the age of 19 for all youth events.

Q: Why is NCS implementing background checks now?

   A: We are meeting the mandatory requirement of liability insurance and facility requirements for SAM (Sexual Abuse and Molestation) policies. NCS must perform a background check to satisfy our SAM requirement for insurance purposes.

Q: Can a person who has submitted a background check wait for their NCS account to be processed?

   A: No, we have a plan in place to allow account holders to continue in their accounts while their background checks are being conducted.

Q: How often do I have to do a background check?

   A: Once in every seasonal year (August 1 to July 31).

For most businesses, conducting a background check is a standard employment procedure. In fact, 92 percent of HR personnel surveyed in 2021 ordered a background check before terminating an employment contract. FS Blog (1).png

Why? Failure to investigate a candidate’s background can be detrimental to company culture. Hiring costs a lot of time and money, so employers want to choose reliable, trustworthy people the first time.

While scanning for criminal histories (considered the biggest liability red flag), this routine check has the power to do a lot more. When you choose Future Systems, you can take full advantage of our partnership with National Crime Search (NCS).