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Address: 5799 South Main Street,
#1723
Clarkston, MI. 48347
In many cases, executive protection comes in the form of a security advisor – a bodyguard of sorts – who works one on one with a high level executive. In other cases, executive protection is provided by a team of individuals who work together to identify which executives need security and what possible threats may be.
Providing Security Officers, Patrol Services, Security Cameras, Consulting, and Bodyguard Services in Clarkston, Detroit and Troy Michigan.
Doing business sometimes comes along with a high degree of risk. There are patents that might be stolen. There are top secret plans that competitors are interested in obtaining. There’s the money that comes from a high level of success.
Because of the risks and dangers associated with professionals who have reached a pinnacle of performance, many companies have begun to look into executive protection.
In many cases, executive protection in Michigan comes in the form of a security advisor – a bodyguard of sorts – who works one on one with a high level executive. In other cases, executive protection in Michigan is provided by a team of individuals who work together to identify which executives need security and what possible threats may be.
If you are looking into executive protection for within your business, following these steps can help you to make the right decisions.
1. Identify what your executive protection in Michigan needs are. Which individuals in your organization are at risk? What are the risks to your organization – is there a potential for kidnapping, do high ranking officers of the company go to dangerous places or interact extensively with the media? By taking the time to identify what your executive protection needs are, you can better choose the right professionals to perform those services.
2. Recognize that executive protection is not about muscled bodyguards as much as it is about having a plan in place for dealing with threats should they arise. Someone who offers executive protection is likely to have a keen eye for detail and to notice any indication that something could go awry.
3. Ensure that the staff of the company who will benefit from executive protection recognize that the service is meant to keep them safe; if your staff do not know and understand the risk, they will not work well with the members of the executive protection team.
4. Set limits so that the staff members to whom executive protection are assigned do not feel as though their personal space is being invaded; choose a protection system that will still allow them to feel as though they can leave work at the office.
5. Take the time to research your options and interview more than one person when you plan to hire executive protection in Michigan. It’s important to know that you’re hiring the right people for the job.
One thing that you can do to ensure that you’re choosing the right executive protection is to hire individuals who have experience assessing risk, performing security checks and finding background information – individuals who are also private investigators are often a great addition to your executive protection team.
When a private investigator offers executive protection for your company, you can feel confident that risks from individuals are reduced because background checks can be performed. You’ll be able, if you desire, to implement security systems within the office or business location. You will also, of course, be able to work with someone who has experience evaluating situations – making it easy to know that your executive protection will indeed keep your staff safe.
Regardless of the size of your business, pre-employment screening is a necessary hiring practice to avoid lawsuits and costly hiring mistakes. Gone are the days of a simple reference check and a few phone calls to screen new employees. Amid security concerns, corporate scandals, and workplace violence, pre-employment screening has been gaining ground.
Pre-employment screening is the process of using psychometric testing, background checks, and drug testing to determine the background and identity of hiring a new employee. Background checking is a popular method of pre-employment screening. Over 96% of HR professionals report that their companies do background checks of new hires, up from 66% in 1996 according to The Society for Human Resource Management Workplace Violence Survey.
Employee Background Check Precautions
Before you delve right into a thorough background check of your new recruit, consider the potential legal landmines that can impact your small business.
Investigating the background of a potential hire can help minimize the risk of negligent-hiring lawsuits. You and your company can be held liable for the actions of a new employee especially if you did not perform a background check. Prior to beginning a background check, it’s important your small business complies with the Fair Credit Reporting Act and the American With Disabilities Act.
The Fair Credit Reporting Act (FCRA)
Under the FCRA, your small business is required to have employees sign a disclosure form granting authorization to perform a background check. The FCRA is not just restricted to credit reports but includes all “consumer reports.” Laws will vary from state to state in how and what information can be used during the pre-employment screening process.
For instance, your state laws may prohibit using certain aspects of a criminal record during a background check. Your state may have different laws, such as California’s Investigative Consumer Reporting Agencies Act. Consult with local regulators and legal counsel before going too deep into the criminal past of a new hire.
The American With Disabilities Act (ADA)
The Equal Employment Opportunity Commission (EEOC) defines a disability as a person who:
•has a physical or mental impairment that substantially limits one or more major life activities
•has a record of such an impairment
•or is regarded as having such an impairment
Under ADA, employers are restricted in using medical or disability data in the hiring process. Simply put, you cannot ask during the interview or background check about a person’s disabilities. The ADA covers businesses with 15 or more employees, including state and local governments.
What is included in a background check can vary. Background checks can access a full range of data including:
•credit records
•academic records
•social security number
•personal references
•driving records
•criminal records
•workers’ compensation
Outsourcing Your Pre-Employment Screening
One solution for small businesses undertaking pre-employment screening is to employ the services of a background checking company. Hiring an outsider can help in finding accurate, complete information on job candidates. Your outsourcing partner should be able to steer you through the legal requirements as well as federal and State regulations of background screening. Another added bonus is under FCRA, your small business can have limited legal immunity by using a third-party background pre-employment screening company.
Whether your small business decides to outsource or conduct pre-employment screening practices on your own, take the necessary time to educate yourself on the process. Many small business agencies such as SCORE or the Small Business Administration (SBA) can provide counsel. Visit your government’s websites on FCRA and ADA. Background screening should now be a standard practice of operating a successful small business.
