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There's a reason why so many large organizations trust KRESS with their milti-tiered national screening programs. We offer a customized, solutions-based methodology and implementation to fit your specific needs. Our consultative approach offers customized packages and delivery methods to simplify your hiring process, maintain continuity in your organization and maximize the transfer of liability in your screening process.

Whether you have one location or hundreds across the nation, KRESS is the answer.

New Services for 2009

CDLIS (Commercial Drivers License Information System Search)

CDLIS allows employers and their agents to comply with FMCSA requirements ( § 391.21-391.27), by searching within the "Commercial Driver's License Information System" for any prior licenses, current CDL and up to three prior licenses held by said individual. Mandated by the Commercial Motor Vehicle Safety Act (CMVSA) of 1986, CDLIS supports the issuance of commercial driver licenses (CDLs) by the jurisdictions, and assists jurisdictions in meeting the goals of the basic tenet "that each driver, nationwide, have only one driver license and one record" through the cooperative exchange of commercial driver information between jurisdictions.

DOT Employment Verification

This expanded employment verification provides a comprehensive DOT employment verification check on your potential drivers. This incorporates all of DOT required questions for each employer including accident history and drug and alcohol information. The new employment verification is accepted by DOT to satisfy Section 391.23 of the Federal Motor Carrier Safety Regulations and complies with 49 CFR Part 40.25.

National Practitioner Data Bank-Healthcare Integrity and Protection Data Bank (NPDB-HIPDB)

The National Practitioner Data Bank was established under Title IV of Public Law 99-660, the Health Care Quality Improvement Act of 1986. NPDB is an information clearinghouse to collect and release information related to the professional competence and conduct of physicians, dentists, and other healthcare practitioners. The Healthcare Integrity and Protection Data Bank was established under section 1128E of the Social Security Act as added by Section 221(A) of the Health Insurance Portability and Accountability Act of 1996. HIPDB was implemented to combat fraud and abuse in health insurance and health care delivery and to promote quality care. HIPDB alerts users that a more comprehensive review of past actions by a practitioner, provider or supplier may be prudent.

Drug Testing

KRESS only provides urine drug tests. Urine drug testing is the most common type of employee drug screening, primarily because urine drug screens are reliable, inexpensive, non-intrusive and convenient. Your employees and job applicants may visit any of the thousands of collection sites nationwide. Test results are typically available within 24 to 72 hours and are confidentially communicated to persons you authorize, by the means you specify.

County Criminal

We utilize a nationwide network of researchers to locate public record information from more than 3,000 jurisdictions across the U.S. We search for felony and misdemeanor (where available) information to identify arrest or conviction data at the county courthouse. We review this data to verify full name, date of birth, Social Security number and driver's license number (when provided) in order to ensure that the applicant has been correctly identified, especially when he or she has a very common name.
Occasional price exceptions for county-level criminal searches exist because roughly 3 percent of the counties in the U.S. demand payment for access to their criminal records. We do not mark up these government imposed file review fees.

Statewide Criminal

We search a statewide criminal database for felony and misdemeanor (where available) information to identify arrest or conviction data. This search is not available in all states and price and turnaround vary widely by state. Please contact us for further details about available information in your state.

Federal Criminal

We search the federal district criminal court for the types of convictions that are found at this level, such as interstate drug trafficking, arms violations, immigration violations and bank fraud. This is frequently excluded from a standard background check. Though the number of convictions located is low, the severity of the criminal activity makes this search a necessity for a diligent pre-employment criminal investigation.

Sex Offender Search

Employment History Verification

Our employment verification department verifies dates of employment, position and salary (where available) and eligibility for rehire (where available) by going directly to the previous employers.
We are the only screening company that will verify all prior employers in the past seven years for one flat rate, no matter how many prior employers we have to contact. Whenever possible, we include the name of the individual who disclosed the information and even the telephone number that was used to reach them.
NOTE: Employers are beginning to demand payment for access to their records. With your permission, we will pass these charges on to you at cost.

Education Verification

Education history is the most commonly falsified information on the résumé. More than 39 percent of all educational achievements and credentials represented to the employer are inaccurate. These discrepancies range from minor exaggeration to outright falsification. Our education verification department will find them all. Our education department verifies the highest degree, credential or license and the dates associated with them. Often, we are also able to obtain the GPA, dates of attendance and the corresponding major. Our team of trained professionals keeps track of all the discrepancies for each client.

County Civil

We search for a variety of lawsuits, including workers' compensation, personal injury, automobile injury, wrongful discharge, discrimination and sexual harassment. An example of a civil suit that we would report is theft committed against a previous employer. Often, it is not prosecuted in criminal court but rather litigated in a civil court because the employer seeks to recover monetary damages.

Federal Civil

Motor Vehicle Report (Driving History)

We retrieve standard motor vehicle records going back at least three years to identify prior violations, accidents, criminal charges, suspensions, convictions, and license revocations. We also check for any restrictions on use and the status of the current license.
NOTE: In some states, convictions for driving under the influence will not be found on the criminal court record. But they will be revealed on the motor vehicle report.
NOTE: In addition to the obvious reasons for using this service, this is a highly recommended search for any position associated with "fiduciary responsibilities," such as care, custody or control of company assets, equipment or supplies. This also includes "liable obligations" such as the safety and welfare of the public and fellow employees as a result of interaction during the course of performing a specific job. Even if the "fiduciary responsibilities" or "liable obligations" are not primary job functions, the liability is considerable and employers may wish to limit access to those positions to only employees with safe driving records.

Credit History Examination

We provide a credit report that will indicate the degree of personal financial indebtedness and payment history of the applicant. The Fair Credit Reporting Act requires that the applicant give their signed permission on a clear and conspicuous release form before their credit report is retrieved. In this instance, we require the KRESS Employment Screening release form to be used (the credit bureaus that entrust KRESS with credit reports will not accept release statements that may be nested in your job application).

Social Security Trace

This trace acts as an identifier and reveals any alias names, as well as past and present addresses associated with the Social Security number. When used as a component of a larger screening package, this service proves to be highly effective in significantly increasing "hits" or criminal record discovery ratios by revealing information that may have been intentionally undisclosed by the applicant.
NOTE: There exists a widely-held and mistaken belief that the Social Security trace actually verifies that your applicant is using their legitimate Social Security number. This is not true. Matching the Social Security number the applicant has presented with credit bureau records (sometimes referred to as "credit headers") does little more than reveal the additional identifying information, as discussed above. Only when used in conjunction with additional searches and verifications does the Social Security trace have impact.
If your objective is to know with certainty that the Social Security number, alien card or other I-9 documents that your new hire has presented, are real, legitimate and verify the person you hired is eligible to work in the U.S., then you will want to request the SSA/INS verification.

Professional License and Certification Verification

Social Security Number Verification

We now offer three ways to verify an individual's Social Security Number. In the pre-employment phase, we offer CBSV (Consent Based Social Security Number Verification). For post-employment cases, we offer E-Verify, a program managed by the Department of Homeland Security and the Social Security Administration. We also continue to offer our standard verification method of SS Trace. Learn more now.

OIG/GSA Sanctions/Exclusions Search

This is a search of the Fraud and Abuse Control Information System (FACIS) that includes disciplinary actions, histories of individuals and entities, adverse actions, sanctions and exclusions taken from federal health care programs and federal agencies, as well as those taken by more than 700 licensing and certification agencies in all 50 states.

Reference Check

Our well-trained interviewers will contact colleagues and co-workers listed on the applicant's résumé or job application to obtain an assessment of the applicant's capabilities and work record. We can customize our service to use the same questions you would ask a reference or you can use our standard set of questions for this check.

Workers' Compensation History

According to the Texas Labor Codes (Texas sections 402.084 and 402.091) and many other states' labor codes, it is a class A misdemeanor for unauthorized persons to receive workers' compensation information. Third parties like us are exempt.
NOTE: If you are screening for workers' compensation, personal injury, automobile injury, wrongful discharge, discrimination, sexual harassment or other possible lawsuits with a previous employer, you should order a county civil search. But, in many cases, employers can retrieve workers' compensation information from the state legally and legitimately if they don't go through a third party. Please contact us if you would like to know more or if we can be of assistance in any way.

Pre-employment Screening