Sponsored content by Alan Lasky, PsyD. – Reliable Background Screening

It’s no secret that the reputation of your franchise can be significantly impacted by the actions of its franchisees and employees. From headline-grabbing incidents to internal misconduct, the fallout can cause lasting damage to both the individual location and the broader brand. So, the question arises: “Why didn’t we protect our brand proactively?”

While it might seem tempting to skip background checks due to initial costs and the complexity of compliance with state, federal, and local requirements, the consequences of not screening could be far more costly. Recent statistics underscore the importance of proactive vetting:

• In 2022, workplace assaults led to 525 deaths, and 458 in 2023 (National Safety Council Injury Facts®). Additionally, there were 57,610 nonfatal workplace injuries caused by intentional harm.
• Employee theft costs businesses $50 billion annually (CNBC), including direct theft and more subtle forms like time theft.
• The EEOC receives about 7,500 workplace sexual harassment charges every year, with physical assault included in this data.

Given these figures, it’s clear that conducting thorough background checks on your franchisees and employees is an essential step in safeguarding your brand’s reputation.

Here are five key tips to ensure your brand stays protected:

• Implement Comprehensive Background Checks
  A thorough background check goes beyond a simple criminal record search. There is no single, all-encompassing database, so it’s crucial to choose a screening package that covers criminal history, financial records, and other risk factors specific to your business needs.
• Partner with a Trusted, Franchise-Focused Screening Firm
  Not all background screening firms are created equal. To truly protect your brand, it’s vital to partner with a company that understands the specific needs of franchises. Choose a screening provider with a strong track record of compliance, accuracy, and experience working with franchises. Research their reputation by checking for any litigation history on search engines, asking for customer reviews, reviewing employee Glassdoor.com reviews, and research if they have any strikes on the consumer financial protection bureau’s complaint database by typing in their company name in quotes.
• Work with Legal Advisors to Establish a Standardized Process
  Your background screening firm will guide you in setting up the right searches and compliance measures, but it’s essential that your legal team has the final say. They can help ensure the process adheres to legal standards while aligning with your specific organizational needs. Always consult with legal professionals to establish a standardized screening protocol for franchisees and employees.
• Prioritize Ease of Use and Candidate-Focused Solutions
  A user-friendly background check process not only improves the experience for candidates but also ensures compliance. Choose a screening partner that offers mobile-friendly applications where candidates can easily input their information, while automatically generating necessary state and federal disclosures. The more streamlined and candidate-driven the process is, the more effective it will be and the more time you have back for your team.
• Stay Compliant and Informed
  Compliance isn’t a one-time task—it’s an ongoing responsibility. Work with a background screening firm that keeps you informed with regular updates on changes in consumer reporting laws and provides educational resources to help you stay ahead of the curve. This proactive approach will help you avoid costly legal issues and class-action lawsuits.

By implementing a robust and compliant background screening program, you will reduce the risk of reputational damage and foster a safer environment for both employees and customers.

For more information on how to implement an effective screening program, visit www.ReliableBackground.com. With over 35 years of experience, we help hundreds of brands maintain the integrity of their workforce and reputation.

This content is sponsored and does not reflect the views of the International Franchise Association. We do not endorse or verify the content, claims or representations made. Readers should conduct their own research before acting on any information provided. For inquiries, contact the sponsor directly.