Prevent Losses | Leader in Background Technology

Churches, Civic Groups and other non-profit organizations

Protecting the participants, children, members and guest of your organization should be high priority. Any group with children and teenagers that participate in or are under the care of their organization should adapt policy for background checks.

The staff of Preventlosses is personally involved in churches and other organizations that supervise the care of those under the age of 18. We fully understand the importance of the background check. Preventlosses is not giving legal advice related to this subject; but with recent local, state and national attention being placed upon people being violated, it is vital to protect the integrity of your organization.

Who should be required to have a background check?

All Paid Staff: This includes but not limited to Key leadership, office staff, maintenance, hospitality/food service and anyone employed.

Volunteer Staff: anyone working with infants through high school age students.

Chaperones: Those who volunteer to assist on field trips, outings and especially overnight events.

What type background checks are recommended?

Start with National Criminal and Sex offender searches.

Pastors, Key Leadership and Financial Staff need additional searches.

Credit History, Address profile, public records such as bankruptcies, liens, collections and other public information should be conducted.

Integrity: Knowing the personal history of a staff member’s financial creditability affirms their ability to lead the organization. Your organization is under the watchful eye of the membership and general public. Knowing the organization has done all it can do to protect the credibility is basic of responsibility.

What about background checks those already serving in the position?

A key word and potential legality is “be consistent”. Showing favoritism or assuming someone doesn’t have something on their record is a huge mistake. Finding out after the fact can be devastating.

We have heard stories when a background check policy is implemented that someone says, “I’ve been working here 10 years and I shouldn’t have to my background checked”.

Having a policy already approved by your administration is important. You may not please or satisfy everyone, but the complications and potential legal issues out weight someone’s personal preferences.

What happens if someone has a record? What guidance is available to govern what is and is not acceptable?

Preventlosses is not in position to give or offer legal advice. You should consult with legal counsel or make the decisions of what is and is not accepted prior to beginning the process.

We do offer recommendations about what other organizations are doing concerning who is disqualified or shouldn’t be placed in positions working with children or on staff. (Sample ineligibility PDF)

The following are general rules of thumb for possible disqualification:

Sex Offenders
Convicted Felons
Drug sales, trafficking and abusers.
Domestic Violence
Crimes involving assault.
Child abuse or negligent
Burglary, theft and fraud.
Psychological or mental disorders.
Alcohol related charges.
Weapon related charges.

We recommend legal counsel when determining who is eligible for your team. Absolutely the most important factor is that you do due diligence in the checking and be consistence in the process.