Resources

What makes CSI different?

CSI’s investigative techniques produce the most meaningful and accurate results in the industry, never relying on quicker, less expensive and potentially less accurate database searches alone. In a field dominated by database generated information, CSI continues to emphasize the importance of interviewing and investigative skills while incorporating the best informational resources, adopting rigorous validation and quality assurance processes, and stringently monitoring compliance with all federal, state, international and industry laws. It is this human element that characterizes our distinguished performance as well as our client relationships. CSI's competitive advantages include flexibility, client service and a strong orientation toward investigative technique. CSI is small enough to maintain the highest rating for responsive and personalized customer service, while large enough to meet the demands of our clients. CSI continues to emphasize education in effective interviewing and hiring techniques, risk assessment and background screening solutions, helping companies create programs that reduce physical and financial risk.

What is a criminal hit ratio report?

A criminal hit ratio report calculates an employer’s percentage of criminal records surfaced. These reports provide valuable information to validate recruiting processes, sourcing and interview skills. CSI offers management reports, such as a criminal hit ratio report, to measure key performance indicators of a screening program.

What is a turnaround time report?

Through our internal software system, CSI tracks the number of hours from file receipt to file completion. A turnaround time report calculates the number of business hours (excluding weekends and holidays) of each report as well as account averages. CSI offers management reports, such as a turnaround time report, to measure key performance indicators of a screening program.

How do I interpret background check results?

CSI’s background investigation report format is uniquely designed to be concise yet informative. It is highlighted by an “at-a-glance” Executive Summary which outlines each of the categories investigated and identifies the status in terms such as “clear,” “variant,” or “adverse.” The details are then presented in clearly delineated sections, comparing subject-supplied information to source-reported information and combining results of specific category-related questions with investigator comments. The Executive Summary allows clients to quickly and efficiently adjudicate background check results.

How long does a background check take?

CSI’s commitment is to provide the most thorough, current, and accurate information in the fastest turnaround time possible, with confidentiality and strict adherence to regulations always a priority. Certain search components are available immediately, where others require more processing time, such as court criminal record searches. Complete background checks are generally completed within three (3) business days.

How will I be notified when a background check is complete?

Web Delivery: CSI will automatically send an email to the designated representative when background check information has been posted to our secure website for review. Username and password are required to access the web report.

How do I know consumer information is safe?

In addition to complying with federal data protection and privacy laws and federal regulations including the Fair Credit Reporting Act (FCRA), CSI complies with state regulations governing data protection including the Massachusetts Data Security Law, 201 CMR 17.00, which sets the most stringent standard for the protection of personal information in the United States. CSI’s privacy policy is accessible. See Privacy Policy.

What are CSI’s retention and disposal policies for sensitive records?

CSI has developed a Document Retention Policy whereby Sensitive Records are securely retained for a period necessary to comply with federal law and state statutes, to respond to audit requests by clients and other authorized entities, and to fulfill Fair Credit Reporting Act (FCRA) disclosure requests by individual consumers. Electronic copies are archived in an encrypted database. Upon expiration of the time period set forth in the Document Retention Policy, sensitive records are disposed of in accordance with regulations defined by the Federal Trade Commission(FTC) regarding the disposal of consumer report information and records including Fair and Accurate Credit Transaction Act (FACTA) Destruction Guidelines and state laws.

What if there is an inaccuracy in the report?

In accordance with federal regulations, CSI will promptly initiate a re-investigation at no cost to the client or consumer. Results of reinvestigations will be directed to the authorized representative as well as the consumer. In accordance with the Federal Fair Credit Reporting Act (FCRA), all consumer accuracy disputes should be directed to CSI’s Compliance Department.

Creative Services, Inc.
Compliance Department
64 Pratt Street
Mansfield, Massachusetts 02048
(800) 536-0093

What do I do if there is adverse information contained within the report?

The Federal Fair Credit Reporting Act (FCRA) requires pre-adverse notice prior to adverse action. Please visit the Federal Trade Commission’s website for more information on obligations under the FCRA.

What if I am regulated by a state and/or federal agency and need to comply with these regulations?

There are specific requirements for employee screening in select industries regulated by such federal government agencies as the Department of Defense (DOD), the Department of Transportation (DOT), the Drug Enforcement Administration (DEA), the Federal Aviation Administration (FAA), the Nuclear Regulatory Commission (NRC), and the Securities Exchange Commission (SEC), encompassing positions in transportation, healthcare, education, financial services and the nuclear industry among many others. Screening typically includes a combination of specified background screening components alone or in conjunction with specialized background screening components, which may require explicit access authorization. CSI specializes in and is nationally and internationally recognized for its excellence in servicing industries regulated by strict federal and state guidelines. Please contact CSI at clientsuccess@creativeservices.com or toll free at (800) 227-0002 and ask to speak with the Client Services Department for assistance in developing a regulatory compliant screening program.

I’ve read through all the FAQ’s and I still have questions. What should I do?

Please contact CSI at clientsuccess@creativeservices.com or toll free at (800) 227-0002 and ask to speak with the Client Success Department.

Federal agencies responsible for employment-related laws

Department of Homeland Security (DHS)
http://www.dhs.gov/dhspublic/

Department of Labor (DOL)
http://www.dol.gov

Department of Transportation (DOT)
http://www.dot.gov

Department of Health and Human Services (HHS)
http://www.hhs.gov

Drug Enforcement Administration (DEA)
http://www.usdoj.gov/dea/

Equal Employment Opportunity Commission (EEOC)
http://www.eeoc.gov

Federal Energy Regulatory Commission (FERC)
http://www.ferc.gov

Federal Trade Commission (FTC)
http://www.ftc.gov

Nuclear Regulatory Commission (NRC)
http://www.nrc.gov/

Office for Civil Rights (OCR)
http://www.hhs.gov/ocr

Social Security Administration (SSA)
http://www.ssa.gov

Organizations and law firms specializing in the employment process

ASIS International
With over 32,000 current members, ASIS is the largest international organization for professionals responsible for security including Directors of Security, as well as corporate executives and other management personnel.
http://www.asisonline.org

Jackson Lewis LLP
Jackson Lewis is one of the largest law firms in the country exclusively dedicated to representing management on workplace issues, with 20 offices nationwide. Its major practice and counseling areas are: employment litigation, including defense of actions alleging sexual harassment, age and race discrimination, and wrongful discharge; managing employees with disabilities; labor relations, including union avoidance counseling; employee benefits; immigration; affirmative action; wage and hour law compliance; occupational safety and health; drug and alcohol testing; and non-compete agreements. Jackson Lewis places a high premium on preventive strategies and its services include management training and education, seminars and newsletters.
http://www.jacksonlewis.com

National Association of Professional Background Services (NAPBS®)
The NAPBS®, a non-profit trade association founded in 2003, promotes and maintains the highest standards of excellence and ethics in the background screening industry, ensures compliance with applicable laws and fosters awareness of issues related to consumer protection within the industry.
http://www.napbs.com/

Northeast Human Resources Association (NEHRA)
The mission of NEHRA is to lead, advance and influence the management of human resources. NEHRA has a membership of over 4,000 HR professionals representing large and small companies in all industries within the New England region.
http://www.nehra.com

Seyfarth Shaw LLP
Seyfarth Shaw's full-service law practice spans the United States and, through its affiliations and European office, provides its clients with a global presence. They handle issues for clients in diverse industries in all key areas: corporate law, government contracts, litigation, intellectual property, employee benefits, and labor & employment, among others.
http://www.seyfarth.com/

Society for Human Resource Management (SHRM)
With over 205,000 members, SHRM is the world’s largest association devoted to human resource management. Its mission is to advance the human resource profession and provide essential and comprehensive resources to its members.
http://www.shrm.org

You may also contact individual state legislatures for additional information on laws pertaining to employment practices in your state.

Remedying the Effects of Identity Theft
Fighting Back Against Identity Theft
FTC’s Identify Theft Site
Know Your Rights