Hiring Practice

A comprehensive hiring process will ensure that your organization benefits from both increased productivity and lower claims costs. In this section you will find various elements that make up a strong employee selection process.

Below is a list of items that should considered/completed upon hiring a new employee. Consult your employment law attorney to ensure that all legal implications have been considered.

Applications, Interviews, Reference Checks, and Criminal Background Checks
	It is advisable to conduct both a local and State Criminal Background Check on all job applicants. A Federal Criminal Background Check is necessary when the job applicant has not been a resident of your state for more than a certain time period (e.g., 5 years).
Post-Offer (“Pre-Employment”) Drug Screening
	A formal, written drug testing program with provisions for post-offer drug screening will ensure lower rates of absenteeism and lower claims costs. In many job applicants that test positive for drugs should ideally not be hired. Please visit Synergy’s Drug Testing section for resources on this and other drug testing programs.
Post-Offer Physicals/Medical Questionnaires
	Ensuring that employees are “fit for duty” will reduce your organization’s claims costs. Developing an appropriate protocol should be a joint effort among your organization, your medical provider(s), as well as Synergy. Please refer to the Resources Page in this section (provide link) for additional information on physicals and medical questionnaires.
Health Insurance
	Offering health insurance will show you care for your employees and will assist in controlling losses, by minimizing the cost shift towards workers’ compensation claims.
Driving Records
	Motor Vehicle Records (MVRs) must be obtained for all applicants, who will be expected to drive as part of their job duties. MVRs should also be obtained at least on an annual basis for all existing employees.
The following documents will assist your organization in developing objective, systematic criteria for evaluating MVRs:
	MVR Criteria – Qualitative MVR Criteria – Quantitative