FAQs

A: Vertex’s pre-pmployment solution are designed to help all sizes of employers that want to conduct pre-employment drug testing quickly, easily and inexpensively before hiring a new employee. Vertex simply takes care of all the details. Vertex acts as a “Third Party Administrator,” setting up everything a firm needs for pre-employment drug testing. Vertex provides the forms, a list of collection sites (from over 10,000 available sites), has the sample a analyzed by nationally recognized laboratory, and reports the results to the employer in the most convenient manner. And, in the event of a positive or abnormal test, Vertex arranges at no extra cost for a Medical Review Officer (MRO)to review the results before a final outcome is given.

A: Vertex can provide help to the small to medium and large employer who is too big or busy to make their own arrangements or too small to qualify for volume discounts given by major laboratory chains. An employer that operates in just one location can set-up an account with a local laboratory or medical clinic, that can usually be located in the Yellow Pages under “Drug Detection.” However, if an employer has multiple locations, or has applicants from a wide variety of areas, it is burdensome and expensive set-up pre-employment drug testing all over. Before Vertex, an employer had to set up multiple relationships with different collection sites and laboratories, which was expensive and time consuming. However, with just one phone call to Vertex, everything is handled. Within 24 hours, an employer can have the forms necessary, a list of convenient collection sites, the assistance of a nationally recognized laboratory, a medical review officer (MRO) when necessary and a firm to administer the program. With Vertex, an employer can begin pre-employment drug testing without hassle or delay, or increasing their own overhead. Everything is coordinated by Vertex, including just one monthly bill for all tests, no matter how many locations were involved.

A: No. Vertex is designed to help the small to medium employers. There is no set-up fee. And there are no volume requirements or minimum use. Use us just as much as is necessary.

A: The large national laboratories are set-up to work with large employers who conduct large numbers of pre-employment screening. Unless an employer does volume testing and has a person in-house who administers the program, it can be difficult to work with the national companies. There are some regional companies. However, they will normally require that an employer identify specific locations ahead of time, so that those specific collection sites can be stocked with their own collection supplies. That does not help an employer who needs flexibility in where the tests are conducted, or may need to add a new location without notice. Finally, the disadvantage of using local collections sites is the logistics of setting up relationships with a number of local providers, as well as a potential lack of uniformity in the drug testing program.

A: Yes, that is widely considered a best practice. However, in the event an employer has any questions, they should contact their own attorney in their own state. Vertex does not offer or provide any legal services, and any information is based upon generally accepted industry practices.

A: That is also widely considered a best practice. Information on these subjects are also provided as part of a client’s sign up package, Again, in the event an employer has any questions, they should contact their own attorney in their own state. Vertex does not offer or provide any legal services, and any information is based upon generally accepted industry practices.

A: Vertex has over 10,000 collection sites available. Just call Vertex, and we can arrange a collection site without delay. With Vertex, an employer does not have to tell us ahead of time precisely what collection sites they need.

A: Vertex provides employers with the standard recommend five panel test (additional testing available), consisting of Marijuana (THC), Cocaine, PCP, Opiates (such ascodeine and morphine) and Amphetamines (including methamphetamine). Although each drug and each person is different, most drugs will stay in the system for 2-4 days. For chronic users of certain drugs, such a marijuana or PCP, results can be detected for up to 14 days, and sometimes much longer. Sedatives, such as Valium, may stay in the system for up to 30 days.

A: Negligent hiring is defined as an employer’s failure to exercise reasonable caution when hiring an employee. Today, courts are increasingly holding employers financially and legally responsible for illegal or violent actions by employees who were not subjected to reasonable pre-employment screening. Basically, the courts are declaring that the employer is legally responsible for what they know and what they should have known about their employees. If an employee causes harm to another employee or customer, and the employer knows or should have known that the individual was a risk–the courts have found the companies liable–and can require the company to pay thousands, hundreds of thousands, or even millions to the plaintiff. Employers in negligent hiring cases lose over 70% of lawsuits.

A: Employers can protect themselves from negligent hiring liability by thoroughly checking references and verifying all pertinent information about each job applicant before making a job offer. A criminal records search should be conducted for each place of residence a candidate has lived at for at least the last seven years. Employers should perform a minimum of three business or professional references, with whom the applicant has actually worked with on a daily basis within the last seven years. In addition, employers should also confirm all degrees and licenses claimed by the applicant.

By taking these simple steps, every employer should be able to clearly demonstrate that reasonable care was used in the hiring process. Avoiding negligent hiring liability requires advance planning and the employer’s ability to show that they did not neglect their responsibility to properly screen employees.

A: A thorough, comprehensive background check performed by Vertex usually costs less than a new employee’s first day of work. This upfront cost is far less than the cost of hiring a bad employee. The U.S. Department of Labor figures that the average cost of a bad hire is 30 percent of the new employee’s first year earnings. Companies who do not utilize an effective employment-screening program to help make informed hiring decisions are more likely to hire “bad” employees, which can ultimately cost the company thousands of dollars.

A: A criminal background check on an applicant or employee ensures your company is demonstrating due diligence in its hiring practices. Criminal background information can also allow you to avoid costly hiring mistakes, reducing recruiting time and dollars, to help you hire the best employees.

A: Last name, first name, date of birth, and Social Security Number are required to request criminal histories. Last name, first name and Social Security Number are required to use the SSN verification product. Vertex recommends using SSN verification prior to ordering criminal reports, to help identify the states and counties where an individual has lived.

A: Turnaround times vary depending on the state the reports are from. Currently, 30 states offer instant access, 15 offer same-day services, and five states provide results with varying turnaround. Single-county criminal searches generally take longer because staff must physically visit the county courts to obtain accurate information.

A: Yes, just as you are required to obtain written authorization from an employee or prospective employee prior to requesting an MVR, you must also obtain written permission before requesting criminal histories.

A: All of your completed reports will be stored indefinitely. With our system you will never have to worry about losing an employee’s completed background check again.

A: No. Our system allows you to add additional searches to a completed profile at any time without having to reenter all of their personal information. For example, some companies perform an annual background check on all of their employees. With our system they can pull up each employee’s profile and order a new search without having to reenter all of his or her information. This feature saves clients a lot of time and energy.

A: Your account can be setup to pay by credit card each time you order a search, or we offer a monthly or bi-monthly invoicing option. With our online payment option, you will always be able to view your invoice and pay it online at any time.

A: Yes. Whenever a search is ordered you will be charged for the service requested. Whether a record is found or not, costs have been incurred in order to complete the search request.

A: The Fair Credit Reporting Act, which is enforced by the Federal Trade Commission (FTC), provides the guidelines employers need to follow when performing employment screening. The FCRA requirements apply whenever an employer requests a “consumer report” or “investigative consumer report” from a consumer-reporting agency such as PreEmployment Services. A “consumer report” includes any written, oral, or other communication of any information by a consumer reporting agency regarding a consumer’s credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living which is used as a factor to establish the consumer’s eligibility for employment. The FCRA requires that employers must comply with certain reporting requirements when using a consumer reporting agency to screen employees or applicants. To obtain a consumer report from a consumer reporting agency, the employer must first provide certification to the consumer reporting agency that the employer:

1. Is requesting the report for employment purposes (which includes evaluating an applicant or employee for employment, promotion, reassignment, or retention as an employee).
2. Has provided the required disclosure to the applicant or employee.
3. Has obtained the necessary written authorization to request the report.
4. 4. Will provide the applicant or employee with a copy of the report and a written description of the applicant or employee’s rights before taking any adverse action based in whole or in part on the report.
5. Will not use the information from the report in a manner that violates federal or state equal opportunity laws.

The FCRA requires any employer intending to obtain a consumer report to first make a clear and conspicuous written disclosure to the applicant or employee that a consumer report may be obtained for employment purposes. The disclosure cannot be included in an employment application or other document that contains additional information. The employer must also obtain the employee’s or applicant’s written authorization before obtaining the report.