就业前检查是就业部门的常见主食，目前已牢固确立行业最佳实践。
另一方面，共享经济的背景筛选仍然是一个新概念。这个新部门的迅速崛起现在提出了一个问题：标准的背景审查做法是否适用于完全由合同劳动力组成的经济体？
此外，考虑到加州劳工专员最近确定共享经济中的参与者和服务提供商可能存在雇佣关系。
因为这是一个仍在新兴和发展的领域，对于试图更好地了解协作经济中的背景筛选要求的公司来说，可能没有一个快速而简单的答案。
然而，临时劳动力背景筛查的既定先例和实践可以提供有用的指导。
为避免造成潜在的法律问题，在共享经济领域运营的科技公司应注意背景审查的三个方面：
1. 流程 在启动屏幕之前，请务必先获得书面同意。
仅根据相关工作角色筛选用户。
进行“分阶段”筛选——更具成本效益和效率。
为那些可能无法立即通过筛选的人员创建通知流程，其中包括适当的前后不利通知，包括背景结果争议程序。
实施系统以定期重新筛选用户。
预先教育用户对他们的期望。熟悉背景屏幕要求的用户往往会更快地完成他们的屏幕，并且更有可能对这个过程感到满意。
2. 技术
使用户可以快速轻松地完成背景调查。筛选应完全集成到您的本机应用程序中。
无论您选择哪个选项，请确保可以直接从移动设备快速轻松地完成整个筛选过程。
筛选不能完全自动化，因为许多法院和司法管辖区仅提供可亲自搜索的纸质记录。因此，并非所有司法管辖区都存在通过简单 API 进行的快速公共记录搜索。确保您的技术供应商不会通过进行不完整或部分筛选而使您面临不必要的风险。
与了解筛查细微差别的筛查提供商合作，从技术到法规再到用户体验。
三、政策法规
保持一致和记录在案的筛查政策。
思想既定法规：公平信用报告法 (FCRA)和平等就业机会委员会 (EEOC)法律必须适用于雇主和非雇主等。
“Ban the Box”法律可能适用于雇主，但这种立法运动正在迅速发展。最好知道。
您是否在受监管的部门（例如医疗保健等）提供服务？遵守可能适用的特殊规则，例如专业许可证验证。
Background screening for the Sharing Economy, on the other hand, is still a novel concept. The meteoric rise of this new sector is now raising the question: do standard background screening practices apply to an economy composed exclusively of a contract labor force?
Furthermore, consider that the California Labor Commissioner recently determined an employment relationship may exist with respect to participants and service providers in the Sharing Economy.
Because this is an area that is still emerging and evolving, there may not be a quick and simple answer for companies trying to better understand background screening requirements in the collaborative economy.
However, established precedent and practices from contingent labor background screening can provide a useful guide.
To avoid creating potential legal complications, technology companies operating in the Sharing Economy space should pay attention to three aspects of background screening:
1. Process Always obtain written consent first before initiating the screen.
Only screen users according to relevant job roles.
Conduct “staged” screening – it’s more cost-effective and efficient.
Create a notification process for those who may not immediately pass their screen which includes the appropriate pre and post adverse notices including background result dispute procedures.
Implement a system to re-rescreen users on a periodic basis.
Educate users up front about what is expected from them. Users familiar with the requirements of a background screen tend to complete their screens faster and are more likely to be satisfied with the process.
2. Technology
Make it quick and easy for the user to complete the background check. Screening should be fully integrated into your native application.
Regardless of which option you choose, ensure that the entire screening process can be completed quickly and easily directly from a mobile device.
Screening cannot be fully automated because many courts and jurisdictions only provide paper records, searchable in person. Thus, quick public records searches via a simple API do not exist in all jurisdictions. Ensure that your technology vendor does not expose you to unnecessary risk by conducting incomplete or partial screens.
Partner with a screening provider who understands the nuances of screening, from technology to regulations to user experience.
3. Policy and Regulations
Maintain a consistent and documented screening policy.
Mind established regulations: The Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) laws are bound to apply to employers and non-employers alike.
“Ban the Box” laws may be geared at employers but this legislative movement is rapidly gaining steam. Best to be aware.
Are you providing services in a regulated sector (e.g. health care, etc.)? Observe special rules that may apply, such as professional license verifications.
