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Neglient Hiring

Employment Negligent Hiring & Retention Lawsuits

Employment Negligent Hiring & Retention Lawsuits is a term far too often that becomes problematic for many businesses, organizations, federal contractors and for ALL levels of government to contend with. These claim made by an injured party against an employer based on the theory that the employer knew or should have known about the employee’s background which, if known, indicates a dangerous or untrustworthy character. Conducting proper screenings on applicants and periodic screenings on existing employees one may be able to avoid or mitigate some of these pitfalls of risk associated with exposure to negligent hiring claims.

Make no mistake about it! Employers are often found liable and accountable for these negligent hiring and retention lawsuits that are dangerous to the overall health of the organization and its workforce. In some cases, may be assessed as a security risk and danger to others for the lack of proper vetting practices resulting from irresponsible leaders and managers who are supposed to be the gatekeepers. As a result, EMPLOYERS are being found liable for negligent hiring or retention of dangerous or incompetent employees in most states across all industries and are paying out tens and hundreds of thousands of dollars, if not more, in financial damages.

C U CLEAR is in the business of protecting OWNERS, EMPLOYERS, & CEO’s  from everyone else that surround them, to include their own inner circle of managers and leaders, who often are the ones that these cases filter through from. So the question remains for YOU: Is your company proactive in insuring that the proper background checks and vetting processes are being conducted to mitigate these types of negligent hiring or retention lawsuits? Or is the more appropriate question is: Can you afford […]


Marietta Officials Talk Drug Testing Policy

MARIETTA – Marietta city employees will be subject to drug and alcohol testing as part of the city’s new policy this year. Councilman Cindy Oxender, R-At large, expressed to city council Thursday that though as an elected official she is not required to also participate, as chairwoman of the Employee Relations Committee, she wanted to set the example by voluntarily participating in the urinalysis program Friday.


Background checks, Drug Testing Required to Drive a School Bus in West Virginia

CHARLESTON, WV – Parents put a great deal of trust in the person behind the wheel when they load their kids on the bus and send them to school. Before a bus driver is hired in West Virginia they have to pass a drug and alcohol test and a background check.


C U CLEAR Officially Launches the Security Augmentation Force & Protective Security Services

The Security Augmentation Force (SAF) was designed to provide protective security services to governmental agencies, businesses, educational institutions, religious organizations, and local authorities with a well vetted SAF who are licensed, credentialed, insured, and highly trained to provide these unique personal and public safety services. The SAF’s mission is to prevent, detect, and deter any acts of communicated threats, violence, and/or the potential threat of an inspired act of terrorism, whether it be foreign or domestic, from happening at these entities.


President Obama’s security breached 3 times in Atlanta CDC visit, new investigation finds

WASHINGTON — A presidential visit to Atlanta for a briefing on the Ebola crisis last year turned into a black eye for the Secret Service when it was later revealed that an armed contractor with a criminal record was in an elevator with President Barack Obama.


10 Smart Pre-Employment Hiring Strategies To Mitigate RISK

Stop hiring friends, relatives, referrals, or former industry colleagues simply because of your known association. You love your family and you have those friends within your circle that you trust just as much who you believe can help succeed. The dispassionate question to ask yourself is “does the person I’m consider hiring for my vacant position have anything in their background that could potentially bring discredit to your organization and its success? That is a Yes or No question. There is no wiggle room for personal relationships when it comes to making decisions that impact your business, its public name, brand, and reputation resulting from the legal implications associated with hiring an immoral person with a highly questionable criminal history or troubled past.

A common thread that we find happening far too often are company’s; especially federal contractors, hiring people just because they actively hold and maintain a federal “security clearance” and not exercising their due diligence by conducting a thorough comprehensive background check commensurate to the position level of the person being hired . C U CLEAR continues to raise the level of awareness of this very FATAL assumption and mistake. Note that depending on the level of clearance there are gaps within the period of their last investigation to the current time of the new position that can be detrimental to your business. Our workshops and consultant provided by C U CLEAR can take the guesswork out of this common overlooked issue and assumption that is becoming far too familiar among today’s federal government and contractors industry.

We see a repeatable occurrence among all other businesses and organizations across America which people are being hired without properly vetting them or exercising “due diligence” through a […]


Ex-student suing MSU for hiring sex offender as conductor

A former student suing Montana State University has asked a judge to rule that MSU was negligent in hiring a convicted sex offender as a music professor and failed to protect her from being manipulated by him and raped.

By |June 7th, 2015|Employer Due Diligence, Neglient Hiring|0 Comments

Sexually Assaulted & Harassed, Worker Says

LAS VEGAS (CN) – Allegiant Air harassed a flight attendant after a co-worker sexually assaulted her, and fired her after she complained to the CEO, the woman claims in court. Karin Anderson sued the company in Federal Court on May 21, claiming that in October 2004, when she was a base manager, a co-worker sexually assaulted her, and when police arrived, “an Allegiant captain instructed the police to leave (her) in her room unconscious.”