Virginia Cab Company Gets a $10 Million Employment Screening Lesson
Imagine being an employer looking at prospective employees. Would you hire a person with the following criminal record?
Failure to obey a traffic signal, 2007
Failure to pay attention, 2012
Failure to obey a highway sign, 2012
Tampering with a vehicle, 2011
Failure to wear seat belt, 2007
Failure to pay full time attention, 2010
Failure to obey a traffic signal, 2013
Violation of good behavior on a misdemeanor offense
Illegal sale of unapproved equipment
Misdemeanor assault, 2011
In Alexandria, Virginia, Officer Peter Laboy stopped taxi cab driver Kashif Bashir for showing aberrant behavior, and the driver took out a gun and shot the officer in the head. Unfortunately, a police officer had to deal with the consequences of the cab company’s decision to hire a driver with a worse than normal criminal rap sheet. The cab company’s decision not to conduct an employee background check has resulted in them being sued for negligent hiring by Officer Laboy for $10 million dollars.
At first glance, these all appear to be minor offenses when taken individually. A background check may or may not have prevented this incident. These offenses probably cause concern from someone employing a driver, but maybe they wouldn’t mean much to an office worker.
All in all, it’s the body of work that counts. A minor offense or two won’t deter someone from getting a job, but a laundry list of offenses committed over a long period of time should.
To see the original story, visit: //www.tlnt.com/2013/06/07/virginia-cab-company-gets-a-10-million-employment-screening-lesson/