Front Lines
opinion piece
CAUGHT IN THE ACT: A GUIDE
TO CHECKING YOUR STAFF
THE INTRODUCTION OF THE IMMIGRATION ASYLUM AND NATIONALITY ACT
2006 MEANS THAT COMPANY DIRECTORS CAN NOW FACE FINES OF UP TO
£10,000 AND EVEN IMPRISONMENT FOR EMPLOYING AN ILLEGAL IMMIGRANT.
BUT THE REPERCUSSIONS DON’T STOP THERE. FRAUD, DETRIMENTAL BRAND
DAMAGE AND DATA LOSS ARE JUST SOME OF THE DANGERS THAT COMPANIES
CAN BE EXPOSED TO WHEN EMPLOYING AN ILLEGAL WORKER FROM OVERSEAS.
265 FIRMS have been fined a However, the damage can
total of £2.35 million for often be done before an
employing illegal illegal immigrant is detected.
immigrants since the law Allowing unchecked and
came into force this unreferenced employees
February. With the numbers into an organisation
of prosecutions this year ten heightens the risk that vital
times that of 2007, it is clear customer and corporate
that some organisations are information could be
still unaware of the misappropriated and
legislation, how it affects misused. Retailers spend
their business and how to millions investing in secure IT
incorporate it into their systems and building in-store
recruitment strategies. security, yet render those
defences ineffective by
FACING THE REPERCUSSIONS ignoring the weakest link in
Previously, it was a criminal the chain, the threat within.
offence to employ an illegal One area that retailers
worker and breaking the CRUNCH TIME often overlook is temporary TOP TIPS
law could incur a fine of up Recent research undertaken and contract staff. Both have • Implement a clear policy
to £5,000 per employee. by Experian Background access to the same extent of in your recruitment
However, many found the Checking revealed that 40 information that permanent process
system confusing. The 2006 per cent of people lie on staff do, so should be • Advertise the fact that
Act presents a clearer set of their CV. With the credit treated with the same you carry out
guidelines and increases the crunch impacting on the rigour. It is also worth background checks – this
potential fine to £10,000 per labour market, candidates checking that any third-party will act as a deterrent to
employee. Company are increasingly looking for recruitment agency that you rogue candidates
directors found guilty of ways to differentiate use carries out background • Carry out ongoing checks
employing illegal foreign themselves, making it more checks on staff. on staff – remember
workers may also face likely that they will work permits may only
imprisonment for up to two embellish their CVs. TIME FOR A CHANGE be valid for a year
years. It is vital that HR The new immigration rules • The best liars are often
Employers need to prove departments thoroughly are long overdue. The the best interviewees
that they have retained check documents which they previous system left • Treat contractors and
copies of original official may not always be familiar employers confused over temps with the same
documents before they with. For example, it is their responsibilities, rigour you treat
employ someone. They also unrealistic to expect a HR allowing some rogue permanent employees
need to demonstrate that director to validate and employees to slip through • Insist that third party
they carry out recognise passports from the system. Employers need suppliers and
supplementary checks on every country around the to take this opportunity to recruitment agencies
existing employees. For globe. Technology advances check employees are who adopt your background
instance, some visas are only mean that scanners are now they say they are, in order checking regime
valid for a year, so it is crucial available which can verify avoid imprisonment and
that they are checked on an passports, thus reducing the steep fines, and to stamp out Nick Harness of
ongoing basis. chances of ID fraud. fraud. RF backgroundchecking.com
08 • RETAIL FRAUD
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