Management: Background checks: When should which background checks be done on which workers?Options:Option 1: Don't do background checks on workers.Option 2: Check backgrounds on new workers. Option 3: Check backgrounds for key workers. Option 4: Check other worker backgrounds. Decision:IF workers are not given access to any internal resources, their background is irrelevant to the tasks they perform, and no legal, regulatory, or business reasons exist to do such checks OR there are legal, regulatory, or contractual restraints on doing background checks, THEN do not do background checks on workers,OTHERWISE IF there are a relatively small number of key workers in whom a high degree of trust is placed in that they can do a great deal of harm, THEN check backgrounds for key workers, OTHERWISE IF New can have background checks and no regulatory or other legal or contractual limits prevent such checks, THEN check backgrounds on new workers, OTHERWISE check all other worker backgrounds. IF no legal or contractual prohibition is in place against periodic updates, THEN perform periodic updates to background checks with periods dictated by criticality of job function and level of trust in the individual required. Basis:Don't do background checks on workers.Some workers are not given access to any internal resources, their background is irrelevant to the tasks they perform, and no legal, regulatory, or business reasons exist to do such checks. Similarly, in some cases, there are legal, regulatory, or contractual restraints on doing background checks. In these cases, checks are prohibited. There are also cases where checks are expensive or of little utility, such as in areas of the world where societies don't support the sorts of record keeping used in these checks. Again, background checks will be of limited value and may be avoided. Check backgrounds on new workers.
Check backgrounds for key workers.
Check other worker backgrounds.
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