November 2019

Questions about Employment Criminal Records Check

Questions about Employment Criminal Records Check

The current marketplace is harsh when it comes to scrutiny of brand image. Any unethical or criminal activity associated with companies is not at all tolerated by the customers. The industrial landscape has seen the death of many companies because of such scandals. In order to avoid such blows to the image, a thorough criminal records check is mandatory during the candidate screening process.

An employee criminal record check is one of the most important parts of the overall background verification process. Negligence in the hiring process might cause companies to hire employees with criminal backgrounds and proclivities. This can cause theft of property, malpractices, loss of reputation, loss of clients and capital. The Society of Human Resource Management estimates that a total of 69% of the organisations conduct criminal records check on their job applicants.

More than 50% of the organisations have confirmed that their criminal records checks are for ensuring high standards of hiring practices.

In India, criminal records check practices have revealed a total of 75% of the failure rates of applicants in certain locations. Criminal record verification process is usually conducted by accessing records on all levels of judicial authorities. Right from local to national. Mentioned below are some of the key questions that one might have about criminal records check, and their responses:

 

Employees at which designation must go through criminal records check?

Every new employee irrespective of the division or grade must go through a rigorous criminal record check process. While employees on smaller levels can cause loss of resources and reputation, having top executives with criminal records can kill the enterprise.

 

Are there regulations regarding criminal verification?

In India, as of now, there are no thorough laws governing the extent of criminal verification. However, there are strict punitive policies in place for companies if they fail to keep their employee information confidential or if they use personal information in disruptive ways. The Indian Contract Act and the Indian Penal Code and Information Technology Acts are usually considered as the standards in such cases.

 

How long does it usually take to conduct a Criminal Verification?

It typically takes 14 working days to conduct a criminal check from a Police Station through a law firm. This process can be made more efficient and verification can be conducted within 7 days with the use of automated database management capabilities.

 

What are some of the common records available?

Today, we have access to the district magistrate, state and the Supreme Court’s public records, data related to litigations and other sources. AuthBridge also has the access to database of National Crime Research Bureau and most wanted lists posted by CBI. There are other databases that show details about disruptive behaviours such as history of drug abuse. Financial defaulters’ list is also accessible from SEBI, RBI and lists of corrupt officials published by Central Vigilance Committee.

 

How to conduct a criminal record Verification?

The first thing to keep in mind here is communication. You need to inform the candidate before-hand that you will be conducting such a check. Only after consent from the candidate should anyone proceed. Secondly, the candidate must be given complete assurance of privacy and confidentiality. All of this must be established in the form of written consents. After securing the above conditions, an organisation should hire professional criminal records check services that have access to specialised and public databases and automated software tools. This will not only ensure an error-free criminal checking process but also save costs to the organisation in terms of resources and capital in conducting their own checks.

By Siddharth, ago
Address Check - You Could Be Hiring a Fugitive

Address Check – You Could Be Hiring a Fugitive

The importance of address details and their role in identity theft

Today, due to the increased digitization of personal information, identity thefts and frauds are on the rise. Increased counts of identity thefts are causing concerns while hiring suitable candidates. Address detail is an important personal information of any individual which can be attest to the identity of an individual. Unfortunately, they are easy to fake. A recent study of job applicants found that more than 15% of the candidates had lied about their current and permanent address details. Having robust background checks under such situations becomes extremely crucial. Also, the company needs to know the address of all its employees, as that is the most secure and sure-shot way of contacting any employee in case of emergencies. Hence, companies need to maintain accurate records of the addresses of individuals working for them. Address checks become important in such cases as the address is a vital part of identity verification and shows stability in the life of the candidate.

 

Overview of address checks

One of the most important factors of address checks is physical address verification There are two types of verifications:

1) Temporary address verification: Job candidates often need to move to different cities and locations for their work. In such cases, they choose temporary accommodations such as guest houses or PGs, or rented apartments as their temporary residence. Temporary address checks take into account the current lodgings of the candidate. This not only ensures better identity confirmation but also ensures that the candidate has been able to settle in the new location.

2) Permanent address check: Apart from confirming the applicant’s current or temporary address, it is important to verify his or her permanent address as a way of confirming identity. Permanent address proofs are a more robust form of checks as they can be traced back to the original residence of the employee. Tracing a permanent address also ensures a proper identity check.

 

Address verification services and the importance of address checks

Performing thorough and rigorous address checks can be a tedious and expensive process. Hence, it is often advised to use professional address verification services. They not only possess software and automated tools for accurate address checks but also come with a repository of knowledge about common fraudulent practices and their safeguards. It is also more economical, especially for small and medium companies, to hire a third-party address verification company instead of spending resources and manpower on developing their own team.

Professional address verification services often use advanced technologies like GPS tracking and digital logs of addresses, APIs that return multiple known addresses upon entering the street name among others. By using effective AVS (address verification service) APIs, companies can reduce delays and errors in their address verification process.

Address checks are incredibly important because the address of the employee is an important platform for correspondence both for pre-employment and post-employment proceedings and documentation. Also, if the employee is found to be on the run after stealing company property or unethical practices, having a record of the address can simplify locating the fugitive. Company executives can also locate a former employee of the company using address records for various purposes. In cases of suspicious or disturbing employee behavior such as constant absenteeism or issues with conduct, the address is a secure way of contacting the employee, thus ensuring proper measures.

By admin, ago
KYC – How does KYC Complement Identity Verification_

Benefits of Conducting Employees’ National Identity Verification

Identity theft – A growing concern

There is a growing concern in the world today about identity theft. A bulk of personal data and sensitive information is available on the Internet which can be accessed by Internet frauds and hackers. Due to the ease of access to this information, there is a steady rise in identity thefts and frauds. In 2016, a whopping 15.4 million individuals were victims of identity theft, as per a study conducted by Javelin Strategy and Research. In India itself, 77% of all financial frauds and scams were the result of identity theft as per the study conducted by Experian India.

In order to tackle this growing threat of identity theft, new processes, and methodologies like Identity verification are being introduced. Identity verification involves checking the authenticity of personal data like name, date of birth, address, and other personal details. However, personal details like name and date of birth are easily accessible on the Internet and can be easily exploited by fraudsters and hackers.

Identity theft usually involves activities like illegal access to personal data, fake documentation, hacking of accounts, and so on. This can have serious repercussions on the victims leading to the loss of jobs and financial stability. An absence of proper surveillance and a lack of unique concrete identifiers is the main reason for such fraudulent activities. This is where biometrics come into the picture

 

The rise of biometric database

With the advent of biometrics, identity verification has become not only more secure, but the turn-around time for identity checks has also diminished significantly. Biometric databases take unique identifiers like fingerprints, iris scans, palm prints, voice patterns, and so on as input data for identity verification. Since every individual has unique biometrics, these identifiers are perfect for protection against fraud.

In order to further understand the efficacy of biometric identity verification, consider the following case. A company that lacks biometric capabilities posts an opening for a job. After evaluating a candidate, he/she is successfully hired. But instead of the actual candidate, it is their twin who shows up for the job. Without a biometric system, this identity fraud is almost impossible to detect. This example perfectly demonstrates the concrete and reliable nature of biometric data.

 

Identity verification using advanced technologies

Traditional methods of identity verification were not only cumbersome but also inaccurate. Automation capabilities, auto-managed online databases and advanced APIs have given rise to a much more efficient and simpler platform for identity verification and background checks.

Having the database of all the details of the candidate online not only saves time and cost but also allows companies to easily browse through huge amounts of candidate data in a simpler fashion. With the removal of human intervention in database maintenance, both turn-around time and accuracy of identity verification has greatly improved. The integration of APIs into the background screening processes of companies have established a platform for easy report generation and allows for scaling of identity verification processes during the growth phase.

Apart from confirming the identity, you need to check the background of the person by looking at his/her educational records, criminal record and employment verification of previous jobs to form the complete picture. Identity verification can also be done through PAN card, Voter ID and passport.

Also Read: Identity Verification: Tech-Enabled Identity Checks – An Overview

AuthBridge has partnered with various government platforms which can provide details about the individual’s track record.

By Abhinandan, ago
e-KYC- Reducing On-boarding Turn Around Time

Seasonal Hiring? How important is Background Verification

Businesses need to have strong background verification systems and policies to ensure that they hire the right candidate for the right job without sacrificing ethics and integrity of the company. Strong background verification processes map the candidate’s skills, experience, education and attitude to the requirement of the company.

They also check for possible criminal records and history of drug abuse that might bring dishonour to the brand name. The importance of conducting background Verification is well understood in case of permanent employees, but what of temporary manpower like seasonal employees?

By Abhinandan, ago
Employee Screening - Reasons for Background Check Failure

Employee Screening – Reasons for Background Check Failure

Nearly seven out of ten businesses have been affected by bad hires, according to a CareerBuilder report. Identity thefts claimed more than fifteen million victims in the past two years. Injuries at the workplace, theft, data, and security breach are just some of the concerns that prompt companies across the world to take up employee screening or employee background verification.

 

Why is employee screening critical?

In the U.S., one out of five employees face a threatening or hostile environment at the workplace, and on average, close to sixty billion dollars are spent annually on serious injuries at the workplace.

Employee screening is conducted by 96 percent of U.S. organizations while 89 percent of companies conduct employee verification to make the workplace safer for customers and other employees.

There has been a 500 percent increase in Employee background verification on social media in the past decade.

Employee background verification helps employers make the right hiring decisions which can go a long way towards mitigating workplace thefts, violence resulting in injuries, data or material theft, and sexual harassment incidents.

Competitive employment market compounding the problem

In India, initiatives such as Digital India and Make in India are raising the demand for a talented workforce but the competitive market is also giving rise to resume frauds. The emergence of new technologies and low investment from the private sector has compounded the problem. In the Railways sector, two crore people sent applications for one lakh posted job vacancies in 2018 while at least fourteen thousand applied for a peon’s post in Haryana. Given the stiff competition, many candidates resort to glorifying their resumes to increase their chances of being hired. Many candidates inflate their salary slips in the hopes of bagging a lucrative offer, while others claim false designations to jump up the corporate ladder.

The recent spate of fraud in some reputed financial institutions and the safety concerns in shared economy models have highlighted the need for employment verification and a thorough background check. Organizations are increasingly investing in background screening to protect their corporate reputation and to ensure financial security.

Main reasons why background checks fail or have discrepancies

According to the report released by AuthBridge, India’s leading employee background verification company, the overall background verification failer or discrepancy levels significantly increased to 15.21% in 2017 from 10.29% in FY 2015. The report highlights that in 2017, 15 out of 100 cases had an element of mismatch between the information supplied on the resume versus what was verified. The resume discrepancy levels have considerably risen to the tune of 48% as compared to 2016. Among all categories of personal information, employment-related information was the most misrepresented at 12 percent in 2017. This is followed by a misrepresentation of address which stands at 6.67 percent, while reference check frauds were at 3.35%. Many people produced fake addresses that could not be traced while others listed an address where they were not residing.

Employee background verification and reference checks conducted by AuthBridge revealed that most people lied about their previous employment tenure and provided referees who did not respond. As compared to 2015 when 2.25 percent of referees did not respond, in 2017, the figure increased to 2.99%. The other major discrepancies in reference checks relate to the incorrect tenure mentioned and the non-availability of documents. Forged or fake education documents were also common as revealed during the employment checks or education checks. Significantly, the financial services industry encountered maximum levels of discrepancy and this is the industry that is most prone to data and material thefts as has been witnessed in recent times.

Also Read: Top 5 Checks to Consider for Conducting Background Verification

Due diligence with employee background verification can weed out potential wrong hires while helping companies make evidence-based information when it comes to promotions or partnerships.

By admin, ago
Employee Background Verification for the Startup Ecosystem

Employee Background Verification for the Startup Ecosystem

The emergence of new business models New business models in India are emerging that are changing the way we live or do business.  The entrepreneurial mindset has caught up in a big way and India is recognised as a fast-growing destination for startups. Boosted by angel investors, groups and crowdfunding initiatives, the ecosystem is currently seeing a “flooding” of entrepreneurship backed by innovative ideas.

In 2017, more than a thousand startups were launched, which brought India to the third position in the world as far as startup ecosystem is concerned, after the U.K and the U.S.  Intense competition from other countries notwithstanding, India is all set to emerge as the leading startup destination in the world in the coming years. As per a NASSCOM report on startups, 5,200 technology startups were seen in the IT sector in 2017 alone. Tier II cities are also joining in the startup bandwagon even as major metros including Bengaluru, Mumbai and Delhi retained their top positions.

Bengaluru having earned the reputation of being a startup capital is expected to generate more than two lakh jobs from 11,500 startups by 2020. Most of the startup growth is centred around technology, IT, big data, e-commerce and fin-tech. The rising popularity of e-commerce and shared economy models are changing the business landscapes. Instant delivery of goods and services is now possible and convenient. With the click of a mouse, service providers including beauticians, bankers, plumbers or food delivery can be summoned any time.

Why investors insist on background checks for startups

While the booming startup landscape is exciting news for the economy, there are risks inherent in the shared economy blue collared jobs. The rise in contract work, temporary hires and shared models also highlight the security concerns. The recent spate of crimes and frauds, whether it is the drivers or technology support scams, underscore the importance of conducting a thorough employee background verification and employee screening.  Where earlier only employees were subject to background checks prior to hiring, the need of the hour is now employee screening and due diligence for startups.

Instant verification that can generate trust and speed up the business alliances or startup investments call for professional technology-enabled solutions. Wrong hires cost much more than money, with the damage to reputation, at times, being irreparable.  Particularly when it comes to startups that are cash-strapped, there is no room for bad hires or wrong investment decisions.

As per an Economic Times Tech article, investors are increasingly hiring professional employee screening or employee background verification firms to do background checks on startups. One of the recent reports showed that a minimum of one fraud in 2017 was encountered by 82 percent of executives. With the sexual harassment scandal rocking the reputation of a leading cab service provider a couple of years back, the company faced major investor scrutiny and backlash.

Common areas where background verifications fail

When investors commit their money to a startup, they are obviously looking to recover their investment while protecting their reputation. In this scenario, hiring professional employee background verification firms to check on the credibility, personal integrity, credit history, criminal records, experience and financial history is of utmost value to the investor.

AuthBridge conducted a comprehensive survey in 2017 and found that most failures in background verification are related to employment information, address and education and reference checks. Many provide false employment details while faking documents related to educational qualifications. Fake addresses and references are the other common pitfalls encountered in background checks.

Also Read:Weed out Fraudsters: Instant Employee Screening Solutions

AuthBridge, as the leading employee background verification provider, offers the best technology-driven solutions for investors and employers. A wide range of employee verification services, including employment check, education check, address check and reference check are provided.

By admin, ago
Top 5 Aspects to Verify Before Hiring Your Senior Level Hire

Why is Background Verification Service Vital for Small Businesses?

Due to the limited size of the workforce, small businesses operate on an intimate level. They do not hire as many employees as your typically large corporations and therefore are much more dependent on each individual employee. Employees often need to take on multiple responsibilities and interact with each other in a close-knit fashion. Due to the increased importance of an individual employee, small businesses are heavily dependent on background verifications.

Along with work safety issues, hiring managers need to vet the applicants rigorously on the basis of their skills, educational background, criminal records and other similar details. They also need to assess the personality of the applicants to check if they will be a proper fit for their close-knit teams. Despite the criticality of strict background verification, a lot of companies often skip this step. The reason- lack of proper budget and screening tools. This is where professional background screening services come into picture.

By outsourcing the process of background screening, small businesses can save capital (which would otherwise be invested in infrastructure for in-house screening) and can ensure high efficiency in the screening process. Choosing the correct background verification service can be a difficult task. With the constant shift in laws and regulations and applicants misjudging themselves, choosing the right service provider is of critical importance.

There are various factors that must be taken into consideration while selecting a background screening service. The first and foremost is their level of compliance with regulations of not just the region but also of the company. Added to this are factors like turnaround time, technological considerations and cost.

Also read: Top 5 Checks to Consider for Conducting Background Verification

By admin, ago

How to Choose Your Background Verification Partner?

In the face of technology disruption and initiatives such as “Make in India” and StartUpIndia, there is a focus on job creation. With multiple avenues opening up, recruiting managers are pressurised to make the right hiring decisions in quick time while ensuring the organisational goals for hiring and retaining are met.

 

The importance of background verification – Risk mitigation and building trust

Given the time and resource crunch in HR teams, many resort to shortcuts in the hiring process. Bad hires have been proven to cost up to five times the annual salary of an employee besides denting the image and reputation of the company. Resume frauds are also common with a 15.21% discrepancy rates in 2017.

One in six candidates lie on their resume with a majority of them misrepresenting their employment tenure during background verification. HR companies rely on a background verification partner to conduct due diligence on behalf of the company. Since critical hiring decisions are made based on the information provided by the background verification partner, it is important to select the right background screening company.

 

Things to consider while selecting a background verification partner

1. Licensed provider

In the U.S., background verification companies need to obtain accreditation from the National Association of Professional Background Screeners. Independent audits are conducted to ensure the background verification partner is following the best practices. However, in India, while there is no regulatory body, the background verification partner has to be registered and have the required licenses to conduct background verification. This ensures employers of quality results from approved, genuine provider.  Employers can refer to the list of ‘empanelled background screening agencies’ with National Skills Registry (NSR).

2. Up-to-date with legislation

While you enlist a background verification partner, check if they are aware of the prevailing laws and regulations with respect to employee background verification in the geography under consideration. This is particularly true if your business operates overseas and hires people from across the globe. Different regional and Federal laws govern background verification across countries and a professional background verification partner needs to be aware of such relevant laws. For instance, it is illegal to conduct criminal records check in the U.S. without the consent of the employee. In India, the consent of employee for drug screening and criminal records check is required.

 

Background verification partners have to be compliant with:

  • The Indian Penal Code
  • The Indian Contract Act
  • Information technology Acts of 2000 and 2005 which prohibits unauthorized usage of employee data
  • The Right to Privacy
  • ISO standards for information security

3. Time taken for conducting verification

Ensure the background verification partner have a proven track record of completing the verification processes in defined and efficient turnaround time.

4. Technology-savvy

Check if the background verification partner is using sophisticated technology to ensure reliability and accuracy of data. Smart platforms such as WorkAttest™, API integrated technologies, Aadhaar-based eKYC and access to national and international databases are some of the factors that work in favour of a background verification partner. These technologies not only cut down the time required to conduct background screening but provide accurate data as well.

 5. Protocols in place

A professional background verification partner has to follow best practices while having clear protocols in place.

6. Experience and reputation

As is the norm in selecting any vendor or partner, checking the industry experience and reputation of the background verification partner is critical. A reliable background verification partner has to be open to feedback while being approachable.

Also Read: Top 7 Tips to Get Your Employment Background Verification Right

Look for online reviews or if not available, request the background verification company to provide some references. Also, check if the company has been top-rated in surveys or opinion polls in independent surveys.  Review also if the company has published whitepapers, case studies and surveys on relevant issues that add to the credibility.

By admin, ago

Litigation Database Checks and Their Increased Use

Three out of ten business failures are the result of thefts at workplace carried out by employees while at least 30% of resumes are falsified. A recent Times of India data analysis based on the report by RBI shows that in public sector banks, one bank personnel is caught for fraud per four hours in India. More than five thousand bank officials have been charged with fraud in the two-year period from 2015 to 2017.

In a majority of cases, employees collaborated with external entities to carry out the crime. More than Rs.66,066 crores reportedly have been lost due to frauds in banks. In another recent survey pertaining to frauds in the corporate sector, 80% of participants said junior employees, mid-level management and freelancers were involved in most frauds.

 

Civil Litigation database checks the need of the hour

These facts are behind the increasing applications of litigation database checks for day-to-day business. With the trend favouring short-term or temporary hires, freelancers and shared economy models, there is a need for exhaustive background and litigation checks for credit and reputational risk of an individual employee, vendor, and partner or contract worker.

Litigation database checks provided by the District Civil Courts & Tribunals, Supreme Court, High Courts and Magistrate Courts reveal information on the criminal history of the candidate.

Civil litigation check reveals information related to credit score, bankruptcy, real estate, bank defaulters, media searches, tribunals data and so on. Obtaining relevant information regarding the potential candidate’s involvement in either criminal or civil litigations is critical to making the right hiring decision.

 

Use of technology speeding up litigation database checks

Traditionally, while information had to be manually processed, conducting litigation database checks was a nightmare for employers. Given the pressures of hiring quickly and making the best decisions, the HR team more often than not resorted to shortcuts in conducting litigation checks. The long processing time of obtaining records from various agencies is also an impeding factor as far as operational efficiency is concerned.

The digitization of court records and public access to such records are facilitating informed decision making by running through these records to understand the individual’s character. Both national and international databases that are accessible on the public domain are digitized, making litigation checks faster, efficient and accurate. Many countries make available the details of arrests or convictions on international databases that can be accessed for litigation checks. In India, the CBI, NIA and the National Crime Records Bureau also put up digital lists of most wanted criminals. SEBI, RBI, BSE, MCA, NSE, and the Registrar of companies also maintain digital records that can be used for litigation checks.  Furthermore, INTERPOL also publishes the list of wanted criminals at International level.

 

APIs and TrustOnDemand™

Professional background verification companies leverage digital databases using cutting-edge technology solutions, including API integration and ‘TrustOnDemand™’ to conduct comprehensive litigation checks. The use of online repositories such as the digital records maintained by several national and international courts, police records, SEBI and RBI records delivers instant verification results. Technology streamlines the process of litigation database checks while providing the most cost-effective solutions for organisations in the gig economy.

 

Litigation database checks beyond employment screening

While litigation database checks are increasingly being used in India to conduct background screening of employees and partners, their use can extend to other areas of life as well just as it has in China. Being a totalitarian society, China is proposing using a ‘score’ that is based on inputs from all digital databases including police records, court information, tax, banking and employment history.  Companies and individuals will be given a score based on these inputs which will determine their credibility, professionalism or loan worthiness. Eventually, with the expansion of gig and shared economy models of business, litigation database checks may well dictate every area of life.

By Abhinandan, ago

Drug Abuse Testing Policy at Workplace

More than 7 crore Indians are believed to be addicted to drugs. The most recent report that was presented in the Rajya Sabha shows ten suicides occur in a day in India due to drug abuse. In 2014, according to the National Crime Records Bureau, 3,647 suicide cases occurred due to drug abuse with states including Maharashtra, Tamil Nadu and Kerala recording the highest number of drug-related suicides. The government released data related to drug seizures which had increased by 455% between 2011 and 2013.

Some of the illegal drugs seized include cannabis, heroin, amphetamine, cocaine, hashish, ephedrine, heroin, methamphetamine, opium, morphine and methaqualone (mandrax) among others. Of these, ganja or cannabis, opium, brown sugar heroin and hashish are the most commonly used illicit drugs in India. More than 10 million people are estimated to be addicted to cannabis or ganja while heroin users are more than one million as per one estimate.

A majority of drug users are in the age group of 25 to 35 years which is the prime productive years in life. These years are also the make and break years as far as professions are concerned. Studies conducted in the state of Punjab found that 89% of drug addicts were educated and employed.

 

Ill effects of drug abuse

The annual healthcare expenses for dealing with consequences of drug abuse are as high as eleven billion dollars. Apart from the financial repercussions, drugs cause mental and physical health issues including:

  •  Insomnia
  •  Poor concentration and memory
  •  Violence or aggression
  •  Paranoia
  •  Suicidal tendencies
  •  Depression
  •  Brain and other organ damage
  •  Skin infections
  •  Weight loss
  •  Respiratory and digestive system disorders

 

How drug abuse is impacting the work atmosphere

Some of the risks at the workplace with drug abuse include a high risk of thefts, violence, drug pedalling, absenteeism, injuries and low morale of employees, all of which have a significant impact on productivity. Studies show that employees who are addicted to drugs:

· are late for work at least thrice as many times as others

· avail sick leave thrice as much as others

· have a fourfold increased risk of workplace accidents

One out of five employees who are non-addicts, state they had to cover for the employee who was an addict or that they have been injured because of the co-worker’s addiction. Substance abuse has also been known to be the major cause of violence at the workplace.

Corrective action: Drug abuse tests and counselling

Employers need to be aware of the legislation related to drug misuse and illegal possession at the workplace. According to the Narcotic Drugs & Psychotropic Substances Act, the possession, consumption and sale of any type and amount of illicit drugs are punishable. The punishment can vary depending on the seriousness or extent of the crime. First-time offenders may not attract punishment. For these, counselling and rehabilitation services can help address the problem.

A workplace policy should be developed with regard to drug testing, background verification and criminal history prior to employment and during employment. Random drug abuse tests can reveal any previously unknown drug abuse among employees.

The drug testing protocols can relate to:

  • Pre-employment drug abuse test
  • Reasonable suspicion-based drug abuse test
  • Follow up drug abuse testing for confirmation or post rehabilitation
  • Routine test for fitness
  • Random substance abuse test
  • Disciplinary consequences for repeat offenders post drug abuse test

Several drug testing panels are available in standard formats ranging from five to thirteen-panel drug testing with the number correlating with the number of drugs being tested. Of these, the five-panel drug testing is more commonly used.

Also Read: Drug Abuse Tests: A Beginner’s Guide to What & How?

By Abhinandan, ago
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