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Thinking about handing over access to your customer database or perhaps employee data files to an outside contractor?  You may want to take just a few moments to really think it through.  With data theft on the rise and the number of cases where loaner laptops are lost or stolen it might be time for a change and STOP handing over the keys to the store.

Our increased dependency upon specialized contract labor often provided the same levels of access to highly sensitive resources and internal access and typically granted to employees only may be more harmful than helpful to an organization in the long run.  While the talent pool is stretched thinner by the day in programming and technical fields, contractors assume an important role in the implementation and creation of infrastructural systems and databases.  Along with access to sensitive resources for some has come the opportunity for theft. Access that should not be handed out to any said expert without proper scrutiny has resulting in a nightmarish situation for some. Think data theft can't happen to you?  Think again! hidden dangers back ground checks.

Although not all independent contractors who provide services to you should be forced to undergo a lengthy background check, but at least secure the flow of sensitive information and employee accessibility.  The real question here is should you let an outsider have access to internal databases and employee information?  If your answer to this question is yes than how about this question; a stranger without a background check who is onsite, has access to your employees or not onsite but has access to your financial data or intellectual property. Would you be willing to share current hiring practices and background investigations check points with your customers? What about regular employees who have submitted to a series of rigorous testing and endured long waiting periods before they can even begin working?  Most of you are most likely thinking absolutely not. data theft at Los Almos ends in sever punishment

Exercise caution when doling out your company's sensitive information to a third party. The dangers of providing access to sensitive internal resources to a contractor are real and illustrated in headlines every day. It is critical you reexamine your current levels of provisioning access granted to outsiders and that all individuals are screened regardless of employment status. Performing checks on everyone may not be a popular practice among contract labor but it is the right thing to do in order to protect employees and your customers. Individuals who have access to your building via an entry badge also have direct access to your employees. Perhaps you only grant contractor access to your network, databases or e-mail system only and they never physically come on site. Should they also be checked? Yes!

Everyone must submit to a background to ensure nothing is missed. After all it is the right thing to do for your employees and customers who automatically assume you've checked and your primary concern really ought to be their physical safety and data security.

While researching an article I kept bumping into buzz words used heavily in the independent contractor compliance world. In addition to these buzz words I also discovered there are pages and pages filled with industry experts and their credentials with offers of amazing solutions to help employers avoid the land mines associated with usage of the independent contractor. Words like worthy co-employer, co-employment protection, legally engineered program, risk mitigation and employer of record just to name a few.

Industry Lingo:

http://www.answers.com/topic/free-lance-employment-independent-contractors?cat=biz-fin

 Solicitations for employer company's looking for a solution provider to help answer questions like "who is after me and why should I care" or simply want to align themselves with a "worthy co-employer" need look no further.  It seems the industry is chock full of qualified compliance providers who possess equal levels of experience, industry knowledge and have years of practical experience with helping hundreds of employers to reduce or eliminate its risk! Which solution is right for you?
 
Know your co-employers! Ask hard hitting questions prior to making your final selection for a compliance provider. Remember, aligning yourself with a "worthy co-employer" will save you time and money in the long run. Asking basic questions related to IC compliance and collection of the documentation as evidence of experience are the first steps in a very involved selection process of a provider. Start by asking baseline questions:

1. How many IC evaluations have you performed?
2. How do you remain current on relevant compliance issues, law and legislation?
3. Do you provide support in an audit with the IRS, EDD or other auditing agency? 
4. Have you represented a client in a state or federal payroll audit or worker classification issue?
5. How many agency audits/ have you assisted clients with? 
6. What were the results of the audit(s)?
7. Have you ever had a worker classification overturned by a government agency? 
8. If so, what was the financial impact e.g., taxes, fines, penalties, etc?
9. What companies do you currently provide evaluation services for and how long have you been providing these services?
10. Can you provide references from your current clients on your compliance process or testimonials regarding your risk solution or audit experience?