Rapid Test
$25.00/5 panel (Coc, Amp, Meth, Opi, THC)
$35.00/10 panel (Coc, Amp, Opi, THC, PCP, BZO, BAR, MTD, MDMA)

Hair Follicle Drug Test
$150.00/ 7 panel (coc, Amp, Meth, Opi, THC, PCP, MDMA)
90 -day drug history is approximately 1/2 of hair. it takes the drug 7-10 days to grow into the hair in order to be tested.

CPR, First Aid and Bloodborne Pathogens Training

All companies should be completing some type of pre-employment checks on potential employment candidates. Without utilizing this type of service you have a much higher liability. For example, let’s say you have employees in your accounting department. Employees working with money must have no prior convictions of embezzlement or check fraud. In addition, it is a good idea to look at the credit rating of an employee working with money. If you have employees who drive for a living, a Driver’s License check is imperative to lower insurance rates. Employees who enter private residences should always be checked against the Sex Offender’s list. And all potential employees should have their prior work history referenced, as well as any professional degrees. 75% of all resumes have unauthenticated information and an interview alone does not reveal this information. The following categories will list what type of background check should be checked for each type of employee.

Please note: a release form (provided by our service) must be signed by the potential employee to allow these types of checks and the type of employment will dictate what kind of offenses are usable. In addition, all of our services provide a multiple county check to encompass surrounding cities. For example, in Dallas/Fort Worth, all background checks include the counties of Dallas, Tarrant, Denton, Collin, and all surrounding counties. This provides for a low-cost service with full coverage for any city.

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Criminal Background Checks
This service supplies criminal (both misdemeanor and felony) information on all employment candidates. Every company should be completing criminal background checks on all candidates being considered for employment. However, the type of position will dictate what type of conviction can be used. For example, a DWI on someone’s record would not necessarily affect a candidate applying for an assembly line position.

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Driver’s License Check

Any employee who drives a company vehicle or rents a vehicle on a regular basis should have a Driver’s License check as a pre-employment verification and should also be checked annually. This service provides information on speeding tickets, accidents, and other moving violations. Obviously you don’t want someone driving a company vehicle who has had 3 vehicle accidents in the past year. This can also lower your liability insurance rates.

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Sex Offender Records

Companies who have employees that enter private residences or small companies should always check potential employees against the Sex Offender’s list. Sears, now owned by Kmart, was successfully sued repeatedly in the 1970’s for not completing due diligence in hiring their employees. If Sears had completed background checks on their employees these lawsuits would not have been lost.

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Prior Employment Checks

All employers should check all employment information listed on the candidate’s resume/application. Ideally you want to talk to the candidate’s supervisor at the each prior position, but this is not always possible. If you are referred to the Human Resource department, because that is the company policy on reference checks, verify the dates of employment and position. With a signed release (written into the application), you can verify wages and other information. In 20 years of working in Human Resources, most reference checks come from mortgage companies, car sales, and apartment rentals. Very few reference checks are from employers. Without reference checks, you are relying on information coming from the candidate only. With a high occurrence of fraudulent degrees and work history information, that information is unreliable. Recently, some states, including Texas, have adopted legislature that allows employers to reveal information on prior employees without fear of retaliation, even if the employer did not take the prior employee to court for a conviction. If you do no other background checks, this is your least expensive and most reliable source of information.

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Credit Reports

Potential employees who will be working with money should always have a both a criminal background check and a Credit Report completed before making an offer of employment. Numerous cases involving embezzlement occur because the employee needed some quick money to resolve a situation that involved over-extended credit. However, a Credit Report in itself should not deter an employee from obtaining employment. The Fair Credit Reporting Act has several components that justify this type of report. Please contact a Human Resource Professional or Attorney before utilizing these reports.

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Reference Checks

This service verifies the legitimacy of their professional degree or license. If you are hiring a professional it is worth your time to ensure their degree is authentic. All employers should complete all reference checks on a potential applicant’s resume/application before making an offer of employment. In 20 years of working in Human Resources, most reference checks come from mortgage companies, car sales, and apartment rentals. Very few reference checks are from employers. Without reference checks, you are relying on information coming from the candidate only. With a high occurrence of fraudulent degrees and work history information, that information is unreliable. Recently, some states, including Texas , have adopted legislature that allows employers to reveal information on prior employees without fear of retaliation, even if the employer did not take the prior employee to court for a conviction. If you do no other background checks, this is your least expensive and most reliable source of information.

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