Continuous Monitoring, why it makes sense and what it entails.

  • November 12th, 2021
You have the first phase covered, Pre-Screening. This step will reduce your negligent hiring risk significantly. But what happens after you have hired them? How do you mitigate any possible employment-related claims?
Continuous Monitoring, why it makes sense and what it entails. image

Continuous monitoring is defined as the (post-hire) process of screening employee records in real-time to flag internal threats and safety concerns.

You've done your due diligence and pre-screened your new hires, great job! But life is not static, things happened that we may not be aware of in time to mitigate any possible repercussions. Your organization's workforce is composed of a group of people with different backgrounds and situations in life. Not everyone is forthcoming when an incident occurs that may endanger their job or good standing within your organization. So how do you deal with these scenarios?

Why it makes sense. When the workforce is aware that they are going to be monitored for any possible criminal activity, they are generally discouraged to engage in that sort of behavior. Implementing a continuous monitoring system is simple and cost effective. Look up cases of employers that failed to discharge an employee who management knew, or should have known, had a propensity towards violence, sexual harassment, or dishonesty. The figures are scary.

This is not a full report, it is just a specific product that will allow you to get a snapshot of what has happened since hire. Examples of these products are: National Criminal Database, Sex Offender Registry, and Motor Vehicle Registry. Identifying recent criminal activity will reduce your workforce risk exposure and future incidents that may lead to lawsuits.

We can set monthly, quarterly, semi-annual, or annual screening defined by the positions that are of higher risks. This is not a full report, it is just a specific product that will allow you to get a snapshot of what has happened since hire.

What it entails. Each state has a different regulation of verbiage that can be included in the application forms, and some have limitations on evergreen clauses to allow the employee to know when a background check is being conducted and why. We strongly advise to discuss with your legal counsel to see how they can "word-it" or what forms should be included on the hiring process that will allow you to perform continuous screening throughout the employment time frame.

Look into the claims that have affected your insurance premiums, work turnover or incidents related to work safety. These will help you pin-point the areas that need screening, and PDA is here to assist you with the screening tasks. Please contact us at info@pdainvestigations.com with the subject line: "Monitoring" - and we will coordinate to discuss any of your concerns.


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