It’s one thing to market yourself in order to put your best foot forward to a potential employer. It’s another thing entirely to tell a bold-faced lie about employment history, job titles held, salary history, criminal record, and life experience. In some of the funniest, most-outrageous resume lies ever told, we can see the humorous side to someone’s tall tales. However, if looked at in a professional sense, it is quite the slap in the face to the Hiring Manager if the person is hired and cannot function in the role for which they were hired. This is one of many reasons why it is so important for companies to use employment background screening services to pre-screen and pre-qualify potential employees before hiring them. As one can imagine, disasters of mass proportion can occur in a financial and moral sense if proper employment background screening is not performed on each employee.

Applicant claimed to:

1. Be a part of England’s Royal Family. When asked to elaborate, said person told more lies about having stayed overnight with her “Aunt Diana” and babysitting her younger cousins, the young Princes of Wales. The HR Manager knew from her ridiculous answers that she was lying and promptly ended the interview.
2. Have been so stressed over her recent job loss as a means for explaining why her resume photo did not resemble her in any way. After a puzzling expression on the interviewer’s face and numerous questions about how a “recent” situation could have made such a vast difference in her appearance, the applicant admitted to using a much younger picture of herself on her resume to hide her actual age.
3. Have worked for the person they were interviewing with at a prior date, many years ago. After vehemently defending her memory of knowing the interviewer, the candidate was yet unable to name the company for which they both had worked. The Hiring Manager resolved to suffer through asking the last few questions of the interview and solidly decided not to call the applicant back for a second interview. Honesty is the best policy!
4. Own a popular chain of restaurants in the area and was looking for employment because he “needed something to do during the day.” After asking a few questions about how he got started in the restaurant business and which location was the first one, it became painfully obvious that the man had never been in the food industry and that he could not have possibly been the owner of the restaurant chain.
5. Have been a doctor in another country, but had been unable to pass the state board exam in New Jersey, so she was applying for the lead nurse’s position in the meantime. After calling the overseas University to check on her credentials, the University confirmed that the applicant had never attended the school!

All of these examples illustrate the importance of performing employment background screening before hiring anyone. There are many other embellishments that are sometimes found on people’s resumes that would seem to be “white lies” and would not make much of a difference in the end. However, for the 1 time you can catch the big liars, you’re saving your company, your customers, and, in some cases, your patients, from potential harm!

“Don’t fix something that isn’t broken” is how the saying goes. But what happens if you’re the one that broke it? This is the reality for Human Resources and Hiring Managers who select individuals based on their resume content and how well the person performed during an interview. But is this really a good picture of who the person is as an individual? Take a look at the news and you’ll find the answer. With resume falsification on the rise due to higher unemployment rates, it has become more crucial than ever for employers to perform a thorough employment screening prior to bringing someone on board. Here are 2 of these stories as told by the hiring managers.

One hiring manager from Sunnyvale, CA explains that while she was certain her candidate for the customer service management position was well-qualified in experience alone, she was left with an uneasy feeling about the applicant’s education level. After a number of shaky answers provided by the applicant regarding the actual campus (which she was familiar with herself), she decided to call the admissions office and ask for verification of her degree. To her mild surprise, the candidate had attended classes there for only one quarter and had dropped out. She remembers that process as being her first brush with a dishonest applicant. She went on to describe that it was made painfully obvious that from that point on, she would have to find a reliable employment screening agency and use them every time she needed to hire someone.

Another story from a Human Resources Director at a major hospital in Virginia underscores the severity of what can go terribly wrong when a person’s background is left unchecked. It was about 20 years ago, when she first started working there as an HR rep, and she remembers going through a young nurse’s resume and application. She decided to call her in for an interview and screen her to see if she’d be a good fit for the hospital’s Labor and Delivery Department. The young nurse passed the interview with flying colors and eventually landed a permanent position on the L & D floor. About 2 months later, and after numerous complaints from other co-workers regarding strange behavior and erratic behavior from the woman, the hospital was shocked when the police came to search her locker. They discovered several vials of liquid narcotics that had been missing from the hospital the prior week. After a drug screening was done, the nurse tested positive for the same narcotic that had gone missing. The HR veteran went on to explain that from that day on, their facility instituted twice-yearly drug screenings and criminal background checks for all hospital staff.

No matter what he industry or how nice a person seems, it is the nasty surprises that come after someone is hired that hurt the most. Not only does it hurt the company’s reputation due to the impression of shoddy hiring practices, but it puts some facilities in real jeopardy of negligent hiring lawsuits. This is most especially the case in the medical field where a patient’s life depends on the type of staff that is being hired. Stay one step ahead of your applicants and catch their resume falsification by hiring an excellent employment screening service before you hire someone!

In today’s world, identity theft is running rampant and people are suffering from irreparable loss of mega-proportions. When someone assumes another’s identity, it can wreak havoc on the victim’s ability to pay their bills due to overwhelming credit card charges and loans caused by the perpetrator. In the medical field, this type of fraud can take place with false charges of medical care that was never provided to someone. The government has suffered billions of dollars in losses since these schemes were first uncovered. Unfortunately, they continue today and subsequently cost the U.S. Government a sizable sum in false payouts for services never rendered.

Most of the physicians who provide Medi-Cal and Medicare services are honest and upstanding physicians. But in every good crop, a few bad weeds can erupt and grow among the rest. This is one reason why a criminal background check and a thorough employment background screening is vital. The key is for automated systems to be developed and task forces of investigators to be formed. Then, slight variations in services billed by these physicians can be detected and inconsistencies can be uncovered. There are systems in place right now that help to accomplish this, but nothing is perfect. Still, many fraudsters slip through the cracks and payouts are being made every day for false services.

So, who takes part in this type of scheme, you may wonder? According to the Department of Health Care Services (CDHS), there are several types of participants that have been identified. Here are their titles as well as what roles they play:

• A person who operates a laboratory or other diagnostic facility and who bills Medi-Cal or Medicare for tests on “ghost” patients who never came in for services. Referring physicians are named to try and cover their tracks, but when investigators interview them to check on the claims; they denied seeing those patients or ordering tests for them.
• Identity theft committed by a person pretending to be a valid Medi-Cal or Medicare provider and then opening a fake bank account and applying for a new provider number (usually multiple provider numbers and accounts are involved). The money for paid claims is then funneled into the fraudster’s bank account without the actual provider’s knowledge or approval.
• An individual who is paid to recruit patients and pay them for insurance fraud. One example on the CDHS Web site cited a person who picked up a van full of patients for Denti-Cal appointments at valid Denti-Cal clinics. Although the services were billed to the California-run Denti-Cal program, unlicensed individuals actually performed the services on these patients, but the fraudsters got paid by Denti-Cal as if they were actual providers.

In response to the overwhelming problem of fraud in the medical billing process, task forces, software, and investigative teams have been pulled together to help stop these false medical claims. When a provider has been convicted of crimes such as this, on a state level, many times they can escape future ramifications in other states by simply moving elsewhere. This is why a criminal background check and employment background screening are two of the best tools that hospitals and medical facilities can use to dig out the weeds before they are hired and can ruin their crops of good staff members and their facility’s excellent reputation!

We count on hospitals and medical organizations to have some of the best hiring and employment screening processes in the country. For the most part, they are on top of things and are able to weed out the “bad seeds” that shouldn’t be caring for us and our loved ones. However, with several loopholes in the internal and external reporting systems, some people still slip through the cracks. When this happens, it can reap deadly results for patients. Several cases in recent years have highlighted the importance of catching resume lies and accessing the true facts about someone’s past. No matter if they are an orderly, nurse, or doctor, anyone in a capacity who is able to access patients or medications needs to be fully screened and pre-qualified before they are allowed to step into a medical facility.

The first case that comes to mind is that of Dr. Michael Swango, aka “00 Swango, License to Kill”, as he was called by his friends in medical school. He was caught providing fake gynecological exams at his medical school and was almost expelled for it. The school made no note in his permanent record and allowed him to graduate. His next stint was for 1 year at Ohio State University where nurses noticed that seemingly healthy patients were suddenly dying under his care. One nurse actually saw him injecting something into a patient who later became mysteriously sick. The nurses told hospital administrators about their suspicions, but their accusations were dismissed after a very shallow investigation. Swango was employed in 1984 as an EMT where dozens of his co-workers were becoming violently ill any time Swango brought food or drinks to work for everyone. It was reported to the police and they found that he had arsenic and other deadly substances on him. He was subsequently convicted in Illinois on a charge of aggravated battery for poisoning his fellow EMTs and went to jail for 5 years. After his release, he simply told a few resume lies and was able to get employed at several other institutions where he killed dozens of patients before being caught and arrested for multiple murder-in-the-first-degree charges.

Even an orderly can have enough access to patients to kill them by the droves. In the case of Donald Harvey, aka “The Angel of Death”, he is purported as saying that he was doing his patients a favor by suffocating them or injecting them with deadly poisons to save them from the agony of their illnesses. This was not true, however, because he poisoned people in his personal life for the purposes of causing them physical harm in order to get back at them for wronging him or his loved ones. He was suspected of killing and harming patients long before his arrest in 1987, however. Nurses and other staff made a connection to patient deaths and illnesses, but nothing was formally reported to hospital administration for further investigation and he was allowed to continue his killing spree.

The key here is employment screening that covers more than just what’s happened in the state in which the person is applying for employment. There are 2 national reporting databases where criminal and disciplinary action can be reported and caught prior to hiring an individual. However, there really is no good way to catch out-of-state crimes, such as in the case of Dr. Swango’s 5-year sentence. We must then rely on: people not telling resume lies, hospital staff calling past places of employment for performance information, reporting (and documenting) suspicious behavior seen by hospital staff, and counting on more comprehensive employment screening databases that will catch these activities head-on.

When trusted medical professionals let down their employers, more than just the hospital suffers the consequences. Sometimes, the consequences are deadly. Charles Cullen is one of those cases. As a 14-year nursing veteran, Cullen confessed in New Jersey in 2003 to killing between 30 and 40 patients. Shockingly, Cullen is not the only medical professional to kill while on the job. Dr. Michael Swango, aka “00 Swango, License to Kill” and Nurse Donald Harvey, the “Angel of Death”, are 2 other well-known cases of serial killers who happened to work in a “helping profession”. What all of these serial killers have in common, besides a desire to kill, is the ability to move from facility to facility with no track record following closely behind. When employers get an application filled with resume falsification, oversights occur and people who should be in jail are suddenly employed…again.

In Cullen’s case, it is documented that he was fired 5 times and questioned on 4 separate occasions about suspicious patient deaths. Twice he was found to have administered medication to his patients in an inappropriate manner. The outrage in this situation, as well as in the others mentioned previously, is that each hospital where he worked didn’t know about his prior activities. After he was caught, New Jersey lawmakers began questioning our nation’s employment background screening process. They suggested a better database that would include information that was missing in Cullen’s case. But is that really the answer?

The issue at hand, really, is the hospital’s willingness to report the suspicions, instigate investigations, and to report their findings to the police. In both the Swango and Cullen situations, this did not happen. When looking back at the places where each of them was employed, criminal checks were performed, but they did not uncover a record in another state. None of the current procedures for background checks expand to other states. What happens in each state is held in that state’s database, and when checks are done in other states, say if the person moves from one state to another, nothing will be found. After Dr. Swango had already killed his first few patients, he was able to get jobs at numerous other institutions where he subsequently killed dozens of other patients! Cullen was able to wiggle through the system in the same manner.

According to Forensic Nurse Magazine online, physician data is contained within 2 database systems. One is the National Practitioner Data Base and the other is the Federation of State Medical Boards. As described by Robert Wise, M.D. on the magazine’s Web site, the Federation’s database contains reports from the state medical board of every state. On the other hand, the National database gives information to hospitals and medical facilities about issues like disciplinary action, payments of malpractice insurance, and any punishments that a hospital issued to a healthcare provider. It seems like every square inch has been covered so that it becomes easy to weed out the criminals or those with malicious intent…right? Not so, says Wise. “There have been instances where hospitals have faced costly lawsuits after taking away a physician’s privileges. Instead, the physician is asked to leave, no report is generated and the physician is free to practice somewhere else.”

The best bet is to hope that the doctor isn’t a fan of resume falsification and that an employment background screening and criminal check will uncover any red flags before they are hired somewhere else. But, it has to start with the institutions properly reporting all issues with their employees in the hopes that it will positively affect the outcome for their future patients.

When we go to the hospital for medical care, we expect to have our health improved. But one nurse at the Veterans Administration was doing just the opposite. While others were saving lives around him, Donald Harvey was quietly killing them. It is suspected that his killing spree may date back as early as the 1970’s when he began working as an orderly at Marymount Hospital. There couldn’t be a better example illustrating the importance of a criminal background check and employment screening in the medical field. As this story unfolds, we’ll take a deeper look into how the medical system failed its patients by allowing Donald Harvey to continue his silent patient massacres.

The first signal of trouble with Donald Harvey occurred at Marymount Hospital in Kentucky where he was employed. Several patients died under his care that should never have been close to death’s door. Harvey later admitted that he killed at least 12 patients during his employment at Marymount. After being suspected of poisoning a patient, Harvey was allowed to resign from Marymount with no charges brought against him and no permanent record of the suspicions in his personnel file. What he went on to do at other medical facilities is unfathomable.

After being apprehended in 1987, Harvey admitted to his activities and everything came to light. His methods of choice for killing his patients included suffocating them with a plastic bag or wet towel, adding rat poison granules to his patients’ desserts, contaminating their orange juice with cyanide or arsenic, or injecting arsenic through their I.V. fluids or directly into their bodies via a syringe. But his claim of being an “Angel of Death” to his patients by helping them end their suffering are unfounded when you look deeper into the revenge poisonings he also committed.

To get back at a renter who had argued with his lover about an electric bill, Harvey tainted the woman’s pie with a tiny amount of arsenic in order to make her become ill. In another self-confessed instance, Harvey suspected that his lover was having an affair so he poisoned the man’s food with arsenic so he would become too sick to go to work. The culmination of his behavior finally became more public when a coroner examined a body that had been in a major motorcycle accident. When the contents of the stomach were exposed, the sickly-sweet scent of cyanide filled the air. The poisoning was traced to 35 year old Harvey who had cared for the man at Drake Memorial Hospital. He admitted to the crime and to dozens of other killings at each of his places of employment.

It was later discovered that Harvey had been stopped by the VA police 2 years before his arrest and they had searched the contents of his gym bag. They found numerous items that would be the cause for suspicious for anyone, nonetheless a healthcare worker: a gun, needles and syringes, a cocaine spoon, occult books, and medical textbooks. Harvey was fined a small amount of money and shortly thereafter, he resigned with no criminal consequences from the state or on his employment record. For an interview in 1991 for the book “The Columbus Dispatch”, Harvey was asked why he killed. One of his responses was, “Well, people controlled me for 18 years, and then I controlled my own destiny. I controlled other people’s lives, whether they lived or died. I had the power to control.”

This case clearly demonstrates the urgent need for hospitals to clearly communicate any suspicions they have about their employees to law enforcement. Proper investigations must take place and findings must be documented so that through an employment screening and a criminal background check these killers can be stopped in their tracks.

In healthcare, missing the minute details about an employee’s past can be devastating, both for the healthcare facility as well as the patients they care for. At some point in our lives, everyone is a consumer of the services provided by medical professionals and we put tremendous trust in them. We assume that they have a high level of competence and that they are upstanding citizens. However, the truth is that physicians and healthcare workers are regular people who make mistakes like the rest of us. When these actions involve criminal behavior, their right to continue providing medical care needs to be taken away. If employment screening and a criminal background check do not occur prior to hiring (and then continuing during their tenure), financial and physical harm can ensue.

Lawsuits are one consequence suffered by facilities that employ a medical practitioner without performing thorough employment screening. In the 1997 case involving Dr. Michael Swango, proper credentialing and criminal records were not adequately checked. This resulted in Dr. Swango being employed at multiple facilities across several states with a trail of dead patients left in his aftermath. Some of the hospitals that employed him had performed checks on his past, but the system is flawed because criminal information on doctors is not passed on from state to state. He was aware of this and simply moved from the state in which he was living to escape prosecution. The institutions that employed him were unable to uncover his prior conviction of poisoning co-workers which had resulted in 5 years of incarceration! What facilities can do to remedy this is to contact the medical board in each of the states the doctor has practiced in to see if any violations, prior prosecutions or complaints exist. Of course, this is assuming that the medical provider is honest about all of the areas where they have practiced.

Physical harm is the next consequence that can come to patients and employees when medical facilities fail to run a criminal background check or perform employment screening. Again, in the example of the Dr. Michael Swango case, grave physical harm came to patients who were put under his care. He was convicted for a total of 4 deaths, but the actual number of deaths that occurred mysteriously under his care is estimated at between 35 and 60 people (James B. Stewart (1999) Blind Eye: How the Medical Establishment Let a Doctor Get Away with Murder). This physician was found to have multiple suspicious and negligent actions dating back to his early days in medicine. So what went so wrong? First, medical schools and facilities that had employed him either didn’t investigate and report their suspicions or failed to check his prior places of employment.

In the field of medicine, people’s very lives depend on the capabilities of our doctors and caretakers as well as their dedication to the Hippocratic Oath; to do no harm. When they are negligent or criminal in their actions, they need to be discovered and promptly removed from their positions as providers. Employment screening and performing a criminal background check are both vital parts of verifying that a medical worker is both qualified and deserving of the great responsibility of caring for other human beings.

It’s an uncomfortable experience: that sudden stabbing feeling in your gut when you realize that an employee you hired is not who you thought they were. It can come as a shock, as in the case of finding out that someone is stealing from the company. Or, it can be an obvious build up over time, as in an employee losing another client due to incompetence. In the work place, resume falsification has become more common as this economy forces people to become desperate to find jobs. Inflation of job titles, exaggerated salary history, and degree falsification are just a few of the example of lies found on some resumes. In fact, the statistics show that up to 43% of all resumes contain some form of intentional misinformation. Learn how to hire the other 57% that aren’t lying; by following these 3 steps, you can hire a highly-qualified employee every time.

Hire using a multi-faceted approach.
What this means is that several thorough steps should be taken before narrowing down your candidate choices to 1 or 2 people; don’t rush the process due to the urgency to fill a position. Review resumes from top to bottom and highlight areas of concern or items that need further clarification. Then, speak to everyone you’ve selected over the phone and ask lots of questions including presenting them with questions like “What would you do if you caught an employee stealing from us” or “What do you think clients need from you?” Next, invite the final 4 or 5 people in for an interview. Finally, invite your first and second choices back for another interview and arrange for other department heads or managers meet with them as well.

Do background research ahead of time.
In this day and age, the potential for huge loss through larceny or a multi-million dollar lawsuit looms over any company. Take a hospital, for instance, who takes on the liability and risk of hiring people who are trusted to treat and care for their patients. It is imperative that their employees not have prior convictions for crimes like drug abuse, assault, or manslaughter, just to name a few. Finding out ahead of time that someone has a history of these types of behaviors through checking their criminal record is the very best way to prevent lawsuits. It’s critical to find this information out before inviting them to become a trusted member of your team.

Continue checking employees periodically after they have been hired.
Even if someone has already been working for you, it is still important to verify that they are qualified to continue being employed. Employment screening services like Accu-Screen make all the difference in catching resume falsification during the hiring process, but they should be an ongoing part of checking current employees as well. In industries such as healthcare, banking, childcare, and transportation, consider enhancing your annual or quarterly employee review process by ordering screening tests. These may include drug testing, DMV record reviews, and criminal investigations; many more types of screenings are also available.

With these few adjustments to your hiring and employee review processes, you can be assured of success in finding and keeping people who are your most-valuable asset (not your greatest liability)!

“Infinity screening” can protect businesses during the economic downturn, firm reports

Tampa, FL / June 3, 2009 — Another negative consequence of the economic downturn: employee fraud and thefts are on the rise, according to internal company records at employment background screening firm Accu-Screen, Inc.

Periodic credit and criminal background checks, also known as ‘continuous screening’ or ‘infinity background screening,’ have been shown to be effective risk management tools for companies and a major deterrent against potential fraud.

Employees facing increased financial hardships (such as having a spouse who was laid off, a sick family member or a home at risk of foreclosure) are more likely to take illegal actions to augment their incomes.

“The stress of these types of situations has lead to violence in the workplace, embezzlement and identity theft,” says Kevin Connell, chief executive officer and founder of Accu-Screen. “Employee larceny and other illegal acts can weaken or even ruin a corporation.”

Many frauds are conducted by trusted long-term employees who are in positions of responsibility, such as bookkeepers and accountants. Companies should watch for employees who are living a lifestyle that seems beyond their means, as well as employees who never take a vacation or try to prevent others from seeing the firm’s books or accounting software.

While most hiring managers understand the benefits of screening new hires, it’s less common for companies to continue screening their current employees. This can be a costly mistake. There is no guarantee that an employee who is hired with a clean criminal and credit record will remain that way.

In a February 19 Wall Street Journal article on this trend, writer Simona Covel reported: “Small companies are especially vulnerable because they often lack stringent internal controls to prevent fraud. Sometimes managers of affected companies attribute lost funds to lower sales – never even suspecting foul play.”

The following facts show how widespread this problem is:

* American organizations lose an average of 7 percent of their revenues to occupational fraud, according to the Association of Certified Fraud Examiners.

* The cost of fraud in the U.S. is estimated at $6 billion annually.

* Embezzlement has been the No. 1 financial crime for the past four decades; almost one-third of all company bankruptcies can be attributed to embezzlement.

* Fraud, identity theft and property thefts account for 60 percent of a company’s annual losses.

* Common employee frauds include false invoicing, check forgery, theft of cash and goods and setting up ghost employees or ghost vendors.

“The ‘employee from hell’ can kill a business in a New York minute,” Connell says. “Pre-employment screening reduces the risk of a bad hiring decision; post-employment screening minimizes the risk to which a company is exposed over the long term.”

By hiring a reputable background screening firm, businesses can protect their company from fraud and help ensure their survival during the current economic crisis.

About Accu-Screen, Inc.

Since 1994, Accu-Screen, Inc. (http://www.accuscreen.com/default.html), has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background checks. Its reports are delivered to companies across the world in 24-72 hours. CEO Kevin G. Connell founded the company with a burning desire that companies hire the right people from the start, resulting in greater cost control and better safety in the workplace. Mr. Connell also serves as a national speaker and expert in negligent hiring, resume fraud, employee theft, and embezzlement.

“I think I’ll hire you because you kept me entertained the best during surgery.” That was my “You’re hired” speech from the plastic surgeon whom I had been interviewing with all morning in the operating room located in the rear of his office. I was raised to trust those in respected positions of authority such as teachers, police officers, and doctors. I grew up feeling like they were immune to the social ravages of the rest of society. When good or bad were the only 2 decisions, they would surely always choose right. Right? Not really. As an adult, I quickly learned the importance of criminal background searches.

I was about 22 at the time and had just finished surgical technology school after a year of studying and internship. I had put my resume out there and was thrilled when I was invited to assist in surgery that Saturday morning. I walked in and was immediately tasked with mixing the patient’s medications that were to be injected through his I.V. during surgery. I told the doctor that I was taught never to medicate patients and was therefore not taught to mix meds. The surgeon scoffed at me and said that all of his techs did it and if I got hired, I’d be mixing his meds every time. Warning lights were starting to blink.

The next red flag was that I was interviewing with a Registered Nurse and another more experienced Surgical Tech. I figured they were shoe-ins for the job due to their years of experience. The doctor asked us personal questions throughout the surgery, made crude jokes and challenged us to tell some and see which of us was most entertaining. He rationalized that since he would be spending a great deal of time with his assistant, he preferred someone he could laugh with. Blinking red caution lights are flashing even faster now.

After surgery, he dismissed the RN and the other Surgical Tech and left me to tend to the patient while he was in his office on the phone with his girlfriend. He told me to monitor the patient’s blood oxygen and if it stayed at a good level, I could remove his I.V. Okay, number 1, I had never been trained to know what range of blood oxygen was even safe and number 2, I was taught to never mess with the patient’s I.V. or use needles on them. Then, it got really interesting when the patient started to choke on his blood (he had a nose job) and was still under the influence of the anesthesia! I frantically called to the doctor (it took him 3 times to annoyingly answer me) and he yelled at me to suction him out and try to wake him up. He didn’t get off the phone…

Red lights are blaring so brightly that I can hardly see anything else in the room.

After all that, he offered me $10 an hour and told me he wouldn’t pay me any more because I still had a long way to go with my skill set. I ran from that office as fast as my legs would carry me! And wouldn’t you know that about 5 years later I heard about my “friend” in the news. The Orange County Register reported that he had been arrested due to multiple counts of medical malpractice under an assumed name (I didn’t see that one coming). The bottom line is that when medical facilities hire people, they must make certain that their employees have a clean record! Utilize an employment screening service like Accu-Screen who specializes in criminal background searches, drug testing, and license verification to name a few. I could have been arrested along with that doctor for medical malpractice if I had been too naïve to see the warning lights from a mile away.