Sometimes, the toughest part of my job is giving advice that no one really wants to hear. A client recently reached out with a very difficult situation: Years after hiring an employee whose background check originally came back “all clear,” serious criminal convictions were later discovered.
The employee had already been with the company for several years and had not caused any issues during that time. On the surface, everything seemed fine. But once the convictions came to light, the client faced a hard decision.
After carefully reviewing the situation, I recommended that the employer end the relationship with the employee. Why? Because of the nature of their business, the seriousness of the offenses, and the potential liability if something were to happen in the future. In these cases, protecting the company, its clients, and its reputation must come first—even when the decision feels uncomfortable.
These are the kinds of challenges that business owners don’t always anticipate when they first start hiring staff. Background checks are not just a “one-and-done” process. Laws change, records can surface later, and sometimes, difficult truths come to light well after the initial hire.
At People First, part of my role is to guide clients through these tough calls—helping them balance fairness, compliance, and the safety of their business. It’s never easy, but having the right advice can make all the difference when the unexpected arises.
