The SafetyNet product is DISA's NatCrim product. It generates information from hundreds of different data sources to provide an applicant's address history, name variations, and aliases. The information comes from three general categories: credit bureau header data, commercially available sources like utilities and phone companies, and public sources such as property records, licenses, etc. This information is utilized by DISA as a pointer file to ensure the necessary jurisdictions and aliases are searched for records pertaining to an applicant. This information is utilized internally and our clients do not view the data returned per FCRA regulations.

No, occupational health was designed to enhance workplace safety. Companies that follow best practices in occupational health can expect reduced risk and costs, enhanced employee performance and productivity, litigation avoidance, reduced employee turnover rates, and more.

Depending on the industry and the specific job, an employee may be asked to undergo certain occupational health medical services to ensure that they are physically fit and capable of performing the tasks required of the job. In such circumstances, it may be necessary for occupational health physicians and licensed health care professionals (PLHCP) to ask for medical records to further evaluate and make a safe decision regarding any underlying health conditions an employee may have that could pose a risk while on the job. For example, an employee undergoing a CDL physical exam who has a positive medical history may require additional medical documentation such as labs, diagnostic testing, etc.

Depending on the industry, some employers are required to abide by federal and state regulations and laws for workforce health and safety.

Occupational health services range from audiometric testing to on-site health and mobile collection services, immunizations, physical exams, and more. These services focus on helping businesses maintain a safe and healthy workplace by identifying health risks before they're an issue. Additionally, occupational health assists with hazard prevention, injury care, and ensuring employees or candidates meet the general health requirements for a job.

DISA Global Solutions is only responsible for reporting background screening results to your employer. Your employer or HR representative is responsible for reporting your background screening status since they ultimately determine hiring decisions.

Background screenings can vary greatly depending on what is required of certain positions, industry standards, and state laws. DISA's products include:

Background screens (or checks) are a way for employers to verify information about an applicant and/or current employee, getting a comprehensive understanding of who they are to ensure they make a safe hire. For many employers, a background screen is usually conducted as a simple pre-employment process, but depending on the industry and position they can become quite complex. Background screens can typically include employment/education verification, driving records, credit reports, or even social media in some cases. When combining products to create a custom program, employers can better maintain compliance and meet industry standards.