Why We Do Background Checks
Hewitt Associates LLC, its subsidiaries, and affiliates (“Hewitt”) are committed to bringing the highest-quality service to our clients. To that end, Hewitt hires talented, results-focused associates who act in accordance to the highest ethical standards.
If you are offered a job by Hewitt, you must pass a background check as a condition of employment. Background checks are conducted in compliance with all legal and professional standards.
We do background checks for two reasons. First, it helps protect Hewitt, its associates, clients, and data from anything that may threaten the security and/or integrity of our work environment. Second, it helps us assess the qualifications and suitability of an applicant for a position. Depending on requirements of the position, an applicant’s information is reviewed and verified against set criteria to determine eligibility.
More About Background Checks
Purpose of Background Checking
A background check is an important part of the selection process at Hewitt. It helps promote a safe and secure work environment, and affords additional protection for our clients. Background checks provide additional applicant-related information that helps determine an applicant’s eligibility for employment and a current associate’s eligibility for continued employment.
The purpose of a background check is twofold—to protect Hewitt, its associates, clients, and data from anything that may threaten the security and/or integrity of Hewitt’s work environment and to help assess the qualifications and suitability of an applicant for a position. Hewitt conducts background checks and pre-employment screenings in compliance with all legal and professional standards.
When Background Checking Is Used
New Associates: Hewitt is committed to completing a comprehensive background check on every associate in accordance with the laws and customs of the country in which he or she works. This policy requires that all job applicants to whom an offer of employment has been made pass a background check as a condition of employment. Depending on requirements of the position, an applicant’s information is reviewed and verified against set criteria to determine eligibility.
Current Associates: Current associates may be required to go through a background check, and the same standards outlined in this policy must be met for continued employment with Hewitt. Circumstances that might necessitate a background check include, but are not limited to, transferring to a client team that requires a more extensive background check, being on a team that implements expanded background checking, or assuming a role that requires driving a Hewitt-owned vehicle. Hewitt reserves the right to conduct a background check on associates at any time. Background checks may include any of the above-mentioned components.
If a current associate does not meet the background checking standards set forth in the policy during the course of his or her employment with Hewitt, he or she will have the same ability to challenge any adverse finding. However, such finding may also result in separation from the firm.
Global Background Checking Standards
The laws and customs of countries vary considerably and, as a consequence, the checks conducted will vary. However, Hewitt has set a global standard that we are working to meet in all locations to the extent allowed by local law, including:
- Verifying the most recent educational credentials, employment for the prior five years, and criminal history.
- Using national ID numbers to support the criminal check, where such numbers exist.
- Implementing reporting capabilities allowing us to monitor results over time and confirm team member eligibility, if needed, to clients.
- Providing for a consistent means of validating eligibility across locations (e.g., falsification of educational credentials will be a disqualifying result in all locations, within any local legal limits).
Our ability to complete some components of client-desired background checks varies by country. In addition to legal limitations, the infrastructure may not exist to complete some components (e.g., commercial credit checks are not available in all areas), and Hewitt’s background checking program may vary by business segment. To the extent that these checks can be done in each specific country, and are desired by the client, they will be performed at an additional cost. They are not part of our global standard.
Additional optional checks may be completed where they are possible in a specific country and are desired and paid for by the client.
Background Checking Standards for India
Hewitt’s India background checking policy limits all background check inquiries to information that impacts job performance and the workplace. A consumer report and/or investigative report will be requested as part of the background checking process for all new hires and for current associates as outlined further below. Inquiries are conducted by a third party/agency. Applicants who don’t meet the background checking standards will be provided with information on adverse findings, and this may lead to disciplinary action up to and including withdrawal of appointment or termination of services of the associate. Applicants will have the opportunity to dispute any adverse findings.
Types of Checks and Criteria
| Type of Check | Criteria |
|---|---|
Education Verification |
Verify highest qualification |
Employment Verification |
Verify previous two employments or last five years of employment, including current employer. Verify salary data on most recent employer, perform due diligence to verify. |
Criminal Records Verification |
Police of Court record check on the background of the candidate to ascertain involvement in criminal activities. Address verification: Confirmation of the stated (current and permanent address) through a physical visit. |
Database Checks |
Check India-specific and global databases to ascertain any negative records on the candidate. |
Modifications
We reserve the right to modify this global policy statement and any location-specific policies. The effective date of these modifications will be communicated a minimum of 10 business days prior to the change.
