From your dashboard under upcoming, click employees and a list of all scheduled upcoming employees will appear. You can click on each employee to expand their detailed training information. From your dashboard under pending, click employees and a list of scheduled employees for today will appear. You can click on each employee to expand their detailed training information.
From your dashboard under upcoming, click employees and a list of all scheduled upcoming employees will appear. You can click on each employee to expand their detailed training information. From there you can cancel one training or cancel all. Another way to cancel scheduled training is to go to your employee roster. Search for the employee, select employee. You can cancel one training or cancel all.
If you're registering someone for BOP/BOPR, two sites plus Fall Protection Hand-On training is allowed. If BOP/BOPR is current, multiple site-specific trainings can be taken together on any day of the week (M-TH) between the hours of 6:30 am to 1:30 pm
Invoicing is based on account activity. Most accounts are processed through a credit card (taken at registration) upon check-in on the day of training. Call 815-744-3884 to determine if your account meets the criteria for invoicing.
To provide a safe and substance-free contractor workforce while protecting employee rights and privacy. NASAP includes a process for rehabilitation and keeps individuals that test positive from moving between contractor companies without successfully completing an approved rehabilitation program.
NASAP reduces unnecessary testing redundancy thereby reducing the overall administrative costs for both owners and contractors.
TPAs will administer the NASAP for participating employees of their contractor clients.
Administration includes notification of required tests, specimen testing, database management, medical reviews, referrals to substance abuse professionals for rehabilitation and maintaining status information for employees. Additionally, TPAs train appropriate contractor employees that will be involved in administering the substance abuse program. TPAs will report employee statuses to the central database and will coordinate with other TPAs as employees transfer to other employers.
The contractor should discuss with their TPA the collection facilities the contractor would like to use. The TPA will contact the collection facilities to discuss the procedures for handling the specimen. The employee should contact their employer to find out what collection facility they should go to.
ASAP Drug Solutions
See the TRMA website under “Substance Abuse” for information about each TPA. It is important for Contractors to comparison shop for the TPA that best suits their needs regarding fees and pricing, convenience of collection facilities, etc. The TPAs listed are national organizations and will work with you to find the most convenient collection locations.
TRMA provides a drug-screen look-up function for contractors and manufacturers through the training database. The database is the same software through which contractors order background checks, register for training, check training history, etc.
• Establishing a business relation with a NASAP TPA,
• Having employees sign a one-time Global Release form and sending these to the selected TPA. If signed Global Release forms are not on file, employee NASAP status cannot be uploaded.
• Ensuring that employees have been tested in accordance with the NASAP, and
• Ensuring that employees are active in the NASAP database by doing a drug screen look-up before sending workers for substance abuse testing and/or the worksite. (Note: manufacturers may use gate-check procedures to ensure NASAP eligibility. Non-eligible employees will be denied access.)
S2Verify can setup a new account in a matter of hours. The application is available on the TRMA website at https://fs17.formsite.com/blazon0421/form40/index.html After an application is submitted and accepted by S2Verify, you will be contacted by TRMA so orders can be placed.
A background search consists of the following elements:
• Social Security Number Trace to determine past addresses
• Motor Vehicle Record Search
• Prohibited Parties Database Search (Patriot Act)
• County Criminal History Search for the previous seven (7) years in each county where the applicant resided during the seven (7) years
• Federal Criminal Search for the previous seven (7) years in each Federal District with jurisdiction over the county where the applicant resided for the previous seven (7) years
• Sex Offender Criminal Search
Each contractor company will have to set up an account with S2Verify before they can request background checks for their workers. The necessary forms and instructions are available on the TRMA website at http://www.trma.org/pdf/BCG_ordering.pdf.
The training registration system will prompt the contractor to request a background check if the worker has not had one in the previous two (2) years and a background check is required to work at the plant.
The Contractor (employer) must have authorization from the worker to request a background check. A sample Consent Form was provided by S2Verify at the time the Contractor account user ID and password were sent to the Contractor. A sample Consent form is also available on the TRMA website at http://www.trma.org/pdf/S2Verify_Consent_Form.pdf. The worker must complete and sign the Consent form prior to the employer ordering the background check. The Contractor is required to keep the Consent form for three (3) years.
The following worker information is needed to request a background check:
• Full legal name
• Social Security Number
• Driver’s License Number & State of Issue
• Current Address (street, city, state and zip code)
• Date of birth (month, day and year) must be 18 years old
It typically takes one (1) to two (2) business days. The employer’s company contact will receive an email from S2Verify when the background check has been completed and the report is ready to review.
Can the Employer send the worker to the worksite before the results of the background check are known?
The worker can report to work after the background check has been ordered. It is not necessary to wait for the results of the background search before reporting to work but the employer must check the results to verify the employee meets the owner’s criteria.
The employer is responsible for reviewing the results of the background check for each worker. If a worker does not meet the owner’s criteria, the employer is responsible for removing the worker from the worksite immediately.
The worker must have a U.S. issued social security number in order to have a background check ordered. For non U.S. resident workers, the employer needs to contact the manufacturer to discuss this situation.
The results of the background check will be posted to the employer’s account on the S2Verify website. The employer must log on to S2Verify using the user ID and password provided by S2Verify.
How can I find out what my username and password is for S2Verify website?
Contact email@example.com or call 855-671-1933.
A graded score will be assigned to the background check report to make it easier for the employer to interpret the results. Each manufacturer will determine the acceptable graded score to work at their site and will communicate this score to each Contractor. The worker meets the manufacturer’s criteria if the worker’s score is at or below the owner’s criteria.
For example, if Plant A selects a graded score of 02 and the worker report grades at a 0, 01 or a 02 – then the worker meets the criteria to work at Plant A. If the worker’s score is a 03 or higher, then the worker does not meet the owner’s criteria. The employer will also have access to the full background check report.
results. The numeric values assigned are based on the convictions reported during the past seven (7) years. Below is a brief explanation of each graded score.
00 – Clean record, no convictions found
01 – One or more “non-violent” misdemeanors found
02 – One or more “violent” misdemeanors found
03 – One or more “lesser” felonies found
04 – One or more “violent” misdemeanors and one or more “lesser” felonies found
05 – One or more “higher” felonies found
06 – One or more “higher” felonies and one or more “violent misdemeanors found
07 – Found on the current Patriot Act List (specially designated nationals, terrorists, narcotics traffickers, blocked person, etc.)
No. The plant owner does not need to know the results. The Employer is responsible to ensure each worker working at the plant owner’s site meets the owner’s criteria. If the worker doesn’t meet the owner’s criteria, the employer and the employee may want to discuss the issue with the manufacturer and request a variance.
The Contractors, in ordering and using Background Check Reports for employment purposes, shall comply with its obligations under the applicable federal laws, including but not limited to: the Fair Credit Reporting Act (FCRA), the American With Disabilities Act (ADA), the Drivers Privacy Protection Act (DPPA); and the applicable state laws. Contractors should contact S2Verify for specific guidance.