Exclusive VGP Member Background Screening Program

There are two documents required for setting up your account for drug screening:

1. Drug & Health Screening (DHS) Addendum
2. Service Implementation Form

The DHS Addendum is included in the HireRight Customer Service Agreement that you will be signing electronically during the registration process.

The Service Implementation Form is attached under the FAQ section. This has been partially completed for you. Please fill in your account information exactly as you entered it in your registration process. Your account code was provided to you at the end of registration. Send the completed form to VGPDrugSetup@HireRight.com.

Expected turnaround time is 3-5 business days. If you require post-accident/reasonable suspicion testing, please contact customerservice@hireright.com.

Credentialing requirements are requirements that enable HireRight to certify that its subscribers are able to comply with FCRA (or other applicable law) requirements. For example we need to verify that your business is not shared with another entity, that reasonable security controls are in place, and that there is proper business signage. This helps HireRight verify the presence of an ongoing business with a permissible purpose for obtaining consumer background report information and adequate security to protect said information.

You might also find this short video helpful.

Yes. HireRight has many training options available to you. When you register your account, you will be sent a HireRight user guide. This is also available from the left menu Training section of your HireRight account. You have access to online training, live weekly sessions and documentation all from this Training section of your account. Please also make note of the live chat option and customer service number which are staffed 24 hours a day, 5 days a week and are extremely knowledgeable and helpful.

HireRight Customer Service:
(866) 521-6995
customerservice@hireright.com
Live chat from your HireRight account page

To remain compliant, an Employer has three primary responsibilities:

1. Obtain authorization and consent from the applicant before requesting the background check.
2. Offer a copy of the report to the applicant if the applicant resides in CA, MN, or OK.
3. If you are not hiring the applicant based on derogatory information in their background check and you are going to take "Adverse Action" (meaning you are not going to hire the person because of it), you are required to send the applicant a series of notifications/letters called Pre-Adverse/Adverse Letters explaining your action and including a copy of the report.

To ensure 100% compliance and a clear understanding of the FCRA, the full FCRA document and requirements can be found on the FTC website at: http://www.ftc.gov/os/statutes/031224fcra.pdf.