About Us

Pre-Employment Profiles, Inc. is the premiere provider of pre-employment screenings and executive level background investigations to California employers. As members of the National Association of Professional Background Screeners (NAPBS) we are committed to exacting standards, ethical practices and compliance with all federal and state regulations. As leading edge professionals in the background screening industry it is our mission to protect the integrity of your business, while guarding the rights of applicants. We are not a "one size fits all" service provider. Call us today and discover how we can provide you with the information necessary to always 'HIRE INFORMED!'
Investigative Consumer Reporting Agency Contact

Posted in: Blog, Legislation by parkerpi on March 14, 2016 | No Comments

For assistance with additional information regarding the privacy practices and policies of Pre-Employment Profiles, Inc., or Parker & Associates Professional Investigations, you may contact the following:

Jane Parker, President/CEO

P. O. Box 2757, Orcutt, CA 93455-2757


Privacy Practice and Personal Information Disclosure

Posted in: Blog, Legislation by parkerpi on | No Comments

Pre-Employment Profiles, Inc., and Parker & Associates Professional Investigations, does not store or transfer any personal information to third parties outside the United States or its territories. No information is sold or distributed to any person other than in compliance with the Fair Credit Reporting Act [FCRA], and the Investigative Consumer Reporting Agencies Act [ICRAA].

San Luis Obispo Court Fee Schedule Challenge Update

Posted in: Blog, Legislation, Uncategorized by parkerpi on January 15, 2015 | No Comments

This firm partnered with other members of the California Association of Licensed Investigators in a challenge to the July 2014 decision by the San Luis Obispo (SLO) Court to begin charging the public $15 for each ten minute time increment while performing basic records research requests submitted by members of the public.  This firm, after meeting with the California Office of Legislative Counsel,  submitted the formal challenge directly through the office of California 35th District Assembly Member Katcho Achadjian.

On January 5, 2015, we were notified by Assembly Member Achadjian’s office that “After months of research and discussion, Legislative Counsel has issued an opinion which states that the new fee structure put forth by San Luis Obispo Superior Court is not authorized by law.”

While we fully expect that there may be future challenges and appeals to this ruling, at this time we are pleased to have been a part of the process of protecting the rights of citizens and businesses operating within the state of California.



Posted in: Blog, Legislation, Uncategorized by parkerpi on August 5, 2014 | No Comments

August 05, 2014 Guest Contributor: Katy Raytis, Employment Law Attorney, Belden, Blaine & Raytis, LLP
The recent “ban the box” movement is a national civil rights push that aims at assisting those with criminal backgrounds to find new employment. The concept is to preclude a prospective employer from having a question on a job application which asks if the individual to check the “box” if he or she has ever been convicted of a crime. This new legislative push should not be that surprising, given that recent studies estimate that approximately 1 in 4 American adults have a criminal conviction in their past.
For some employers, the question of whether or not to “ban the box” on employment applications has been answered for them, in the form of a legislative mandate. In California, for example, as of July 1, 2014, state and local government employers may no longer ask for criminal record information on job applications. Likewise, a recent ordinance in San Francisco prohibits private employers with more than 20 employees from asking about criminal history in the job application. Other states have enacted similar legislation. To date, twelve states have passed some form of “ban the box” law and many others have proposals in the works.
For employers who are not yet legally bound to remove the criminal history inquiry from job applications, the question remains as to whether this might be an advisable practice, even if it is not yet legally required.
For those with multi-state operations, a standard job application that is used nationwide may prove problematic, unless the criminal background question is removed. This is because the various state “ban the box” laws each have their own disclaimers and restrictions. Importantly, an illegal job application makes the employer an easy class action target, so multi-state employers must ensure that they are in compliance with each of the various iterations of the ban the box laws. As a practical matter, simply removing the criminal history question may prove far simpler than trying to wade through the various distinctions that exist from state-to-state.
Removing the criminal history question may also be advisable for employers even if they do not have multi-state operations. Recent guidance from the EEOC emphasizes the fact that the use of criminal history to exclude applicants may result in disparate impact discrimination against minorities. Since that guidance was issued in 2012, the EEOC has filed suit against various employers around the country alleging that the use of criminal background information to exclude applicants resulted in illegal discrimination under Title VII. Given these recent developments, coupled with the fact that the EEOC has announced that disparate impact discrimination remains a top priority, employers who remove the criminal history question from the job application may lessen their chances of ending up in the EEOC crosshairs.
California employers may also be motivated to revise job applications such that they no longer request criminal background information considering the fact that ban the box legislation will likely apply to private employers in the not-so-distant future. In California, this trend has gained increased momentum (as is often the case with employee-friendly legislation) and it is expected that additional legislation will follow in the wake of San Francisco’s recently enacted ordinance.
Of course, proponents of the legislation would also tell you that you should remove the criminal history inquiry from the applications because it will broaden the applicant pool and may result in improved hiring practices.
If it sounds like private employers should “ban the box” themselves, you may want to consider the counter arguments. As with all legal issues, there is, of course, another side to this story.
Including a criminal background inquiry on the job application can be extremely useful for both the employer and the employee. The criminal history question allows the candidate an opportunity to provide the employer with important, relevant information, and perhaps to offer an explanation or other mitigating information related to the conviction. In addition, because there is no protection allowing applicants to provide false information on a job application, if an applicant is dishonest with respect to their criminal background, the employer will have legitimate grounds for termination when that falsification is discovered. This can be critical, particularly in cases where an employee later claims wrongful termination.
It is also worth noting that employers may actually invite increased scrutiny if they remove the question from the application. An applicant who has his or her hopes up about a job, but is then turned away after a criminal background check, may be more likely to question and complain about the use of criminal background information in the hiring process. And increased scrutiny leads to one thing…increased lawsuits.
As it turns out, there is no easy answer to the question of whether you should remove the criminal history question from your current job application. Regardless of how you opt to proceed, it is essential that employers clearly understand that a blanket prohibition on hiring candidates with criminal convictions is not advisable. Instead, an individualized inquiry focused on the nature of the conviction as compared to the nature of the job is required. When in doubt, seek legal advice. Remember, consulting with an attorney is always cheaper than defending a lawsuit.

Why do we need to verify resumes’ on every applicant before we hire them?

Posted in: Blog by parkerpi on June 30, 2014 | No Comments

We hear that question almost every week.  Well, it is really quite simple. For one reason or another, a significant number of applicants tell outright lies on their resumes and applications. It’s estimated that 50% of all candidates resumes have some type of meaningful discrepancy: 35% of these discrepancies are related to employment dates, 29% are related to salary, 24% are related to job title, and 12% are related to education and degrees earned. Employers have only one real option to learn the truth about candidates – diligently contact former employers and academic institutions. Resume distortions are a serious breach of trust – individuals who are comfortable embellishing their backgrounds are also more comfortable being dishonest in other ways that could damage an organization profoundly. Let us help you with this time consuming task.

Using Social Media to Screen Job Applicants

Posted in: Blog by parkerpi on June 26, 2014 | No Comments

While it is true that a great deal of information on job applicants may be found online using social networking sites such as Facebook, doing so could result in significant negative issues for human resource professionals and employers. Remember…just because information exists online does not mean that it is true nor is relying upon the information without risk. Pre-Employment Profiles, Inc. will help employers and HR pros understand the issues that may affect the use of social media data.

Riley Parker appointed to BSIS Advisory Committee

Posted in: Blog by parkerpi on | No Comments

Bureau Chief Laura Alarcon recently appointed Riley Parker, Private Investigator, to a two-year term on the Bureau of Security and Investigative Services (BSIS) Advisory Committee as an industry member representing Private Patrol Operators. The appointment of Parker will take affect on July 1, 2014.

Investigative Value of Social Security Numbers

Posted in: Blog by admin on July 22, 2009 | No Comments


Proposed legislation would prohibit the sale of Social Security number information. As a result, private investigators would lose access to databases that are effective for helping distinguish individuals with similar names. This is particularly important with regard to women (who may assume their husband’s name).

How the data are used
Social Security numbers are an integral part of “credit headers”, the non-credit portion of a credit report. This information can lead to current and former addresses of individuals being sought when combined with public record information by aggregators. This is a key to many of the functions performed by investigators. Of equal value are dates of birth and driver’s license information.

Obtaining Criminal Histories
Investigators do not have access to a central criminal history database, so it is essential to have address information when seeking information about prior convictions. With address data, investigators know which courthouse records to search. This information is important for more than pre-employment purposes. In both civil and criminal trials, attorneys need to know the backgrounds of witnesses and potential witnesses.

Locating Ill Gotten Gains
Address information is valuable in locating stolen assets. Database information led directly to the recovery of hundreds of thousands of dollars stolen by a caregiver and recovered by the NCISS legislative Chairman.

Finding Witnesses
In both civil and criminal trials, justice is served best by all parties getting access to possible witnesses. The address information is used routinely to locate witnesses, particularly when they may be transient. Database searches led directly to witnesses who recanted testimony and helped free a man wrongly imprisoned for twenty years! Legislation restricting the use of Social Security numbers always provides exceptions for law enforcement. This creates an obvious issue of due process because prosecutors, with the full resources of the state will have use of this tool while the accused will not.

Obtaining Delinquent Child Support
In numerous cases, such data have led to recovery of funds from persons not meeting their child support obligations.

Vital Investigations

Posted in: Blog by admin on | No Comments

The private sector provides many invaluable investigative services to consumers, businesses and law enforcement agencies. In order to provide these essential services, it is vital for private investigators and security professionals to maintain their access to personal and unique identifying information.

These essential services include, but are not limited to:

Preventing Fraud

Private investigators help insurance companies, banks and others uncover or prevent fraudulent activities. They perform the necessary surveillance to establish the extent of the truth to any claims or to identify any fraudulent activities before they go too far. They are often hired to investigate life, accident, malpractice, compensation and other claims to ensure that they are not fraudulent.

The cost Intellectual property theft may exceed $240 billion annually

$67 billion is lost each year due to fraudulent claims

Employee dishonesty and theft costs American businesses over $50 billion a year

Helping Identity Theft VictimsIdentity theft is a growing national concern. The General Accounting Office has found that insufficient resources are allocated by authorities to investigate such crime and police face jurisdictional issues. Victims often turn to private investigators to help them recover their credit and good names.

FTC reports that from 2000-2004 over 27 million Americans were victims of  identify theft costing close to $48 billion in 2003

Investigating Casualty ClaimsPrivate investigators are often hired to prevent business ruin and job losses by investigating embezzlement, robberies, burglaries, thefts, losses, fires and other casualty claims. Without private investigators, corporations and other injured parties would be limited to the resources law enforcement can expend on the investigation.

3% of the nation’s annual health care costs, or $51 billion, is outright fraud; others have placed this figure as high as 10% or $170 billion a year

Investigating Grey Market Activity

Today’s advanced technology has increased opportunity in the grey market. American companies are susceptible to loss of intellectual capital through copyright infringement, patent theft and other diversions. They require the services of private investigators to assess how much money is being lost through tactics and to help identify and resolve some of the main sources of the diversion and infringement.

Economists estimate that 25 million Americans earn a large portion of their income from underground (grey) markets.

Investigating Workplace Allegations

Businesses must be very sensitive to all types of claims, including discrimination, harassment and other allegations. Businesses often employ private investigators to determine the accuracy of such allegations. Private investigators can expose dishonesty, waste, carelessness, inefficiency, willful neglect, and violation of safety rules, favoritism, sabotage and all other irregularities. Resolving these workplace issues helps protect consumers, employees and business owners.

EEOC received nearly 250,000 charges of various discrimination cases in 2004 including Age, Race, Religion, Pregnancy, Sex and Sexual Harassment resulting in nearly $500 million in monetary benefits

Securing Evidence and Surveillance

In preparation for filing suit or the actual trial, attorneys rely on private investigators to secure evidence and perform necessary surveillance. Law enforcement officials do not have the necessary resources to perform elaborate surveillance activities for every case in which they are involved. Instead, private investigators pick up where the law enforcement officials leave off to gather information through physical evidence and surveillance.

Locating WitnessesFrequently, witnesses to crimes or events under investigation do not come forward to authorities. For this reason, attorneys preparing for trial or adjudication frequently turn to private investigators to find previously unidentified witnesses or those who have retreated and decided not to come forward with testimony. Investigators often locate witnesses to assist defendants to prove their innocence.

Locating Missing Persons or Heirs

Today, private investigators are often hired by private citizens to help find missing persons. A persistent problem in the United States is family members disappearing with children during custody battles to other parts of the country. In these circumstances, access to records is essential for help parents find their missing children.

In addition, these services are also requested by will executors looking for lawful heirs. Current technology and search methods allow investigators to resolve many of these cases, reuniting families.

In 2003, it was estimated that $41 trillion in wealth will transfer from one generation to the next

In 2002, an estimated 58,200 children were abducted by a non-family perpetrator

Locating “Deadbeat Parents”Parents who chose not to support their own children, either because they are not paying alimony and child support, or they have entirely abandoned their children—”deadbeat parents”—often inflict poverty on their own children. Critical personal information is vital to assist in recovery of delinquent child support payments. Investigators are frequently able to make recoveries of more than $20,000. The private investigators recover important resources for the children while reducing the toll on the public. U.S. Census data from 2002 show that of the 7.9 million custodial parents receiving child support, only 44.8 % received full payments.

Locating DebtorsWhen the trail comes to an end, private investigators are employed to locate those against whom judgments have been made. Decisions of courts become meaningless if the aggrieved party cannot recover funds awarded by a judge or jury. Private investigators are often the only method for the creditors to pursue and capture their debts.

Locating Pension Beneficiaries

By the time pension distributions are made to former employees, many of them have already moved several times. Employers or private investigators must then be able to use Social Security Numbers to locate pension beneficiaries.

Performing Due Diligence/Protecting Consumers and Corporations:

Corporations hire private investigators to investigate applicants and employees considered for advancement to positions of trust and responsibility. These services are also requisitioned for building partnerships among corporate entities. Investigators work with both consumers and businesses to verify the backgrounds and licensing status of doctors, lawyers, and providers of child and elderly care. Information obtained by investigators can be used to determine if an individual has had a license suspended or a criminal prosecution pending in another jurisdiction. Due diligence must be performed in order to make sound investments and decisions.

ConclusionWithout access to personal information, many services, including all of those listed above, would be drastically restricted. Fewer families would be reunited, court judgments would be harder to enforce, and juries may miss hearing from important witnesses.

New Website Launch

Posted in: Blog, Uncategorized by admin on | No Comments

Parker & Associates, Professional Investigations is pleased to announce the launch of their new website. The website now makes it easier to request services and download forms.