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Manufacturing Background Screening

The manufacturing industry is unique in that it is under constant demands to quickly produce a quality product. To do this, they need quickly hire the most qualified person for the job. There’s notoriously high turnover, high incidence of workplace accidents and a greater chance for a poor hiring choice to become a liability. Performing background checks can decrease the risk of hiring an unreliable employee, reduce turnover, and help to maintain an OSHA certified safe workplace.

Crimcheck Specializes in Pre-Employment Screening and Drug Testing Solutions for the Manufacturing Industry

Crimcheck can work with you to provide services that not only protect your company, but also help create a safe work environment.  Furthermore, drug testing can be a crucial component to maintaining high safety standards, especially for those candidates who will be operating heavy machinery, dangerous equipment or toxic chemicals. See more information about our Drug Testing Services here.

Comprehensive drug free workplace programs are shown to:

  • Minimize accidents
  • Reduce workers’ compensation claims
  • Increase productivity
  • Increase safety
  • Improve attendance
  • Decrease incidents of theft and violence
  • Protect your Brand

Let Crimcheck help you to comply with regulatory requirements set forth by the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH)

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Legislation and the Drug Free Workplace

Many federal and state laws require that companies that bid or work on federal or state construction projects must have a drug-free workplace program no matter how many employees they have. This applies to contractors and all levels of subcontractors who want to work on a government construction project, who wants to bid on and/or provide labor services, and/or supervise workers on construction sites. Even employers with no employees must have at least a drug-free program in place that meets the basic requirements.

Drug-Free Workplace Act of 1988

The Drug-Free Workplace Act of 1988 requires some Federal contractors and all Federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant from a Federal agency.

Since the Act applies to each contract or grant on a case-by-case basis, coverage is determined by the Federal contract for which you are applying. Even though you may not be required to provide a drug-free workplace for all your employees, you may find it cost-effective to do so — and a good way to protect your workers and your business profits.

Although all individuals with Federal contracts or grants are covered, requirements vary depending on whether the contractor or grantee is an individual or is an organization. For definitions of these terms as they they relate to the Act, go to the glossary.

Statistics Regarding Alcohol Use in the Workplace

Just recently in a study, 25.8 percent of people ages 18 and older (29.7 percent of men in this age group and 22.2 percent of women in this age group) reported that they engaged in binge drinking in the past month,4 and 6.3 percent (8.3 percent of men in this age group and 4.5 percent of women in this age group) reported that they engaged in heavy alcohol use in the past month.

Workplace alcohol use and impairment directly affect an estimated 15% of the U.S. workforce (19.2 million workers). Specifically, an estimated 1.83% (2.3 million workers) drink before work, 7.06% (8.9 million workers) drink during the workday, 1.68% (2.1 million workers) work under the influence of alcohol, and 9.23% (11.6 million workers) work with a hangover. The results also suggest that most workplace alcohol use and impairment occur infrequently. The distribution of workplace alcohol use and impairment differs by gender, race, age, marital status, occupation, and work shift.

Most importantly, of 20.4 million adults with substance dependence or abuse, 12.3 million or 60.4% were employed full-time.

Drug-Free Workplace Act of 1988 – Glossary of Terms

Contract – A legally enforceable agreement between a Federal agency and an individual or an organization.

Contractor – The department, division or other unit of person(s) responsible for the performance under the contract.

Controlled Substance – A list of controlled substances can be found in Schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined in Regulation 21 CFR 1308.11 – 1308.15.

Conviction – A finding of guilt, including a plea of nolo contendre (no contest), or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the Federal or state criminal drug statutes.

Criminal Drug Statute – Federal or non-Federal criminal statute involving the manufacture, distribution, dispensing, possession or use of any controlled substance.

Drug-Free Workplace – The site(s) for the performance of work done by the contractor/grantee in connection with a specific contract/grant at which employees of the contractor/grantee are prohibited from engaging in the unlawful manufacture, distribution, dispensing, possession or use of any controlled substance.

Employee (Contract) – An employee of the contractor who is directly engaged in the performance of work under a government contract. “Directly engaged” is defined to include all direct-cost employees and any other contract employee who has other than minimal impact or involvement in contract performance.

Employee – Any person who is on the grantee’s payroll and works in any activity under the grant even if not paid by grant funds. The definition includes all “direct charge” employees (those whose services are directly and explicitly paid for by grant funds) and “indirect charge” employees (those who perform support or overhead functions related to the grant and for which the Federal government pays its share of expenses under the grant program.) Those indirect charge employees whose impact or involvement is insignificant to the performance of the grant are exempted.

Federal Agency – Any United States executive department, military department, government corporation, government-controlled corporation, any other establishment in the executive branch, or any independent regulatory agency.

Grant – An award of financial assistance — including a cooperative agreement — in the form of money, or property in lieu of money, by a Federal agency directly to a grantee. The term grant includes block-grant and entitlement-grant programs. The term does not include any benefits to veterans or their families.

Grantee – A person who applies for or receives a grant directly from a Federal agency. The place of performance of a grant is wherever activity under the grant occurs.

Individual – A grantee/contractor who is a “natural person.” This wording emphasizes that an individual differs both from an organization made up of more than one individual and from corporations, which can be regarded as a single “person” for some legal purposes.

Organization – A grantee/contractor other than an individual

why choose crimcheck?






Comprehensive solutions. Whether a standard hourly pre-employment screen, social security traces, drug tests or civil litigation checks. The Crimcheck team are experts in a variety of services and PBSA accredited.

Applicant Link

Save time with Crimcheck’s applicant link and pay process. Send your applicant a link and have them complete and submit their own information. There is even an applicant pay option.

The Advantage

With Crimcheck you can have all the services you need in one place. Set a great impression with your future hire by having an all-inclusive process.


Small Business to Fortune 5000. Education to Finance. Crimcheck provides industry targeted screenings for your exact needs in your exact industry.

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