On May 22, 2014, Tyshon VanBlue, 24, an employee of The Handicapped Development Center (HDC) of Davenport, Iowa accompanied two mentally handicapped men to the Special Olympics summer games at the Iowa State University Campus. That evening, while still on campus, the caretaker sexually assaulted the two men, reports the Quad-City Times.
The assaults came to the attention of investigators in June. During the investigation, police arrested VanBlue on August 22, on an unrelated sexual assault charge of a mentally handicapped man. The next day, he walked out of jail after posting bond. On Sept. 2, police arrested him for the assaults on the two men at the campus. Now he’s in jail on a $50,000 bond and charged with five counts of sexual abuse in the third degree.
After hearing the news, the president of the HDC facility, Jeff Ashcraft said that the employment screening process at the facility is very comprehensive. He also noted that there were no red flags when hiring VanBlue. Now, the powers that be at the center have said that they are going to take a look at their pre-employment screening process.
So What Happened?
Q.) If Tyshon passed the employment background check and there were no red flags, could the center have done anything else?
A.) Maybe. The center doesn’t specify the type of screening that was used. A thorough and comprehensive background check not only looks for criminal activity, but it checks an individual’s credentials and examines discrepancies in the applicant’s resume. This type of employee screening could have uncovered valuable information about Tyshon that the center needed to know.
As an employer, you have the responsibility to make sure that your employees do not pose a danger to others. Employment background checks can verify the identity of a potential employee, along with his or her driving record and criminal background. The advancements in employee screening make it easier than ever to hire trustworthy employees.