FAQ

FREQUENTLY ASKED QUESTIONS

Are you a temporary employment agency or a scout agency?

Neither really. At FLEXTECH we see the job candidates and the employer as our client. Our goal is to find the “right position” for our employees in order to provide long-term employment opportunities, as well as finding the “right candidates” for our clients to enable them to grow within companies.

What is meant by specialized training and why do they offer it?

At FLEXTECH we offer training for beginners of voice and data infrastructure, covering industry standards, safety, common installation practices and tricks of the trade. We strongly recommend this course to anyone who is not completely familiar with EIA / TIA installation practices and standards.
The reason we offer training is simple. Once we know that you fully understand what the job entails, how to carry out the minimum requirements and how you can be safe in a workplace; The employer, the employee and of course FLEXTECH, have the confidence to put it in front of our customers without any concern.

Why is drug screening compulsory?

There are several reasons why drug screening benefits the employer and the employee. First, drug screening tells the employer something about the character of an employee. If an employee does not submit or even hesitate to take a drug test, it is a strong indicator that there could be problems along the way.
Even more important is that we have security considerations. Do you want to be working with someone who is not sober? Drug screening helps protect your safety, and those around you. Of course, some people can be “cleaned” before a urine test, but most people who use drugs will not even undergo drug testing, eliminating themselves from work.

We also have our reputation for protection, therefore, we can not send clients to job sites that may be involved in an illegal activity. If we can eliminate the risk of potential drug users, then we can also reduce the risks of employees who bring illegal drugs to our clients’ workplaces.

At the end of the day, both background checks and drug tests save money. It costs money to train people and work to ensure the success of our candidates. We are not prepared to make an investment in people who will not submit and pass drug screening tests.

Why the background check and what do you look for with that?

We are looking for people with a good character and who do not hide anything. We know that some people mature later than others and we are not trying to say that we eliminated large employees who had a problem or made a mistake when they were 19 years old. Like drug testing, we are willing to make an investment in you and your career, but we can not invest money without making sure it is a good investment, we want someone who wants to learn, go to work on time and Work hard on a rewarding career.

Do criminal records mean that I will never get the job?

Not necessarily. The Equal Employment Opportunity Commission (EEOC) has said that the use of criminal records may sometimes violate Title VII of the Civil Rights Act of 1964. This may happen, the EEOC says, when employers give a deal Different from criminal records for different applicants or employees.

On April 25, 2012, the EEOC issued extensive guidelines for employers on the criminal background check for a job seeker or employee. The EEOC cites the most important considerations as: (1) the nature and seriousness of the offense (2) the time that has elapsed since the offense and (3) the nature of the work. To assist in compliance with Title VII, the EEOC guidelines provide employers with examples of best business practices.

The EEOC guidelines, Consider arrest and time of conviction in employment decisions under Title VII of the Civil Rights Act of 1964, can be found at: www.eeoc.gov/laws/guidance/arrest_conviction.cfm

What is included in a background check?

Reference reports can range from a verification of the applicant’s Social Security number to a detailed description of the employee’s history and relationships.
These are some of the pieces of information that could be included in a background check. Keep in mind that many of these sources are public records created by government agencies.

  • Driving records
  • Vehicle Registration
  • Credit records
  • Criminal record
  • Social Security
  • Education Records
  • Documents of the court
  • Compensation for workers
  • Bankruptcy
  • Interviews with neighbors
  • Medical Records
  • Properties
  • Military records
  • State licensing records
  • Drug Testing Records
  • Previous Employers
  • Personal references
  • Records of imprisonment
  • Lists of sex offenders

For some of our jobs, state or federal law requires the US to conduct a background check. In addition to information obtained from documents or databases, employers may also collect information on job applications or questionnaires to employees.

What information is not on a background check?

The Federal Fair Credit Reporting Act (FCRA) establishes national standards for job selection. However, the law only applies to background checks conducted by an outside company, called a “consumer reporting agency” under the FCRA. The law does not apply in situations where the employee conducts background checks at home.

Under the FCRA, a background check report is called a “consumer report.” This is the same “official” name given to your credit report, and apply the same limits for disclosure. The FCRA states that the following can not be informed:
Bankruptcies after 10 years.

Civil suits, civil suits, and detention records, from the date of entry after seven years.

Tax privileges in charge after seven years.

Collection accounts after seven years.

Any other negative information (except criminal convictions) after seven years.
Please note that the above restrictions by the FCRA do not apply to jobs with an annual salary of $ 75,000 or more per year. (FCRA §605 (b) (3).) For more information, visit http://www.consumer.ftc.gov/articles/0157-employment-background-checks

What does a “driving test” mean?

Have you ever worked for a good company but were not fit for work? Does that mean you were a bad worker? No, it is not. Sometimes it is not a good choice for everyone involved. Maybe he worked very hard, coming 10 minutes before the check-in time was the last to leave, but he was not the precise employee for the company either.

At FLEXTECH we know that all people are not suitable for all jobs, and it is not necessarily the fault of the employer or employee fault. Think of a marriage, it is very expensive to finish it, and that is why dating is very important.

What is the EIA and TIA?

Glad you asked. These are the standards of the Association of the Electrical Industry and Telecommunications Industry. We teach these rules to all our employees, so they can take the rules into account in any workplace. We want a constant quality of work, and the best way to achieve it is by following the rules.

If you want to read about them, you can download the pdf TIA-EIA-568-B.1

Dallas/Fort Worth

Address: 215 W. College Street
Grapevine, TX. 76051
Toll Free: 888-623-3539
Phone: 972-623-3539

Austin/San Antonio

Address: 1802 NW Military Hwy
Suite 200
Castle Hills, TX 78213
Toll Free: 888-623-3539
Phone: 210-446-0404

Houston

Address: 12503 Gulf Freeway
Houston, TX. 77034
Toll Free: 888-623-3539
Phone: 281-213-0338
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