We always recommend that as part of the onboarding process, over and above what is included in certifications from employer/employees, an organization does the following:
* Have a virtual demo of eMotive, showing what happens with a possible arrest. Emphasize that this situation only happens in case of an arrest.
* Emphasize that Biometrica does not track any other data except law enforcement-sourced arrest and conviction records. We do not track social media, credit reports, education records, license plates, juvenile data, property records, drug tests or any other records. Someone has to actually be arrested or convicted and the record of that made available by law enforcement to be in our system.
* Include it in the employee handbook
* Show that in the case of an HR person making a final determination of a match, Individual A should receive a notification saying there is a public record that someone with their likeness may have been arrested, and that they may want to check if this is the person concerned.
(Note: Despite systemic inconsistencies, it’s unlikely that a wrong person will get a notification: You’re going to have to get a number of things exactly the same and that will be unusual). A false positive is rare.
* Double check with the law enforcement jurisdiction involved and follow up with the prosecutorial office involved on the case status. The arrest details are part of the case file.