Airport Security: Background Checks Or Just Baggage Scans?

Airport security has become increasingly stringent since 9/11, with passengers now accustomed to having their bags checked, walking through metal detectors, and even submitting to x-ray scans. However, a CNN investigation in 2015 revealed serious gaps in airport security, particularly regarding employee screening and background checks. This has led to concerns about the potential security risks posed by staff with privileged access to secure areas. As a result, airports have implemented more robust background check processes for job applicants, which can include identity verification, employment history checks, and criminal record checks. These measures aim to enhance security and protect passengers and staff from potential threats.

Criminal background checks for airport staff

Working at an airport can be an exciting career opportunity, but it also comes with a lot of responsibility and security concerns. Airport staff have access to restricted areas, and their actions can have a significant impact on the safety of passengers and other workers. Therefore, airport background checks are crucial to fostering a safer environment and protecting individuals from potential harm.

Airport Security Rules and Regulations

The Transportation Security Administration (TSA) and the Federal Aviation Administration (FAA) are the two main United States federal agencies responsible for setting airport security rules and regulations. These agencies work closely with intelligence and law enforcement communities to ensure the safety of the aviation industry.

TSA Background Checks

The TSA mandates comprehensive background checks for individuals seeking access to restricted areas within and around airports. These background checks typically include:

• Fingerprinting and processing, cross-referencing with FBI criminal databases and terrorist watch lists.
• Criminal background searches at the county, state, and federal levels, including felonies and misdemeanors.
• Verification of licenses, certificates, and records through FAA checks.
• Drug and alcohol-related offense history review.
• Driving history evaluation.
• Social Security Number validation and current residential address confirmation.
• Reference checks.

FAA Background Check Requirements

The FAA maintains control over the screening requirements for most parts of an airport, especially non-public areas and Security Identification Display Areas (SIDAs). FAA background check requirements include:

• Employment history verification, including written verification of jobs held in the last five years.
• Identity verification with two forms of ID, one of which must include the individual's picture.
• Criminal history check, which is triggered by specific conditions such as employment gaps, unsubstantiated claims on the application, or inconsistencies in the application.

Disqualifying Crimes

Both the TSA and FAA have lists of disqualifying crimes that will prevent individuals from being hired for airport staff positions. These include serious offenses such as murder, rape, sexual assault, arson, kidnapping, robbery, forgery, armed robbery, extortion, and illegal drug distribution.

In conclusion, criminal background checks for airport staff are extensive and thorough to ensure the safety and security of everyone involved in the aviation industry. These background checks are a crucial step in the hiring process, and individuals with certain criminal records will be disqualified from working in restricted airport areas.

ID and employment verification checks

The FAA requires the verification of two forms of ID for each applicant, one of which must include a photograph. This step helps confirm the individual's identity and ensures they are who they claim to be. Obtaining and examining multiple forms of identification reduces the risk of fraudulent or misleading information.

In addition to ID verification, employers must conduct a comprehensive employment history check. This involves inquiring into and verifying the applicant's employment history for the last ten years. For the previous five years, employers are required to obtain written verification of each job held by the applicant. This includes documenting the dates and methods of contact with the applicant's previous companies.

The FAA also mandates that employers maintain records of their communication with the applicant's previous employers. This includes noting the dates and methods of communication, such as email or phone calls. This documentation ensures a transparent and thorough verification process.

Furthermore, airport operators and employers should be vigilant for any discrepancies or inconsistencies in an applicant's job application. Any unsubstantiated claims or significant inconsistencies may trigger a more extensive background check, including a fingerprint-based FBI criminal history check.

To summarize, ID and employment verification checks are essential components of airport security background checks. These checks help ensure that individuals working in secure areas of an airport have a verified identity and a transparent employment history. By conducting these verification checks, employers can contribute to maintaining a safe and secure airport environment for passengers, staff, and other stakeholders.

TSA and FAA security standards

The TSA, or Transportation Security Administration, and the FAA, or Federal Aviation Administration, are the two federal agencies in the United States that set the standards for airport security.

In 2015, the TSA updated its criminal record check requirements for airline and airport employees, mandating fingerprint-based criminal checks and real-time checks for all aviation workers. The TSA also screens approximately 3.3 million carry-on bags and 1.3 million checked bags daily for explosives and other dangerous items. They employ a layered approach to security, incorporating unpredictable security measures, both seen and unseen, and working closely with intelligence and law enforcement communities to share information.

The FAA, on the other hand, maintains broad control over the screening requirements for most parts of an airport. They require ID badges for all non-public areas and areas past the security checkpoint, known as a Security Identification Display Area (SIDA). The FAA mandates that employers conduct specific verification checks for individuals working in these areas, including identity verification and employment history checks for the last ten years.

Additionally, the FAA requires job applications to include a question about criminal history, with a specific list of disqualifying crimes. If certain "triggers" are met, such as employment gaps or inconsistencies in the application, a fingerprint-based FBI criminal history check is required. The FAA has a comprehensive list of disqualifying crimes, including murder, forgery, armed robbery, extortion, and illegal drug distribution.

Both the TSA and the FAA enforce clear guidelines for airport background checks to ensure the safety and security of airports and passengers.

Screening for passengers and staff

Passenger screening

Passenger screening is part of the TSA's layered approach to security. The TSA screens approximately 3.3 million carry-on bags and 1.3 million checked bags daily for explosives and other dangerous items. The screening procedures are designed to prevent prohibited items and other threats to transportation security from entering the airport's sterile area.

Passengers are expected to remove personal electronic devices larger than a cell phone from their carry-on luggage for X-ray screening. This includes laptops, tablets, e-readers, and handheld game consoles. Food and snacks like fruit, health bars, and sandwiches can usually remain in carry-on bags. However, there are special instructions for liquids, gels, and aerosols, as well as for baby food, breast milk, and medically necessary items.

TSA officers may also instruct travellers to separate items like food, powders, and materials that can clutter bags and obstruct clear images on the X-ray machine. Additionally, passengers may be required to undergo a pat-down procedure, which includes inspection of the head, neck, arms, torso, legs, and feet. Sensitive areas are inspected using the back of the officer's hands, and a same-gender officer performs the pat-down.

The TSA also uses advanced imaging technology and walk-through metal detectors for passenger screening. The advanced imaging technology screens passengers for metallic and non-metallic threats, including weapons and explosives, without physical contact. It uses non-ionizing radio-frequency energy and meets national health and safety standards.

Staff screening

Airport staff undergo rigorous background checks due to the privileged access they are granted. The requirements for these background checks are set by two US federal agencies: the Transportation Security Administration (TSA) and the Federal Aviation Administration (FAA).

The TSA requires fingerprint-based criminal checks and real-time criminal checks for all staff with certain types of access. Additionally, airport staff must now go through full passenger security measures when flying as customers.

The FAA mandates identity verification and employment verification checks for anyone applying to work at an airport. Identity verification confirms an individual's identity, including any name or identity changes. Employment verification examines the last ten years of an applicant's employment history and requires written verification from former employers for any jobs held in the previous five years.

The FAA also requires criminal history checks for applicants if their employment verification reveals specific triggers, such as gaps in employment or inconsistencies in their application. Criminal history checks involve fingerprint-based checks against the FBI database.

Some airports also require incoming employees to undergo security checks and background checks before starting work. For example, staff at airport restaurants are subject to security checks to prevent unauthorised access to restricted areas.

Background check inconsistencies

Background checks are a crucial aspect of ensuring security at airports, with two federal agencies, the Transportation Security Administration (TSA) and the Federal Aviation Administration (FAA), setting the standards and requirements. However, inconsistencies in background checks can create loopholes and compromise safety. Here are some common issues that contribute to background check inconsistencies:

Inconsistent Screening Policies

The first mistake that employers often make is not having a consistent screening policy. This can lead to different applicants being evaluated with different standards, which can be construed as discrimination. For instance, running a credit check for one candidate but not another, or conducting a comprehensive background check for one applicant while only performing a quick criminal report on another. To avoid this, employers should set a standard screening procedure for all applicants and ensure that it is followed consistently.

Lack of Opportunity for Applicants to Correct Mistakes

Another issue is not giving applicants the chance to correct mistakes or explain blemishes on their records. Background checks may not always tell the full story, and an excellent hire could be overlooked due to a minor issue in their history. It is important to notify applicants about their background check results and allow them to provide explanations or clarifications. This not only gives candidates a fair chance but also helps employers make more informed decisions.

Failure to Obtain Permission

Obtaining written permission from applicants before conducting a background check is crucial. The Fair Credit Reporting Act requires written authorization, and failing to do so can lead to legal issues. Employers must ensure they have the necessary compliance paperwork and written consent from the applicant before initiating the screening process.

Screening Irrelevant Information

Some employers may go overboard with background checks, screening irrelevant information that has no bearing on the candidate's ability to serve the company. For example, running a credit check or driving record check for a graphic designer. This can be seen as an invasion of privacy and may deter promising candidates. Employers should focus on screening information relevant to the position and trust-building.

Inconsistent Information

Background check companies must ensure they verify information from multiple sources and maintain updated databases. Inconsistent or outdated information can lead to incorrect criminal records, mistaken identity, or outdated information on background checks, causing harm to individuals.

To ensure the safety of passengers and staff at airports, it is essential to address these inconsistencies in background checks. By implementing standardized procedures, obtaining proper authorization, focusing on relevant information, and providing opportunities for applicants to correct mistakes, employers can enhance the accuracy and effectiveness of their background check processes.

Frequently asked questions