There is no denying the value in implementing continuous monitoring programs that not only make CRAs more competitive and successful, but create safer workplaces and communities. Before this step can be taken, however, there are a few key factors that should be considered. Working closely with legal counsel will ensure that amended hiring and employment policies properly reflect intentions. Companies should remain compliant with the Fair Credit Reporting Act (FCRA), which states that employers have a responsibility to seek the subject’s consent prior to the commencement of a background check. Employers should always investigate criminal activity, pursuant to policies and procedures, to verify whether the behavior underlying the arrest justifies disciplinary action. In addition, employers are able to customize alerts to receive notifications for specific crimes, should be sure that they are extending proper due process to a monitored employee that is flagged, follow the FCRA-mandated adverse action process and update end-user agreements.