MyEmployment Nuclear Workforce Verification
For nuclear licensees and contractor/vendor employers

When the industry screens one of your current or former employees, the required questions come to your HR desk. We handle them for you.

MyEmployment handles incoming verification requests about your current and former employees: answered from the source you designate, with your employee's approval at the time of request, and every request and outcome logged. Your company receives a negotiated revenue share.

Book the 15-minute walkthrough

Negotiated revenue share, up to $500,000 a year, paid monthly while you are on the platform.

15 minutes with a professional with over 15 years in federally regulated screening, including access authorization programs under 10 CFR 73.56. No form, no follow-up sequence.

$0 employer platform fee
Your existing process stays active through implementation
SOC 2 Type 2 examination complete
Built by operators with 30 years in verification and background screening
The supplemental call chain

One incomplete response creates three pieces of work.

Step one

The screener asks.

A screening program runs an employment history evaluation on one of your former employees as part of unescorted access authorization at a licensee site. The rule directs them to question present and former employers: dates, conditions of departure, reason for termination, eligibility for rehire, and a suitable inquiry addressed to the employer.

Step two

The repository answers, partly.

A standing repository record can return dates and income. It does not carry the suitable inquiry, and when required elements are missing, best effort means the screener keeps going.

Step three

Your phone rings.

The follow-up lands on your HR desk on a 3 business day clock before the screener turns to alternate sources. Your team pulls the file, answers by hand, and does it again for the next name. During an outage badging surge, that queue can grow fast.

10 CFR 73.56(d)(4) directs that the employment history evaluation be completed on a best effort basis, by questioning the individual's present and former employers. NEI 03-01, the industry guidance implementing the rule, spells out what that questioning covers, including a suitable inquiry directed at the employer. A repository record covers a fraction of that file. The rest is a phone call to you.

Scope

What this is, and what it is not.

What MyEmployment does

Answers for your workforce.

MyEmployment answers incoming verification requests about your current and former employees when another organization screens them. The answer comes from the data source you designate, and the employee approves or denies the release at the time of request.

What MyEmployment does not do

Not a background check.

MyEmployment does not screen your applicants, run pre-access investigations, or grant access authorization. When a screener is vetting one of your people, we are the answer on your side of that call, nothing more.

Three things change

Complete answers, a quiet HR desk, and new revenue.

One

Answered from your source.

Responses come from the payroll or HRIS source you designate, mapped to the employment history elements in 10 CFR 73.56. You approve every field before anything goes live.

Two

One place instead of your phone.

Requests stop scattering across whoever picks up. Anything that needs a word from your team arrives prefilled in one queue, answered once, logged, and inside the screener's clock. No phone tag, no sticky notes.

Three

A negotiated revenue share.

Verifiers pay per completed verification. Your company supplies the answering data source, so a share of that fee comes back to you, negotiated to your volume and paid monthly while you are on the platform.

Potential annual employer share
Up to $500,000
Revenue terms
Negotiated to your volume and relationship
Payment frequency
Monthly, while you are on the platform

Actual revenue depends on workforce size, verification volume, verifier mix, pricing, and negotiated terms. On the introductory call, MyEmployment models the opportunity using your organization's numbers.

Get a tailored revenue estimate
Employee experience

Employees see who is asking, and why.

Access authorization runs on trustworthiness and reliability. The same standard should apply to the data. The person being screened sees the requester, the stated purpose, and the information being requested before an eligible release is processed. Every request and outcome is logged, a trail your program can point to.

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My Profile
Employee profile photo
Christopher Irvin
Profile Synced
Pending Verification Request▼
Access authorization screener has requested information
Type
Verification
Date
Today
Status
Pending
Approve Report Preview Deny
Recent Requests▼
Licensee screening program requested information
Type
Verification
Date
Tuesday
Status
Approved
Mortgage lender requested information
Type
Verification
Date
Yesterday
Status
Denied
Approved

The eligible verification proceeds.

Report Preview

Allows employees to review their employer reported information and deny sharing if inaccurate or incomplete.

Denied

The request stops and nothing is released.

No response

The request follows your company's fallback rules for credentialed verifiers and documented permissible purposes, so a time-sensitive badging verification does not break.

At a glance

Three ways to answer the same request.

Outsourced repository Manual internal HR MyEmployment
Who answers the request The vendor, from a copy of your data Your HR staff, by hand Automated, from the source you designate
Suitable inquiry and missing elements A supplemental call to your HR desk More staff time One queue, answered once and logged
Where your workforce data lives The vendor's repository Your systems Your systems. Queried per eligible request
Employee approval per release NOT BUILT IN Ad hoc, undocumented Approve or deny, every request
Verifier-fee revenue to your company In many arrangements, NONE NONE Negotiated share, up to $500,000 a year
Integration and security

Connect without replacing your HRIS.

Live API

Data is queried from your designated HRIS or payroll source when an eligible request is processed. MyEmployment retains the request and audit record, not a standing copy of your workforce data.

Scheduled workforce feed

A workforce file is delivered on an agreed schedule, with data location, access, and retention defined by contract.

Connects to the systems you already run
WorkdayADPUKGSAP SuccessFactorsPaylocityPaycomPaychexBambooHRRipplingGustoand dozens more through our integration layer
All product names and trademarks are the property of their respective owners. Listing indicates supported connectivity, not partnership or endorsement.
✓ SOC 2 Type 2 examination complete; report available under NDA
✓ Full request and outcome audit trail
✓ Verifier access limited to credentialed parties with a documented permissible purpose
✓ Access and retention defined contractually
FAQ

Frequently asked questions.

Is this a background check or pre-access screening service?
No. MyEmployment answers verification requests about your own current and former employees when another organization screens them. It does not screen your applicants, conduct investigations, or grant access authorization.
We already feed a verification service through our payroll provider. Can we switch?
Yes. The process on the screener's side stays the same: a credentialed verifier asks, an answer comes back. What changes is what comes with it: a response built to close the evaluation on first delivery, employee approval at the time of request, and a negotiated revenue share paid to your company.
What does the screener actually receive?
A response built from the payroll or HRIS source you designate, carrying the employment history elements. Where the evaluation needs answers only you can give, your designated responder completes a structured request in one queue, and the full response goes back logged.
Who answers the suitable inquiry questions?
You do, once per request, through a structured queue with the questions prefilled. MyEmployment routes and logs the response. It does not answer for you.
What happens during an outage staffing surge?
Requests are answered from your designated source automatically. Volume scales with the platform, not with your HR staffing, and every request and outcome is logged.
What if an employee does not respond to a request?
The request follows your company's fallback rules for credentialed verifiers with a documented permissible purpose, so a time-sensitive badging verification does not break.
What will Legal ask?
Requests require a credentialed verifier and a documented permissible purpose, and every request and outcome is logged. Employer-configured policies govern release rules.
What will IT and Security ask?
Integration lift, data custody, and retention. The two connection models above and the contract terms are the answer; the SOC 2 Type 2 report is available under NDA for review.
Does this replace our HRIS or payroll system?
No. It connects to the source you designate and changes nothing else.
Founder note
For 30 years I ran one of the largest independent background screening firms in the country, and verification requests came through our door every day. I watched the value of those answers flow everywhere except to the employers and employees the data described. MyEmployment was built to route it back.
ROBERT MATHER  ·  FOUNDER AND CEO
Next step

In 15 minutes, we will map a sample verification response to the employment history elements and suitable inquiry in 10 CFR 73.56 and NEI 03-01, estimate the annual revenue share opportunity, and outline the integration and approval path for your organization.

Worth sending upstairsWhat do we receive today for answering these, and who decided that?

Book the 15-minute walkthrough
Book a 15-minute walkthrough