RULES YOU MUST KNOW BEFORE YOU START DOING EMPLOYEE BACKGROUND CHECK FOR YOUR COMPANY

 

Background is really necessary these days due to various reasons like –

-          You will need to know if anyone have bad / violent background

-          When you need to know if he/she involved in any criminal activities

-          When you need to know if he/she have pending court cases

-          You must need to protect safety and security of your company

However, being a criminal background check company it is not that easy.

Performing a criminal background check on employees in the United States is a common practice to ensure workplace safety and make informed hiring decisions. However, it's essential to follow legal regulations outlined in federal and state laws, such as the Fair Credit Reporting Act (FCRA), to protect applicants' rights and prevent discrimination. Here's a general overview of the process:

1.      Understand Legal Requirements - Familiarize yourself with federal and state laws governing background checks, such as the FCRA and any state-specific regulations. These laws dictate what information you can gather, how you can use it, and the steps you must take to ensure fairness and transparency.

2.     Obtain Written Consent - Before conducting a background check, you need to obtain written consent from the job applicant. This consent should be a standalone document, separate from the employment application.

3.     Select a Consumer Reporting Agency (CRA) - Choose a reputable Consumer Reporting Agency to conduct the background check. These agencies specialize in gathering information about an individual's criminal history, credit history, and other relevant data.

4.     Provide Necessary Information - Provide the CRA with the applicant's full name, date of birth, and Social Security number. This information is crucial for accurate identification during the background check process.

5.     Review the Report - Once the background check is complete, the CRA will provide a report containing information about the applicant's criminal history, credit history, and other relevant data. Review the report carefully to ensure accuracy.

6.    Adverse Action Process - If you're considering not hiring an applicant based on the information in the background check, you must follow the FCRA's adverse action process. This involves providing the applicant with a copy of the report, a pre-adverse action notice, and a reasonable period to dispute the accuracy of the information.

7.     Final Adverse Action Decision - After giving the applicant an opportunity to respond, make a final decision based on the information in the background check. If you decide not to hire the applicant, provide them with an adverse action notice explaining the decision and providing information about their rights.

8.     Maintain Records – Keep records related to the background check process, including the applicant's consent form, the background check report, and any communication related to adverse action. These records can help demonstrate compliance with legal requirements if needed.

9.     State-Specific Regulations - Be aware that some states have their own specific regulations regarding background checks, including limitations on the types of information you can consider and how you can use it. Make sure to research and adhere to these state laws.

10. Consult Legal Counsel - Given the complexity of background checks and the potential legal implications, it's advisable to consult legal counsel or HR professionals familiar with employment law to ensure your background check process complies with all applicable laws.

Reliable check is the company based in united states ,who just need social security numbers and birth year and we will do the rest.

So, make sure that you obey the above rules before you hire someone.

We are often considered as the best National Background Screening Company

In United States.

If you do have any questions regarding our services  , just email us through messages.

Lets order a report today.