What Is Included in an Employment Background Check?

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What Is Included in an Employment Background Search? How do you know if you’re using it correctly? Before you start searching for information, knowing how much it costs, what s legal, and your rights as a prospective employee is essential. Hopefully, this article will give you an insight into the process.

Information to include in a background check

The correct information to include in an employment background screening depends on your job type. This type of investigation can be conducted to find out information about a potential employee’s personal life, such as bankruptcy filings or criminal history. It can also be performed on a candidate’s driving record. Fingerprint background checks are more common in some industries and can tell employers about a person’s naturalization, military service, and criminal history.

In addition to past employment history, employers will also look into criminal records. Employers will not want to hire someone solely based on their criminal history, which is against Title VII of the Civil Rights Act. The EEOC has specific guidance on this topic. While arrests and convictions can stay on the public record for seven years, they can be reported indefinitely. While a person’s educational records are typically private, some employers will ask to see a copy of the applicant’s academic records if they feel they need them to perform their job.

Cost of a background check

How much will it cost to do an employment background check? The cost of an employment background check depends on what you need. Some statements cover only certain information or are very specific, like criminal records. The cost and time involved will increase if you need additional information or want to conduct a background check on more than one candidate. Depending on your requirements, you can choose from a variety of plans or combine different types of screenings for a lower price.

The cost of an employment background check varies significantly, but the price of a simple criminal search can be as low as $20 to $100 per person. You may also need a background check of a person’s credit history. The cost of a background check also highly depends on what components you want in the report. For example, a background check that only includes criminal history will generally cost less than one that provides other types of information.

Legal requirements

Employers are prohibited from asking about criminal history unless the applicant has submitted an initial application for the job. Private and public employers are prohibited from reporting information on an applicant’s more than seven years old history. Employers are also prohibited from denying employment based on a consumer report that contains information on an applicant’s credit history. However, employers can still use background check reports if they are required by law or if they believe it will help them decide whether to hire an applicant.

Federal laws require employers to follow specific procedures when using this information. If a background check reveals any adverse information, employers must inform prospective employees in writing and obtain consent before using the notification. Under the Fair Credit Reporting Act (FCRA), employers must adhere to a two-step adverse action process if they discover negative information about a potential employee. Federal law also imposes restrictions on hiring based on race or national origin.

Rights of prospective employees

While the Fair Chance Act protects the rights of people with criminal records, there are still some critical safeguards that employers must follow when conducting an employment background check. These safeguards protect applicants from being denied a job based on a background check. Moreover, the Fair Chance Act does not permit employers to discriminate against applicants based on race or ethnicity. In addition, new York’s Corrections Law prohibits employers from doing a credit check on prospective employees – unless the position requires a background check. The law also prohibits reporting a person with a history of drug use or alcohol abuse or a conviction for a crime that has not been cleared.

Employers should only use public records if they have permission. Applicants should not be required to divulge their genetic information, including their family medical history. This information cannot be used as a factor in employment decisions. Employers must seek permission from the applicant before collecting genetic information. Using public records for this purpose may violate anti-discrimination laws. Moreover, employers must be careful about the information they obtain from medical records. Under federal law, employers cannot discriminate against applicants for the same position due to race, color, religion, or other factors.

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