It can consist of a combination of the following: County Criminal Record Checks, Department of Corrections, Sex Offender Registry, U.S. Federal District Court, International Criminal search, Motor Vehicle Record Reports, Pre-Employment Drug Testing, Employment Verification, Education Verification, Professional License Verification, Credit Report, OIG/GSA (SAM) Excluded parties list and Social Security Number Address Traces.
These are basic searches ordered as a part of most background checks and can be adjusted based on your industry requirements and the position you are hiring for.
No. We can, however, provide you with requested background information to the completeness of the information available to allow you to make the most informed hiring decision you can.
Yes. As long as you establish a procedure for periodic checks and have a signed release authorization from the employee. This can be the release authorization from the original hiring process so long as there has been no break in employment and the employee has not rescinded the release in writing.
You are legally obligated to go through the following steps to disqualify someone employment due to the results of the background check:
- Provide your applicant with a pre-adverse action letter, a copy of the entire background report, a Summary of your Rights Under the FCRA form, and if in California, The California Statement of Consumer Rights form. (Forms available on the Securitech website).
- Your applicant has 3-5 business days to resolve and/or dispute any negative information contained in their report.
- The pre-adverse action letter must include the name of the CRA, address, and phone number so your applicant can contact the CRA, if they wish to do so, in order to find out the details regarding the negative information they wish to dispute.
- Should the period of 3-5 business days pass and your applicant has not demonstrated they are in the process of disputing the information contained in their report, you must then provide your applicant with an adverse action letter, a copy of the entire background report, “A Summary of Your Rights Under the Fair Credit Reporting Act,” and if in California, the California Statement of Consumer Rights. The adverse action letter communicates to your applicant they are no longer being considered for employment and their decision was influenced by in the Consumer and/or Investigative Report, made at the employer’s request and provided by the name, address, and phone number of the CRA.
