Employment Background Check

Our field-tested solutions are designed to assist you with employee background checks, background check guidelines and pre-employment screening.

You’ll also gain a full understanding of the Fair Credit Reporting Act, to guarantee you’re in compliance with every facet of employment background checks

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Minne­sota is joining a number of other states in prohibiting em­­­­­­ployers from asking job applicants about their criminal records prior to a job interview. Here’s what you need to know about Minnesota’s new “ban the box” law.
The Minneapolis Star Tribune recently ran an investigative report showing how easily Minnesota nurses can evade background check requirements and how few face discipline for serious misconduct. Now the Minnesota Nurses Association (MNA) has come out in favor of tougher standards.

The state of Texas filed a federal suit against the EEOC, disputing guidance that discourages employers from instituting total bans on hiring convicted felons.

You may have heard that the EEOC is cracking down on employers that use criminal records in hiring. But that doesn’t mean you can’t ask in the hiring process.
Minneapolis-based retail giant Target has agreed to remove any questions concerning job applicants’ criminal background from its applications nationwide.
Sen. Elizabeth Warren has introduced a bill that would prohibit employers from requiring job applicants to disclose their credit histories. Ten states already prohibit the practice, but chances of a nationwide ban appear slim.
Dallas-based trade show and convention management firm Freeman has beaten back an EEOC lawsuit that challenged the firm’s use of criminal background checks in hiring. The EEOC sued in 2009, claiming Free­­man’s criminal background checks had a disparate impact on blacks, Hispanics and men.
Transportation giant J.B. Hunt has agreed to revise its hiring policy that the EEOC claimed prohibited hiring anyone with a criminal record. The case began with a single black applicant who was denied a truck driving position because he had been convicted of a crime.
Good news for employers that have had to revoke conditional employment offers: Employers that discover disqualifying information after an offer has been tendered but before the candidate starts work are free to revoke the offer. That won’t result in a big jury award.
North Carolina’s new Expunged Criminal Record bill will affect what questions employers may ask on job applications and during the hiring process. The law prevents most em­­ployers from asking about crimes and criminal charges that have been ex­­punged from job applicants’ records.
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