Healthcare is a multi-trillion dollar industry, and spending continues to grow each year. In fact, healthcare spending increased by almost 10% in 2021, according to the American Hospital Association.  Clearly, the need for professional medical care is a growing need in America. Accompanying this growth is the increasing need for qualified healthcare workers. That’s when healthcare background checks prove to be invaluable. 

Whether you are a hiring manager or an employment agency in the medical field, you’re responsible for employing the most qualified and reliable healthcare workers possible. Now, with the increased demand for competent healthcare staff, the burden of attaining top-notch workers is more intense today than ever before.  From hospital pre employment screening to understanding healthcare background check requirements for your state and job position – there are endless factors to consider during the pre-hire process.

Thankfully, you have PreSearch as your ally in employment background check services for hiring the best candidates for your healthcare organization.  We offer a buffet of different checks that are compliant with state and federal laws. What’s more, each of our reports includes accurate, reliable, up-to-date information.  So whether you need a background check for hospital employment or a level 2 background check for healthcare workers – PreSearch is your winning resource to meet all of your pre-hire needs.

Why Healthcare Background Checks Are Important

As an employer, it doesn’t matter if you are hiring hospital workers, home healthcare staff, or caregivers for a healthcare facility – you’ve got to be fully aware of who is working for you. Getting a background check for healthcare workers is crucial for assessing a candidate’s qualifications, trustworthiness, and viability for employment.  When you consider a pre-hire is administering care to vulnerable patients as well as being relied upon to handle sensitive situations or confidential information – you can’t leave the hiring process to chance.  

Background checks for healthcare employees are important because they are also required by law in some states. According to US federal laws for healthcare workers, states should conduct healthcare background checks if applicants are to be working directly with patients. As a medical employer, you should consider getting criminal background checks and national security checks before a candidate is hired to work in the medical field.  Even if your state or the job position doesn’t require a background check, medical facilities and hospitals are strongly encouraged to screen candidates and applicants before hiring them in medical positions – especially if they work directly with patients.

Healthcare Background Check Requirements

A healthcare background check can be as in-depth or as basic as your organization requires. 

Medical field background check requirements differ according to your state of employment, the type of organization you have, and the job functions of the open position.  Here are a few typical checks conducted on healthcare pre-hires.

National Criminal Search

As you might assume, a national criminal search scours expansive databases nationwide to determine if the applicant has criminal activity in his or her past.  These are intense searches that probe millions of records across several thousand databases and jurisdictions throughout the 50 states and include searches in Puerto Rico, Washington DC, and Guam.

National Sex Offender Search

As of 2021, there are over 760,000 sex offenders on registries throughout the US.  While that figure has decreased by 2% from the previous year, that’s no reason to forgo getting a national sex offender search conducted on pre-hires for your healthcare organization.  This is a crucial aspect of any thorough healthcare background check that retrieves information from all 50 states and US territories.  This search reveals whether or not your healthcare candidate may or may not have pled guilty or have been convicted of a sex crime in his or her past.  In light that your healthcare applicant may be working with vulnerable patients such as the elderly or children – a sex offender search should be a key factor in your pre-hiring process.  

Identity Verification Check

Let’s face it. Even the most intense interviewing process cannot 100% confirm the candidate in front of you is exactly who they claim to be. This is why identity verification checks are crucial to confirming and validating that your applicant is who he or she represents themselves to be.  Identity verification checks are necessary to ensure you are not hiring someone who has represented themselves. 

Drug Screening

When you acknowledge that many healthcare workers are exposed to and have access to hefty prescription drugs, you’ve got to be aware if a pre-hire has had a history with substance abuse.  Even if your candidate will not be expected to administer drugs, a screening is essential to avoid theft of controlled substances, or compromising patient care if a healthcare worker is performing duties while under the influence.  

Medical physician and Harvard Medical School instructor, Dr. Peter Grinspoon conducted research for his book Free Refills.  According to his findings, Dr. Grinspoon revealed that 69% of doctors have misused prescription drugs at some point in their career. Moreover, medical workers have easy access to drugs such as Fentanyl and Oxycodone, making substance abuse a serious issue in the medical field. 

This is why it’s important to include drug screening in a doctor background check or nurse background check.  Doing so will show issues with substance abuse, which is grounds to withhold employment.

Previous Education & Employment Verification

If the most basic employment positions should run a check on education and employment history.  Because the medical field is such a specialized and potentially sensitive area, getting validation about an applicant’s education and employment is crucial.  For example, many positions in healthcare require a postsecondary degree. At the very least, positions might require certification, technical training or licensing.  Getting verification on employment and education will verify whether or not your candidate has achieved the proper training, education and experience required to competently perform the job function of the position for which they are applying.

Federal Exclusion Search

This search allows employers to to identify whether or not applicants have a criminal record, which may disqualify hiring organizations from receiving federal funding through programs such as Medicare or Medicaid.  The federal exclusion search taps into a US government list of healthcare workers who have a criminal past. This search could be essential to determining if a candidate could thwart a health organization’s ability to gain federal funding.

Additional Considerations

In addition to the aforementioned suggestions for background check requirements for healthcare workers, you should also consider that these and other checks should be ongoing throughout the employee’s history with your organization.  After hiring, healthcare workers should undergo screenings in order for employers to monitor their status.  For instance, a 6-month nursing background check post-hire, could reveal activity that might be cause for concern or even termination.  Additionally, all the background checks mentioned here should be conducted according to state and federal regulations.

Level 2 Background Check for Healthcare 

A level 2 background check for healthcare workers are fingerprint-based searches required by some states before a candidate is hired. These in-depth checks use fingerprint records to access national registries and databases in order to obtain more information about healthcare worker pre-hires.  Some of the information that is culled in a level 2 check include: Driving records, criminal history, or disciplinary actions from a licensing organization.  

This deeper check may also illuminate certain offenses in a candidate’s criminal past such as: Sex crims, child abuse, domestic violence, assault or battery.  Because healthcare workers are responsible for vulnerable or defenseless patients, this second level of background check can be invaluable in determining the right fit for your hospital or healthcare organization.

How Far Does a Healthcare Background Check Go?

In most states, background checks go back for seven years.  This is largely due to the FCRA (Federal Credit Reporting Act) which mandates that consumer reporting agencies may not search further than seven years when accessing financial or credit information on an applicant.  

This seven-year lookback limit is only for consumer reports, showing bankruptcies, liens, collections, etc.  Other background checks such as criminal, educational, or employment histories may go back further than seven years, or even as far back as a candidate’s life history.  This depends on the state, position of employment offered, and the requirements of the employer.

What Disqualifies You From Working in Healthcare?  

No matter if you are obtaining a background check for hospital employment, or need a caregiver background check in Wisconsin, several items could immediately toss a candidate out of the running for employment in the healthcare industry. For instance, healthcare workers with a criminal history of child abuse or elder abuse, clearly are disqualified from working directly with patients.  

Healthcare background checks will also uncover mistruths on a resume or application.  As an employer, if the results of a check reveals that the applicant has lied about past employment or education – it’s your discretion to withhold employment.  In almost all cases, lying about education or past employment is an instant “no-go” for employment.  After all, if an applicant lies about their past work or education – what would stop them from lying if granted the job?

As mentioned earlier, drug abuse is a common occurrence among healthcare workers.  Therefore, it is advisable for hiring managers to conduct drug screens on pre-hires.  In most cases, a failed drug screening will immediately disqualify employment.

Can You Work in Healthcare With a Misdemeanor

A criminal record is a “strike against” hiring a healthcare worker.  However, every state and healthcare organization has different approaches.  For instance, in the state of Virginia, medical assistant background check requirements state that this candidate may still be hired as a medical assistant if the job functions are not directly associated with the misdemeanor. 

In general, applicants with a misdemeanor charge on their record are more likely to be hired than, say, if an applicant was charged with a felony or other serious crimes. To reiterate, the choice to hire a candidate with a misdemeanor charge is largely contingent upon healthcare regulations in your state as well as your organization’s hiring policies. 

What You Should Know About Healthcare Sanctions?

If your healthcare organization receives sanctions like federal funding from programs such as Medicare or Medicaid, you should be especially careful in investigating a pre-hire background.  To explain, if your healthcare background checks return “red flags” such as a criminal activity on their record – this could disqualify your organization from receiving future federal funding if that applicant is hired and working within your facility.

How PreSearch Can Help You

As you can clearly see, there are a dizzying array of details and considerations when it comes to the pre-hire process for healthcare professionals.  Every state has their own requirements and regulations for hiring medical staff.  And of course, your healthcare facility has its own protocol and standards when it comes to choosing the right candidate.  

PreSearch can make your job in the healthcare industry infinitely easier.  Our fast background checks for staffing are accurate, current and thorough.  All of our background check practices are fully compliant, and we offer a wide range of different types of checks so we can meet all of your healthcare pre-hire needs.  Let us show you how we can revolutionize your hiring process by contacting us today.

What Is a Caregiver Background Check?

Healthcare is a demanding industry that is always changing. Employers are in a particularly precarious position to comply with laws, regulations, and industry standards in the hiring process.  This is when obtaining a caregiver background check for pre-hires can be invaluable. 

A caregiver background check helps healthcare employers validate work history and education. Additionally, a background check for caregivers is essential in determining whether or not the candidate for a healthcare position is qualified, trustworthy, and ideal for the job.

Why Are Background Checks Important for Caregivers?

In an ideal world, healthcare workers answer a higher calling and tend to patient care with integrity and compassion.  Regrettably, we don’t live in a perfect world.  In reality, not every caregiver has their patient’s or their employer’s best interests at heart.  

For instance, according to the World Health Organization (WHO), 2 out of 3 caregivers were reprimanded for some type of elder abuse in nursing homes.  Problems such as patient neglect, theft, abuse, or incompetence don’t just happen in eldercare facilities – it happens in every organization caregivers are hired.

For this reason, a caregiver background check is crucial to conduct on your pre-hire candidates.  A thorough background check ensures employers that the candidate says who she or he says they are.  Furthermore, it can confirm or deny aspects that might directly influence a candidate’s ability to perform.  In essence, caregiver background checks are employers’ greatest tool to make the best choice for their job openings.

How to Do a Background Check on a Caregiver?

You could use a DIY approach to conducting a caregiver background check. However, this can be extremely time-consuming.  Between gathering all the information, contacting references and previous employers, as well as contacting local, state and national government agencies for a criminal background check for caregivers – you’re looking at days or maybe weeks to receive all the results you need.  

Furthermore, a do-it-yourself approach could get you into trouble if you do not comply with pre-hiring laws and regulations according to your state.  For example, a caregiver background check in Wisconsin works rather differently than a healthcare background check in California.  

With this in mind, your best, most reliable option is to use PreSearch for your caregiver background check needs.  We deliver the most thorough, accurate, fast background checks available.  Furthermore, according to your state, we conduct all of our pre-hire checks to the letter of the law.

To do a background check with PreSearch, you simply need to collect the information from the candidate by having them fill out an application. The information included on the application should include information such as full name, address, social security number, and birthdate.  In some instances, you may also need to collect the candidate’s driver’s license number as well as information on any professional certifications, licenses or degrees the candidate claims to have earned.

Also, keep in mind that by getting help with background check services using PreSearch means that everything will be conducted in full compliance.  For instance, the Fair Credit Reporting Act (FCRA) has legal requirements such as providing formal disclosure documents to the applicant that they are subject to a background check.  As mentioned, different states in the US have different regulations when conducting caregiver background checks. With PreSearch, you never have to worry about background checks and staying compliant with the laws in your state.

What Shows up on a Caregiver Background Check?

More comprehensive than standard checks, a background check for caregivers is intended to ensure the safety of vulnerable individuals. Here’s what typically shows up:

• Criminal History: This includes felonies, misdemeanors, and pending charges.
• Identity Verification: Confirms the individual’s name, address, and Social Security number.
• Sex Offender Registry: Checks against national and state sex offender registries.
• Abuse Registries: Searches for records of child or elder abuse, neglect, or exploitation.
• Driving Records: This may be included, especially for positions involving transportation.
• Professional Licenses and Certifications: Verifies relevant licenses or certifications.
• Employment History: May include verification of previous healthcare positions.

How Long Does a Caregiver Background Check Take?

The turnaround time for a caregiver background check depends on factors like the type of check, state regulations, and the accuracy of the information provided. Typically, you can expect results within a short turnaround time and even on the same day in some cases.

What Is the Difference Between a Caregiver Background Check and a Regular One?

One of the key differences between a caregiver background check and regular background checks is they are more in-depth due to the nature of work. Other key differences include:

• Specialized Searches: Caregiver checks often include abuse registries, healthcare sanctions lists, and license verifications that may not be in standard checks.
• Legal Requirements: Some states mandate specific components for healthcare worker background checks.
• Protecting Vulnerable Populations: Caregivers work with vulnerable individuals; hence thorough checks ensure their safety.

How Much Does a Caregiver Check Cost?

The cost of a caregiver background check depends on the level of detail your organization needs. Our basic checks start around $18-$30, while more comprehensive checks can go up in price. We also offer additional screen options, which could impact the cost.  For specific pricing and package options, check our pricing page.

What Disqualifies You From Being a Caregiver?

Whether you need a background check for home health care, or you’re employing caregivers for a healthcare facility, there are certain conditions in which an individual is automatically disqualified from being hired as a caregiver. 

In almost all cases, if the criminal report turns up certain “red flags” such as violent crimes committed, sexual assault, or robbery – the applicant is immediately ineligible for caregiver employment. In some instances, and depending upon the job functions performed by the caregiver-candidate, minor convictions or minor traffic violations may also disqualify an applicant.  

If you have a care worker candidate who must drive in order to complete job functions or patient care, then a history of careless driving, driving while under the influence or repeated offenses on their driving record may also be grounds for withholding employment. 

In some cases, employers may also consult an applicant’s credit history. If instances of foreclosures, bankruptcies or financial judgments are present, this could be cause for disqualification of employment.

State and Federal Background Check Laws for Caregivers

If healthcare agencies want the support and financial backing from federal government programs such as Medicaid or Medicare, then they must conduct caregiver or home health care background checks according to their state laws.  

As of 2010, the Affordable Care Act enacted the National Background Check Program (NBCP). This program issues financial grants to states who comply with a standardized system for initiating comprehensive caregiver background checks. This includes obtaining fingerprint-based background checks on caregivers or healthcare aids that will have direct contact with patients. This federal funding is optional, and not all states are required to comply.

Every state has different requirements and standards for caregiver background checks. In many instances, healthcare workers should be licensed by the state, and this should be confirmed by the hiring employer.  Depending upon which state you are hiring, caregivers may need to undergo a state-level search to verify the current status of licensing.

What Kind of Background Check Should You Consider?

At PreSearch, we have a wide array of different types of checks we can provide for your caregiver’s pre-hire needs.  Here are a few examples of what types of background checks you should consider for pre-hires.

Statewide Criminal History Check

Most states will provide state-level criminal history checks. However, some do not.  The ones that do will deliver details about potential criminal activities present on a candidate’s record in the employing state.

County Level Criminal Check

It’s advised to check the county records in which the applicant resides. Doing so will provide you with felony, and criminal information.  Some counties in some states may also include infractions or misdemeanor charges.

Verification of Name, Social Security Number 

This is perhaps the most basic, yet most necessary aspect of any background check.  Verifying name and social security is crucial for confirming the candidate is who he or she claims to be.

Drug Screening

Many healthcare employers around the nation opt to subject candidates to drug testing as a condition of employment.  If screened positive for drugs, the candidate may potentially prove to be a danger to patients. Please know that according to the Equal Employment Opportunity Commission, pre-hire drug screening may only take place after making a job offer to the candidate, and granting the position is contingent upon taking and passing the drug screen test.

National Sex Offender Registry

According to the Center for Disease Control (CDC), 1 in 10 seniors are victims of assault or sexual abuse at the hands of a caregiver. In light of this sobering fact, it is strongly encouraged that a search on the National Sex Offender Registry should take place for all pre-hire caregiver-candidates. 

Personal and Professional References

This aspect of the pre-hire process can be quite revealing about a candidate’s personal and professional history.  An employer’s responses while contacting personal and professional references can be insightful as to how the candidate has held him or herself in past employment positions, in the community and in personal relationships.

Verification of Employment & Education

This is a basic, yet another essential factor in any caregiver background check. The results of this report will confirm whether or not the candidate has indeed worked and studied according to what is claimed on the application.

What Other Types of Home Health Care Workers Need Background Checks?

The different types of medical or healthcare staff you need to hire will adjust what kind of background checks you will conduct.  Here are a few types of healthcare professionals and their functions so you can tailor your caregiver background check needs. 

Doctors

Hiring a physician may be required if patients need full-time care in-home, or in a healthcare facility.  Doctors should be subject to the basic background check requirements, and other checks can be pursued according to the employer’s needs and the doctor’s job description. For instance, a motor vehicle check might not be required for an in-home physician candidate.

Speech, Occupational & Speech Therapists

Whether you are hiring professionals for eldercare, or healthcare professionals to assist patients recover after surgery or trauma – basic background checks are required for these roles.  Furthermore, a check should be conducted on candidates in these positions to confirm he or she is state licensed and has earned the credentials to perform job functions.

Nutritional Support

Dietitians and nutritionists are often needed to provide patients with proper nutrition in order to maintain health, or recover after a medical procedure or illness.  This position should undergo a basic caregiver background check, and additional history searches should be conducted depending upon the job description and type of patient interaction required for the position.

Volunteers

It is a mistake to believe that volunteers are not subject to background checks simply because they are not being paid for their services.  In fact, volunteers should undergo background checks as much as paid employees. 

In all cases and job positions, background checks are integral to hiring trustworthy, reliable and qualified healthcare workers or volunteers.

How PreSearch Can Help You

After reviewing all this information about the ins and outs of conducting a caregiver background check, you might be a bit overwhelmed.  That’s why PreSearch is your perfect ally in your pre-hire process.  We take all the guesswork out of background checks so you are free to make the best choice for your organization.  

Furthermore, we give you peace of mind because we deliver accurate, current, thorough results you need to hire the most ideal candidate.  Moreover, we ensure that background checks are conducted to the letter of the law of your state, as well as fully compliant with federal laws.  Considering this, PreSearch gives you every advantage you need to hire the most qualified staff so your healthcare business can thrive.

Why a Background Check Is Important in Virginia

As an employer in Virginia, you know background checks are crucial to obtain accurate background information about potential employees working for your company.  From confirming an applicant is qualified for the position, to ensuring that he or she can be trusted with their duties on the job – a background check in Virginia is critical for making the right decision for effectively staffing your company with the right employees.  

While all this might seem like common knowledge, you might not know the ins and outs of Virginia background check laws.  That’s where PreSearch’s services for background checks can be invaluable in the hiring process. We know all the details, regulations, and laws involved when it comes to conducting a compliant Virginia background check for employment.  To prove this point, here are some top considerations all VA employers should bear in mind whenever a background check in Virginia is performed on any potential employee. 

Why Look To PreSearch for Background Check Services in Virginia

Running a business or non-profit organization is rife with challenges, deadlines, and stressful factors. As a hiring entity, the last thing you need is another time-consuming chore to add to your neverending to-do list. What’s more, you likely can’t afford to take the time to brush up on Virginia state laws to ensure your hiring process is in compliance.  

PreSearch is your ultimate solution for all your pre-hire, Virginia state background check needs. We leave nothing to chance when it comes to abiding by the law while conducting your pre-employee checks.  We also take the guesswork out of the process by providing you with fast, accurate, reliable, and compliant data.  PreSearch makes your life easier by equipping you with the information you need to make the best choice for hiring qualified, trustworthy personnel.

FCRA

This is the Fair Credit Reporting Act that is enforced by the Federal Trade Commission. The FCRA was put into place in 1970 as a way to regulate and establish proper hiring practices in the US.  The function of FCRA is to protect applicant information.  Specifically, the act ensures consumer information provided by applicants is kept private, protected, and reported fairly and accurately.  In essence, the Fair Credit Reporting Act is the golden standard all employers must adhere to when collecting consumer information from applicants.

Additionally, the FCRA requires employers to give notice to all applicants that they will be subjected to a background check.  This means that candidates must receive a written notice that should be signed acknowledging that information will be collected in order to conduct a background check in Virginia for potential employment.

Furthermore, the FCRA has specific procedures an employer must follow in the event a background check reveals unfavorable information on an applicant.  This is when PreSearch becomes a powerful ally for your business, because we know precisely how you should handle situations when an applicant’s background information threatens their chances for employment within your organization.

EEOC

The EEOC, or Equal Employment Opportunity Commission, enforces laws that prohibit discrimination in the hiring process.  In accordance with the Civil Rights Act of 1964, the EEOC mandates that no applicant can be refused employment based on personal characteristics such as gender, race, religion, etc.  

Moreover, if a Virginia criminal background check returns unfavorable results, the employer must carefully assess the information to determine whether or not the criminal activity is a direct concern for the specific position designated for the applicant.  If a decision is made to withhold employment to an applicant based on a criminal background check in Virginia, that decision needs to be adequately proven that the criminal activity is in conflict with the job position.

Social Media Checks in Virginia

According to Virginia law, employers are required to follow certain protocols when it comes to handling an applicant’s social media information.  Firstly, employers cannot demand that applicants or employees give them their social media account passwords or usernames.  Secondly, employers cannot demand that applicants or employees add superiors or their employers to their contacts. For example, an applicant cannot be forced to add his or her boss as a “friend” on Facebook.

Ban-The-Box Law in Virginia

In an effort to cultivate a fair, non-discriminatory hiring environment, the governor of Virginia passed Executive Order 41 in 2015, stating that public employers are not allowed to ask an applicant about arrests or criminal convictions on an application.  In other words, Virginia employers may not have a check-box on an application that an applicant must check if he or she has been arrested or convicted of a crime.  

Five years after Executive Order 41 was passed, Virginia enacted another law that prohibits employers from asking pre-hires if they have had any criminal convictions or arrests relating to simple marijuana possession.  Furthermore, applicants who complete a Virginia criminal records check are not required to disclose any information about criminal activity they’ve had in the past associated with simple marijuana possession.

Expungement

Not always, but in most cases, first-time criminal offenses might be destroyed, repressed, or sealed, which makes these criminal records inaccessible to employers.  This is called expungement.  According to the state of Virginia criminal history check laws, employers are prohibited from asking pre-hires for expunged records or attempting to access expunged records. Expunged criminal details are removed from public records and should not appear on a Virginia criminal records check.  

How Much Does a Background Check in Virginia Cost?

The answer to this depends upon how your company approaches background checks in Virginia.  For example, if your organization is eligible to access a criminal history report from the Virginia State Police, the cost to perform this check is $27 per criminal background check.  However, bear in mind that this is only a criminal history report, and will not show details such as qualifications, educational background, or work history. Moreover, criminal checks from the Virginia State Police will only reveal criminal activity in the state. It will not show convictions or arrests outside of the state of Virginia.

Some employers DIY their background checks or opt to have their in-house HR department run background checks on pre-hires.  While this might give the impression of saving money, in reality, it can be very expensive.  To explain, conducting a Virginia state background check can be very time-consuming – especially if there are multiple applicants to process. The time and resources required to do a thorough, accurate background check can amount to a big expense in hourly salary or precious time if done in-house.  Also, employers must be absolutely certain that their HR staff is fully compliant with Virginia state laws when conducting background checks on applicants. 

Furthermore, if you are tempted to try out an online vendor touting “free” background checks, you might want to reconsider that route.  To explain, many of these companies are not in compliance with VA state laws when conducting background checks.  Additionally, the results from these so-called “free” services are often inaccurate, obsolete, or outdated.

Whether obtaining a criminal history or getting a background check for trusted employees, your best option is to use PreSearch’s proven, experienced background check service.  We provide every assurance that your checks are conducted in full compliance with Virginia background check laws.  What’s more, we offer fully customized reports so you can pick or choose exactly what kind of checks you need to run on your pre-hires.  

How Long Does a Background Check Take in Virginia?

If you request criminal history reports from the Virginia State Police, don’t expect to receive the results for up to a minimum of two weeks.  Turnaround time for background check results will likely be even longer if you do in-house checks conducted by you or your HR department. This is because it takes significant time to gather all the information, contact previous employers, validate education, and confirm applicant details. 

Alternatively, you can expect quick background check results when you rely on PreSearch. Depending upon what type of Virginia background check you require, our experts can deliver results to you in just a few hours.  More specialized results might take a few days.  In either case, using PreSearch is the fastest, most reliable option for obtaining accurate background check results in the state of Virginia.     

What Appears on a Background Check in Virginia?

Because every state in the US is different, information on a Virginia background check will differ from other states.  Here are the core items that will appear on a standard Virginia background check for employment. 

Employment Verification

As you might expect, this section confirms whether or not the applicant has indeed worked where he or she has claimed on the pre-hire application.  

Education Verification

Likewise, a background check can confirm or deny if an applicant has received the education they have listed on their resume or application. Education verification can also confirm a pre-hire has earned various licenses or certifications.

Criminal History

Excluding expunged records we mentioned earlier, a standard background check can show any criminal activity such as convictions or arrests the applicant may have on his or her record. 

How Far Back Do Background Checks Go in Virginia?

The simple answer to this question is seven years as the time length employers can look back on an applicant’s past history.  This lookback period is in compliance with the Fair Credit Reporting Act (FCRA), which limits the time showing unfavorable consumer information to seven years. However, the FCRA seven-year time limit does not apply to positions paying $75,000 or more per year in the state of Virginia.

Furthermore, FCRA time limitations do not apply to employment and educational information as well as criminal activity.  For these details, an employer may go back in an applicant’s history for as many years in the past as desired.

How to Get a Criminal Background Check in Virginia?

As mentioned, you can submit a request to the Virginia State Police in order to obtain a criminal history background check.  Nonetheless, you should know that VA State Police only provides criminal reports to approved agencies.  They will also not provide arrest data without a fingerprint card completed by the applicant.

As an employer, you might get access to limited background information from the Virginia Judiciary, which is a state-wide repository for court records.  However, this information is limited to entries made by court clerks, and it is not always current.  

In either scenario, the data you receive will be finite.  This is because the VA State Police will only provide criminal history for activity in the state of Virginia.  The same holds true for any information gathered from the Virginia Judiciary – it will only be relevant for the state and will not show nationwide or international activity.

According to Beth Townsend, Iowa’s Workforce Development Director, the job market is continuing to grow and recover after national setbacks such as the pandemic. Moreover, Townsend is quoted as saying, “Iowa’s labor force continues to expand, and unemployed Iowans are finding amazing new career opportunities in this state faster now than ever before.”

That statement might be music to many employers and volunteer administrator’s ears.  However, it might also pose a whole new set of challenges.  The reason being is that with every new hire, there are a slew of precautions every volunteer or hiring entity needs to consider. 

We’re talking about Iowa background check requirements.  Do you have proper protocols in place to ensure you’re hiring the right candidate? Do those protocols include complying with state and federal laws when it comes to pre-screening candidates for employment or volunteer work? If you’re second-guessing these questions, then read further about the ins and outs of Iowa background check laws, regulations and procedures. 

How PreSearch Can Help You With Background Checks

At PreSearch, we give you exactly what you need, providing you with factual, pre-hire screenings that are reliable and thorough. What’s more, our conscientious and professional service providers will conduct your background check in Iowa in the strictest compliance with state and federal laws.

Running a business or volunteer organization is hard enough.  You don’t have to increase your responsibilities or challenges by doing your own Iowa background check for pre-hires. Let us take the hassle out of finding the right staff for your organization. When you partner with PreSearch, you’re ensuring your organization gets the information required to make sound business staffing decisions to make your company grow and thrive.

What Exactly Is a Background Check?

At its simplest, a background check is a process in which an employer, administrator or individual gathers information in order to verify identity, work history, or professional credentials. Some background checks can also be more in depth and can reveal information such as criminal history, credit history of even potential sex offences committed in one’s past.

A background check in Iowa, or any state is invaluable in determining whether or not a candidate is qualified to do the job he or she is being considered for employment. A more comprehensive Iowa background check might entail a hiring institution to uncover specialized information that is either germane to the position, or required by the state. Read on for more insights into how to proceed with a state of Iowa background check for your next potential employee or volunteer. 

How Do I Get a Background Check in Iowa?

If you are an employer in Iowa, you can get a criminal history report from the Iowa Division of Criminal Investigation (IDCI). A request for an Iowa employment criminal background check can be submitted online through their website, by mail or by fax. The cost is $15.00 per last name and takes anywhere from 1-3 days to process and it might take longer for an employer to receive the results if corresponding by mail.

It might be tempting for an employer to go this route as a solution for pre-screening new hires.  However, bear in mind that this criminal history report from the IDCI only reveals a small glimpse of the big picture. 

To explain, a criminal background check in Iowa state does not show any criminal history that may have occurred in other states, or other countries.  By comparison, a full criminal history report by PreSearch will render all criminal activity regardless if an applicant has a record in multiple states, or crimes committed internationally or on a federal level.

Furthermore, IDCI criminal history information is only that. You will not receive any background information concerning work history, education, identity verification, etc. Lastly, as mentioned, you can expect to wait awhile before you receive a criminal background check from Iowa.
The best alternative is to use professional and reliable background check services such as those provided by PreSearch. Using our diverse menu of options, you can choose precisely what types of pre-employment screening reports you and your organization needs.

Why Should Employers in Iowa Conduct Background Checks?

In the same way you wouldn’t hand over your house or car keys to a complete stranger, you can’t place all your trust in whatever an individual reveals on their application or resume.  

As a business owner or employing manager in Iowa, you’re responsible for safeguarding your organization against threats such as theft, incompetence and an onslaught of other pitfalls that could be costly and severely damaging to your business. 

That’s why employers should conduct background checks – it’s a matter of getting verification and confirmation that the applicant under consideration is who he or she says they are. It’s also a question as to whether or not the candidate is trustworthy.

If a trusted employees background check isn’t motivating enough to gain peace of mind about a new hire, then consider this: Some candidates under consideration for specialized work positions are required, by Iowa state law, to get a background check.  In most instances, individuals seeking employment in law enforcement or healthcare industries are required to submit to a background check before being hired. 

Is There Anything Unique About Background Checks in Iowa?

The state laws of Iowa do not have restrictions on an Iowa background check conducted on any applicant, or how that background information is used.  Nonetheless, Iowa employers must comply with federal laws such as FCRA and Title VII regulations, which we’ll talk about in a minute.

There are, however, a few caveats when it comes to complying to Iowa background check laws. For instance, as mentioned earlier, healthcare and law enforcement workers are subject to employer-specific laws governing background checks.

In the case of security workers and law enforcement workers, employers and security agencies in Iowa are required to submit candidates/applicants to a federal and state fingerprint-based criminal background check under Iowa state law.

Healthcare workers are also subject to the same finger-print based criminal background check which is submitted to the Bureau of Criminal Identification. Additionally, candidates considered for a healthcare position must submit a child & dependent adult abuse and neglect background check through the Dept. of Human Services under Iowa state law. Hospitals must also subject potential hospital workers to a criminal background check before being hired in order to remain compliant with Iowa state law.

How Do Background Checks in Iowa Work?

Employers can request an Iowa background check from the Iowa Division of Investigation. However, this will only cover criminal history. In other words, background checks from the state will not include employment history, credit verifications, education, etc. 

As an employer of Iowa you might have considered getting a background check through an online vendor who claims to offer “free” services.  The information these vendors provide is generally inaccurate, incomplete or outdated. These vendors then try to bait you into buying additional services. Additionally, fly-by-night background check services do not always know, or adhere to governmental regulations.

With PreSearch, you never have to worry about getting lured in for more accurate information.  We provide thorough, expedient, accurate background checks that rival “free background check” services you may have seen online. PreSearch is fully versed in Iowa employment background check laws, so you can rest assured that all screenings are done in compliance according to state, county and federal regulations.

Iowa Background Check Laws

Iowa employers are responsible for staying compliant with state and federal laws when conducting pre-hire background checks. Failure to comply could result in litigation (meaning an applicant might sue your organization), penalties and/or hefty fines.  Here are a few laws that must be followed when conducting an Iowa background check.  

Fair Credit Reporting Act (FCRA)

In 1970, the Fair Credit Reporting Act (FCRA) was enacted on a federal level in order to protect the privacy rights of consumers.  The law governs how credit information and consumer reporting agencies can gather and use sensitive details such as an individual’s identity.  

If your organization’s hiring policy requires a credit report from an applicant, you must give the applicant written notice that he or she is subject to a credit check prior to the time their credit history is run.

Title VII of the Civil Rights Act of 1964

This federal law is one of the most important for employers to pay attention. Former president Lyndon B. Johnson signed it into effect in 1964 as a way to make a stand against discrimination in the workplace. The EEOC (Equal Employment Opportunity Commission) governs and enforces Title VII, and oversees hiring entities to ensure compliance is met.

Title VII of the Civil Rights Act plays a strong role in how pre-hire background checks are handled. For instance, if a background check results with criminal activity such as a conviction, the EEOC has regulations about how an employer should handle that negative information through the pre-hire process.  

Under Title VII, and EEOC guidance, an employer must assess an applicant’s criminal history (if there is one) as it directly relates to the job position before opting to withhold employment.  In other words, the fact that an applicant has a criminal record should not influence whether he or she gets the job.  That is, unless it can be proven that the criminal history is in direct conflict with the employment position that would have been offered to the applicant.

Criminal Record Restrictions

As mentioned earlier, Iowa has very few restrictions on criminal record histories when it comes to background checks. While that might give employers and volunteer administrators in Iowa more leverage to make better hiring decisions – it does not exempt them from following federal non-discrimination laws such as Title VII, and privacy protection laws such as found in the FCRA.

What Shows Up On an Iowa Background Check?

Perhaps a better question might be, “As an employer, what information do you want to show up on an Iowa background check?”  To explain, background checks can reveal a variety of different types of information.  The results are contingent upon what is requested. 

Many Iowa employers opt for basic information such as identity verification, criminal history, proof of education and employment history.  However, when you use PreSearch you can elect to have a more in-depth view of your applicants. We offer credit checks, address history traces, and broadscope criminal checks including federal, state and local criminal history and sex offender registry lookups. 

When you use PreSearch, you get the information you need. We customize every Iowa background check according to your hiring policies and your organization’s needs. Moreover, we conduct all background checks in strict compliance with federal laws as well as Iowa state and county regulations.

How Far Do Background Checks Go in Iowa?

As with most states in the nation, Iowa adheres to the seven year lookback period as the standard as established by FCRA. Furthermore, the FCRA mandates that if a candidate would stand to earn $75,000 or more per year at the job, the lookback for a background check is seven years.

Additionally, Iowa has an expungement law, which is a state law that says any expunged (removed or erased) misdemeanor over eight years old shall not be reported on a background check.

Lookback time limits do not apply to employment background, education history and other pertinent information. These details have no time restraints, and therefore can be reported regardless of the age of the information.

How Long Does a Background Check Take in Iowa?

If you opt to conduct background checks yourself, or delegate the task to your human resources (HR) team – you may find your results are slow in coming.  This is because gathering the right information, going through state and government institutions and remaining in legal compliance can be extremely time consuming.

Alternatively, when you partner with PreSearch, you are getting experts in the industry at your side. We know the laws front-to-back. We also have the resources and capability of providing you with a fast background check that is laser-accurate and thorough.  

Remember that at PreSearch, we specialize in background services. That makes us exceedingly qualified (and expedient) in getting you the results you need.  In many cases, our results can be in your possession in just a matter of a few short hours.

How Much Do Background Checks Cost in the State of Iowa?

We mentioned earlier that you could get an Iowa background check from the Iowa Division of Criminal Investigation, and this report is $15.00 per individual request. Bear in mind, however, that this will only reveal criminal history in the state of Iowa, not work history or educational verification.

You could do it yourself, or have your human resources department conduct a background search on pre-hires. As we discussed, doing background checks in-house can take a long time, and that means money racked up in paying HR staff to complete the task. What’s more, if you’re doing background checks yourself, it could mean a loss of money while your time is spent away from your core work functions.

And if you think online vendors singing the praises of “free background check” services is the way to go, we urge you to reconsider. These vendors rarely supply anything for free, and whatever results they produce are marginal at best. When it comes to getting accurate information on your applicants – marginal simply won’t pass muster.

Are you a business owner or volunteer administrator in Illinois looking for solid workers within your organization? If so, you’re likely aware that finding good help can be challenging in today’s world, to say the least. The more sobering reality is that employing trustworthy staff members who live up to their claims on a resume or an application can be akin to finding a needle in a haystack. Now more than ever, background check services are a necessity rather than a luxury.  Getting an Illinois background check should be every administrator’s standard operating procedure, and this article explains the reasons why. 

Why Consider PreSearch for Background Check Services in Illinois

In the words of the American author, James Altucher, “Honesty is the fastest way to prevent a mistake from turning into a failure.”  Speaking to that point, there is no better way to avoid the possibility of an epic failure than acquiring accurate, state-compliant background screenings with PreSearch before presenting an offer of employment on the table.  

Let’s face the cold, hard facts here. Not everyone who enters your office door is always 100% honest.  Getting a background check in Illinois from PreSearch can suss out the trustworthy candidates from those who are clearly massaging the truth to get a position within your organization.  

Moreover, relying on our professional services to obtain a pre-hire Illinois background check gives you and your organization the assurance you need that all federal, state and county regulations are met. We do all the hard work for you so that your company is safeguarded from litigation. We also save you or your human resources team a significant amount of time. 

Don’t leave this crucial step in the hiring process to chance. Choose PreSearch so you and your team can select the best candidate to help your organization grow and thrive as it should.

What Is a Background Check?

In a nutshell, a background check is a process that allows individuals or companies to verify someone is who they assert themselves to be. Background checks are invaluable when it comes to confirming the identity of a prospective employee or volunteer. 

Furthermore, a pre-employment background check in Illinois is indispensable when hiring agencies need accurate information about an individual’s history such as criminal records, employment experience or verification of education.

How to Get a Criminal Background Check in Illinois?

There are several different ways you can get your criminal background check in Illinois. Criminal history records are accessed either by name or fingerprint. You can obtain your own Illinois criminal background check by going to any Illinois law enforcement office or correctional facility during business hours of operation and request a criminal history transcript through Illinois’ Access and Review process. 

You may also approach a licensed fingerprint agency to obtain an Illinois criminal history transcript, but the fingerprint agency may charge a processing fee. Lastly, you can send a written request by mail to the IL State Police, Division of Administration.

Why Is It Important for Illinois Employers to Conduct Background Checks?

Aside from confirming and verifying the applicant in front of you is actually who they claim to be, a trusted employees background check can give you tremendous peace of mind and the assurances to hire with confidence.  Moreover, if your company is a regulated industry that legally requires an Illinois state background check, then clearly this is an important box to check before hiring an applicant.

To underscore the importance of background checks, let’s take a look at the healthcare industry in the great Prairie State.  According to the Illinois Health Care Worker Background Check Act, any healthcare employer must ensure that a potential healthcare employee has a fingerprint-based record check.  Additionally, a health care worker background check in Illinois is required by the state to determine if the applicant has no disqualifying convictions in order to work in a healthcare or caregiver position.  

The same mandates are required for the State of Illinois Department of Children and Family Services (DCFS). A candidate under consideration for employment in a childcare capacity is required to undergo a DCFS background check in Illinois if he or she will be working or living in a licensed childcare facility and might have unsupervised or unrestricted access to children.

While staying in legal compliance with the state of Illinois is certainly an important and motivating factor to get background checks on potential employees, let’s not forget the reassurance a full screening can mean for you and your organization.  

The harsh reality is that there is no foolproof guarantee that any applicant is irreproachable. An Illinois background check can nail down the solid facts you need to make the best decision possible for your organization, and that is the optimal reason pre-hire screenings are so vitally important for the success of your business.

What Is Unique About Background Checks in Illinois?

Every state in the nation has its own protocols for pre-hires, and Illinois is no exception. What makes background checks in Illinois unique is that the state requires different inquiries than other states in the US.  For example, IL passed a “ban-the-box” (BTB) law in 2014 that restricts an employer to access an applicant’s criminal background until the later stages of an interview and application process.  This is a newer law that applies to businesses and companies that have 15 or more employees.

Additionally, as of 2021, amendments were made to the Illinois Human Rights Act that enforce different ways Illinois employers approach certain steps in the pre-hire process.  One of these changes deals with discouraging employers taking adverse action in hiring applicants who have criminal marks on their background history check. Specifically, employers may not reject an applicant’s employment due to criminal activity unless they can fully and legally prove the conviction or offense is directly opposed to the position the applicant will hold. 

In the event an Illinois employer exposes a reasonable threat (referred to as “substantial relationship”) between a criminal conviction and the job position offered to an applicant, the employer is required to initiate an Adverse Action Procedure to the Illinois Department of Justice. The Adverse Action Procedure is similar to the state reporting required under the Federal Credit Report Act (FCRA), which we will address in a moment.

How Do Background Checks Work in Illinois?

As an employer in the state of Illinois, you must understand that everyone you interview for a job or volunteer position must be treated equally and fairly. This means that you cannot initiate background checks or refuse employment to an applicant based on characteristics such as religion, age, disability, and other traits. If a pre-hire suspects he or she has been discriminated against during the background check process, then they can file a claim to the IL Dept. of Human Rights, which could result in litigation and/or hefty fines against the employing organization.

Furthermore, Illinois employers are required to comply with the FCRA, which mandates that pre-hires must be notified if and when they are subject to a Illinois background check conducted by a third-party service prior to screening. If the applicant refuses to consent to a background check, then as the employer, you have the option to withdraw their application for employment. If the candidate accepts, the employer must get written consent from the pre-hire.

Illinois Background Check Laws

It’s important to understand Illinois background check laws in order to avoid litigation and costly fees in the event any of these laws are violated. Moreover, there are state, federal and county laws all hiring entities must be aware of in order to stay compliant. Here are some laws all Illinois hiring organizations should familiarize themselves with.

Also, please bear in mind that these tips about Illinois background check laws are for reference only. While PreSearch conducts screenings with the utmost care and compliance with state laws, this article is not intended to serve as legal advice.

The Fair Credit Reporting Act (FCRA)

As mentioned earlier, FCRA law requires employers to notify pre-hires when a 3rd party service is used for an Illinois background check in the hiring process. The applicant must give written consent which states that he or she understands and accepts that he or she is subject to a background screening.  If this FCRA law is violated, legal action can be taken against the employer and is enforced by the Federal Trade Commission (FTC).

FCRA has restrictions on how far back search results can be reported. Search results are limited to uncover activities such as debt collections, civil judgments or arrests not leading to convictions for seven years. Bankruptcies, however, have a 10 year lookback period. There are no FCRA time limits for employment positions that pay $75,000 or more per year.  

Title VII of the Civil Rights Act

This is a federal law that is governed and enforced by the EEOC (Equal Employment Opportunity Commission). Title VII is a fundamental legislation that expressly prohibits discrimination when hiring applicants.  This means that a pre-hire cannot be turned down employment based on race, religion, age, disability and other characteristics not related to the job position. 

Title VII even has regulations and provisions for employers in the event criminal activity is uncovered during a 7 year criminal background check in Illinois. If an employer discovers a pre-hire has a criminal past in a pre-employment screening, the EEOC has issued recommendations such as assessing the criminal activity in relation to the specific job position.  The employer cannot decide against hiring a candidate with a criminal history unless the criminal offenses present a “substantial relationship” that negatively impacts the job position. 

The Illinois Job Opportunities for Qualified Applicants Act

The Illinois Job Opportunities for Qualified Applicants Act asserts that an employer cannot conduct a background check on criminal history unless and until a conditional job offer is on the table and presented to the applicant. 

Moreover, a Illinois criminal background check cannot be performed if the prospective new hire has been determined as qualified for employment with an interview already scheduled.

Employers are subject to an investigation by the Illinois Department of Labor if a complaint is received regarding violations of the aforementioned laws. If found liable, employers in violation of these laws could be charged civil fees for each offense.

What Shows up on an Illinois Background Check?

That depends upon what kind of pre-hire screening you are wanting for your organization’s needs.  With PreSearch, you can choose from a diverse menu of different types of vital information.  From criminal records, past employment history, educational verifications, even credit checks – we can provide you with the accurate, reliable data you need for your applicants.

How Far Back Do Background Checks Go In Illinois?

When it comes to a criminal background check in Illinois, there is a standard 7 year lookback period when looking into criminal history. This means that there is no limit to how far back a background check in Illinois can go when identifying criminal convictions.  

Nevertheless, negative criminal activity uncovered cannot be used to disqualify a pre-hire. Instead, the criminal history must be in clear opposition to the job position.  For example, if the applicant has been convicted of embezzlement, then he or she may reasonably be disqualified for employment in a company’s financial offices.

There are time limits enforced by the FCRA.  The FCRA permits employers to go back as far as seven years when conducting background checks. Any history prior to seven years is not permissible to use when determining if a pre-hire should be employed. The exception to this, as mentioned earlier, is a lookback period of 10 years for bankruptcy checks, and there are no time restrictions if the position pays $75,000 or more per year.

What Can Disqualify Someone From a Background Check in Illinois?

While every state in the US is different about abiding by hiring laws for new employees, the state of Illinois has very specific requirements. For instance, non-licensed caregivers and healthcare workers who directly tend to patients are required to take an Illinois background check for criminal convictions. The same holds true for potential employees who work directly with students.

As an employer in Illinois, you are permitted to enact a hiring policy that cites criminal offenses as a disqualification for employment (if such criminal activity is found on a background check). As the hiring entity, you are responsible for presenting this hiring policy in writing to an applicant. In the event criminal activity is discovered in the pre-hire screening process, you cannot discriminate or withhold employment to the applicant based on the crimes in the background report.  However, if you can clearly prove that the illegal charges are in direct conflict with the employment position offered, then this can constitute a disqualification for a job based on the background check results.

How Long Does a Background Check Take in Illinois?

The answer to this question depends upon your approach to getting an Illinois background check.  To explain, if you decide to do the work yourself, or delegate it to a staff member, the turnaround for results could take days or even weeks.  The reason for this is because it takes a significant amount of time to obtain all the information needed.  

Additionally, it takes time to ensure your organization is ticking all the boxes in terms of federal, state and local laws pertaining to new-hire screenings.  Lastly, if you opt for a do-it-yourself approach, you likely might not have the resources or built-in contacts with local, state and federal governments.  

At PreSearch, we are experienced and well versed in how to conduct a compliant, accurate and thorough background check in Illinois.  Therefore, if you want a meticulous and fast background check, your best option is to partner with our qualified, professional service providers to get the results you need expediently and precisely.

How Much Do Background Checks Cost in Illinois?

Perhaps a better question might be, “How much could your company stand to lose if a background check in Illinois state isn’t done, or done incorrectly?”  The answer is, your organization could potentially be fined hundreds of thousands of dollars if state and federal laws are violated during the pre-hire process.

And if you’re thinking about contracting those “free” background check services, think again. The old adage “you get what you pay for” applies here because many online vendors do not conduct pre-employment checks in Illinois by the letter of the law. Furthermore, in most cases the results are inaccurate, outdated or even incomplete.

Additionally, if you opt to have your human resources department run background checks, you’re looking at a lot of time invested in HR salaries, which can add up. It takes attention to detail, time and reliable resources to accurately produce a background check in Illinois that is thorough and in compliance. When you add up all the costs and time involved with conducting a pre-hire screening, it’s easy to see that PreSearch provides the best value for the price for all your background check needs.

If you’re a business owner or non-profit agency administrator, you can look at a potential candidate’s resume all day long and still not fully know if he or she will be a good fit within your organization.  Sadly, anyone can spruce up their resume or even falsify documents to make it appear as though they are the perfect solution for your organization.  This is when a background check can be invaluable.

Why Look To PreSearch for Your Background Checks?

Your best option is to save time and money by using PreSearch for your background check needs.  We save you money because PreSearch protects you from lawsuits that could arise if a screening is conducted unlawfully which often occurs with those “free” online vendors.  PreSearch saves you time too, because doing a check on your own can cost a lot of time that is better spent running your organization.  

Moreover, our services are fully customizable. That means we can tailor your background check according to your organization’s unique needs.  Whether you need a basic screening or more specialized, in depth reports – we are here to help.

Ultimately, PreSearch is your best choice for one-stop-shop screenings that are compliant with Wisconsin state laws. We provide fast background check services that are easy and convenient to obtain and we also keep your organization safe from potential litigation. With our service, you never have to worry about breaking any laws, regulations, or getting in the crosshairs of the EEOC.  

Let’s face it. Running an organization is hard enough. Let us make your job easier by having us do all the heavy lifting for you. When it comes to selecting the best applicant for your organization, we’re the partner you need to get the job done right.

What Is a Background Check? 

A Wisconsin background check is a safeguard to ensure the potential new hire or volunteer sitting in front of you is exactly who they say they are. Background checks verify and clarify issues such as a person’s identity, criminal history, educational accomplishments, past employment experiences, and more.  Ultimately, a background check is a necessary measure every administrator should take to authenticate and verify a person’s identity, experience and history before deciding to hire an applicant.

How Can I Get a Background Check In WI? 

If you are an employer who needs to conduct a Wisconsin caregiver background check, you can do so by submitting a request to the Wisconsin Department of Health Services. Or, you can have a dependable background check service such as PreSearch do a Wisconsin caregiver history check for you and your company’s behalf. Just keep in mind that Wisconsin caregiver background check requirements assert that these specialized screenings must be done every four years after the employee is hired in a caregiver position.

For other work positions, an employer can initiate a DIY (do-it-yourself) background check in Wisconsin by putting in a request for a criminal history check to the Wisconsin Department of Justice (DOJ) on the Wisconsin Online Record Check System (WORCS). The person you are requesting criminal history for must create a user account and become a registered user on the WORCS website. This entails the user/applicant to provide the site with his or her name, social security number, date of birth, and other personal details.

While this online Wisconsin DOJ background check is state-supported, it only provides criminal history, and it may not reveal an individual’s entire picture when it comes to illegal activity. To explain, this online Wisconsin criminal background check only shows criminal activity in the state of Wisconsin; it will not show any crimes that may have been committed in other jurisdictions. Furthermore, the online database will not provide other vital details such as employment or educational history. 

With this in mind, your best option is to use reliable and thorough background check services. A proven provider such as PreSearch will present you with a full-spectrum, 360° view of your potential employee’s past history so you can rest assured you are obtaining the most current, accurate background data about any individual considered for employment in your Wisconsin organization. 

Why Should Wisconsin Employers Conduct Background Checks?

A better question might be, why would employers not conduct a background check? If you think about it, as a hiring manager or business owner, you are entrusting a virtual stranger with access to vital statistics, sensitive information and assets to your organization. 

When you consider this, you should be motivated to do a pre-hire verification via a Wisconsin background check in order to confirm if this person is trustworthy or not.  Of course, confirming a candidate has the qualifications they claim to have is also essential. This allows hiring managers the assurances that a candidate can perform the job according to the credentials they presented in their curriculum vitae or application.

Ultimately, employers can’t afford to neglect getting a Wisconsin background check conducted upon a potential employee.  It is a question of security and provides business owners better insight into whomever they are entrusting to work within their company.

What Is Unique About Background Checks in Wisconsin?  

While there are many commonalities in pre-hire protocols in the US, every state is different.  Therefore, it’s important for employers to familiarize themselves with their state’s laws when it comes to staying in compliance. 

For instance, Wisconsin background check laws mandate that an employee’s criminal records can only be accessed for seven years prior to pre-employment screening. That means any unlawful activities committed prior to seven years will remain undisclosed, unknown, and inaccessible in a Wisconsin background check.  

Wisconsin is also unique with pre-hire screenings in that the state does not allow an employer to ask applicants about any arrest records unless a legal charge is pending at the time of consideration for employment. If there is a pending arrest or conviction, an employer can lawfully refuse to hire the applicant if, and only if, the charges directly influence or relate to the position of employment that the applicant would hold if hired.  Otherwise, criminal activity in an applicant’s history can not be used as a factor in being hired or denied employment.

Wisconsin background checks are also distinctive in that since 2014, the state prohibits employers to demand or request prospective employees to hand over login credentials (passwords) for their social media accounts.  Furthermore, employers are not allowed to ask to be added as participants (friends) or review applicant social media accounts within the applicant’s presence. This means that Facebook, Instagram, and other social feeds are off-limits to employers when weighing the character of potential new hires. 

How Background Checks in Wisconsin Work

Wisconsin holds the new-hire process and background checks in strongest legal regard. That means any information an employer or hiring committee attains about an applicant should be held in the strictest confidence. Additionally, whatever data is gathered by an employing agency about an applicant must never be reused, revealed or resold to another agency. 

Furthermore, any candidate, potential new-hire or volunteer prospect must be fully aware and informed that he or she is subject to a background check if considered as a potential employee or volunteer conducting business in the state of Wisconsin. Additionally, any prospective employee who is subjected to a background check must show his or her consent in writing. Written consent could be a signature from the applicant on a form that clearly explains that he or she accepts and consents to having a full background check conducted.

As an employing entity, non-profit, or caregiving hiring manager, you can approach a background check in Wisconsin in several different ways. Your best option is to get a trusted employees background check.  This is a comprehensive pre-hire screening provided by PreSearch that reveals thorough, concise, multi-layered data that gives you the big picture needed to ensure you have the qualified, capable, trustworthy staff at your side to help your organization grow and thrive. 

As mentioned earlier, you can also go through WORCS to assess criminal activity from potential new-hires.  However, this gives you a limited view, and only provides criminal history.  

In order for a background check to work thoroughly and seamlessly, every hiring manager needs the help of an experienced provider who understands the rules and legislation of Wisconsin. A professional, conscientious provider such as PreSearch can shield your organization from breaking any laws, as well as suss out details to help you determine the best candidate to fill your vacancy.

Wisconsin Background Check Laws

Every state in the nation has its own rules, regulations and laws surrounding background checks.  When it comes to Wisconsin background check laws, every hiring organization must comply to avoid conflict with state legislation.  

As we mentioned, the way you conduct a background check in Wisconsin can have serious consequences on any type of volunteer organization or business you might be running. Therefore, it’s crucial to understand the laws cited below.  

And please understand, these laws are ubiquitous, meaning they are common knowledge statewide.  These tips are not to be taken as legal counsel or advice, but we offer them as a guideline on how to conduct proper background checks in Wisconsin.

With this in mind, here are a few laws you should know about when conducting background checks in the Badger State.

Does Wisconsin Have a Ban the Box Law? 

Yes, but with exceptions. Currently, the counties of Milwaukee and Dane and the cities of Madison and Milwaukee have ban-the-box (BTB) laws that apply to employers in the public sector.  These BTB laws mandate employers to evaluate criminal history data before deciding againts hiring applicants.  The BTB policy gets its name because, on many standard applications, there is a box that applicants must check if he or she has been convicted of a crime. 

Fair Credit Reporting Act 

In 1970, the Fair Credit Reporting Act (FCRA) law was passed in order to protect the privacy of consumers. In terms of pre-hires and applicants, FCRA is meant to preserve sensitive information that is shared with employers when a Wisconsin background check is conducted prior to hiring.

To elaborate, many employers can, and should have a credit check run on potential new hires. Let’s say you have a position in your organization that requires an employee to handle significant amounts of cash, credit or money exchanges.  In this scenario, an employer might want to run a credit check on a potential employee in this position. 

However, according to FCRA law, there are restrictions an employer must abide by when acquiring pre-hire credit information.  For instance, an applicant must give consent to have a credit check run on him or her. Furthermore, the applicant must be notified by the employer if the result of a credit check has adversely affected their chance at obtaining the position of employment.  

If this is the case, the employer must provide the applicant with an Adverse Action notice which explains why he or she was passed over for the work position due to credit history. This notice should also include contact information from the credit reporting agency so the applicant can contact them if they so choose. 

Under FCRA, the applicant has the right to ask for full disclosure of their background check and credit report. The applicant also has the right to dispute the results of their credit background check.

Additionally, the Federal Credit Report Act states that an employer can only screen an applicant’s credit report for the past seven years. This means that any red flags in credit such as bankruptcies or fraud prior to seven years is inadmissible when an employer is making a decision to hire the applicant.  The only instance in which this seven-year lookback period does not apply is when a potential employee would earn an annual salary of $75,000 or more.   

Title VII of the Civil Rights 

This is a law that was initiated via the Civil Rights Act of 1964 in the United States. The Title VII law addresses discrimination, and expressly prohibits hiring bias based on age, gender, religion, disability, ethnicity and other conditions.  The Equal Employment Opportunity Commission (EEOC) enforces Title VII and all its contingencies and regulations.  

Title VII also governs criminal history data that may be revealed in a Wisconsin background check. As such, the EEOC recommends employers should individually evaluate criminal activity on a pre-employment background check as it relates to the position an applicant may be hired. In other words, an employer may not summarily opt against hiring applicants based on criminal activity or prior convictions.

What Generally Shows up on a Wisconsin Background Check? 

The answer to this question depends upon the type of background check in Wisconsin you want prepared for the applicant.  For instance, PreSearch has many levels of screenings you can choose from, so you can get in depth reports or opt for a basic background check. 

In general, a background check can reveal vital information about an applicant such as: Identity validation, criminal history, credit history, employment verification, and educational history.  PreSearch offers more detailed screenings that can disclose information such as sex offenses, DMV (driving) records, SSN traces (name and address search), multiple levels of criminal reports (state, federal, or international) and more.

How Long Does a Background Check Take in Wisconsin? 

The turnaround time for a background check depends upon how you approach the process.  For example, if you opt for the DIY route by collecting all the information yourself and submit requests from Wisconsin state agencies, it could take days or even weeks to get results. 

Alternatively, if you choose PreSearch for your background check needs, in most cases, the background check results should be available in 24 hours, but often results can be delivered to your organization in far less time. Depending upon which background report you request, you could receive results in just a few short hours.

How Far Back Does Wisconsin Go Back for Background Checks? 

According to FCRA law, the lookback period for a background check in Wisconsin is seven years.  As mentioned earlier, the exception to this seven-year limit is if the annual salary of the applicant meets or exceeds $75,000 if hired for work in Wisconsin.

How Much Can a Background Check Cost in Wisconsin? 

If you take the DIY route, you can expect to pay a fee of $10 when you submit a request for a background check through Wisconsin’s online WORCs system. The same background check through WORCs is $15 if you submit the request via mail. Bear in mind, however, that this report is limited in information. You will only get criminal history in the state of Wisconsin through the WORCs system – all other vital statistics and data such as work history and education verification will not be included.

A helpful tip here – be wary of companies touting “free background checks.”  These reports are usually woefully inaccurate with outdated information. What’s more, online suppliers of so-called free background checks may conduct their searches unlawfully, which could put you and your company in hot water with the Wisconsin government and EEOC.