When it comes to the hiring process, employers need to be sure they are choosing the right people for their business. But how do employers ensure their potential hires will be a good fit? How can they ensure that the person they hire is trustworthy and will not put their business at risk? One way is to get an employee background check in Ohio. An Ohio background check can provide employers with invaluable insight into a potential hire’s past, allowing them to make an informed decision about whether or not to move forward with the hiring process. In this blog post, we’ll discuss what employers should know about getting employee background checks in Ohio and why it may be beneficial for them to do so.

How PreSearch Can Help With Background Check Services in Ohio

PreSearch is a leading provider of background check services in Ohio. Our team of knowledgeable and experienced can help you with all your Ohio background check needs. Whether you’re looking for a simple criminal history check or a more comprehensive background check, we can help.

We understand that every employer has different needs when it comes to employee background checks. That’s why we offer a variety of services that can be customized to meet your specific requirements. We also offer a number of convenient online tools that make it easy to get started and track your results.

If you’re looking for an affordable, reliable, and hassle-free way to get the information you need on your employees, PreSearch is the perfect solution. Contact us today to learn more about our services and how we can help you.

What is a Background Check?

Background checks are a process that employers can use to verify the information provided by job applicants. This can include checking criminal records, employment history, and educational qualifications.

In Ohio, there are a few different types of background checks that employers can request. The most common type is a criminal background check. Employers can also request an employment history check, which will verify previous job titles and dates of employment. Finally, employers can request an educational background check, which will verify the highest level of education completed by the applicant.

An Ohio background check is an important tool for employers to ensure they are hiring qualified and trustworthy employees.

How To Get A Background Check in Ohio

Ohio was one of the first states to enact laws regulating the use of background checks by employers. In 1986, the Ohio General Assembly passed the Fair Credit Reporting Act, which requires employers to obtain written permission from job applicants before ordering a background check.

Employers can obtain criminal background checks to be processed through the Ohio Bureau of Criminal Investigation (BCI). The BCI will conduct a search of their own records, as well as those of the Ohio State Highway Patrol and local law enforcement agencies. The BCI will then provide the employer with a report detailing any criminal convictions or pending charges against the applicant.

Remember that this BCI-generated report is only for criminal activity in the state of Ohio.  Any additional information, such as employment or education history, must be independently obtained by the employer. Or, as most employers have discovered, getting a background check for trusted employees through PreSearch is a far more convenient, comprehensive way to gather all the essential information, which can include national and international criminal histories, and educational and employment backgrounds.

How Long Does a Background Check Take in Ohio?

If you’re wondering how long does a background check take in Ohio, the answer is largely contingent upon how much detail you need, and how you approach obtaining background check information. 

The length of time it takes to receive this report will vary depending on how many agencies need to be searched, but it can take up to several weeks. In some cases, an expedited search may be available for an additional fee. 

However, employers should know that obtaining criminal records through the Ohio Bureau of Criminal Investigation (BCI) does not offer expedited services.  Consequently, it could take as long as a month to get criminal record results from this state agency.

Alternatively, savvy employers often opt for a quick background check through a service such as PreSearch.  Our professional service will provide you with accurate, speedy results.  In some cases, you may have all the applicant’s background data required within the same day.  This is a far cry from waiting around for almost 30 days when conducting an Ohio background check on your own. 

How Far Back Does An Employment Background Check Go in Ohio?

As an employer, you’re probably keenly curious about how far back does employment background check go in Ohio.  The Buckeye State adheres to the seven-year lookback period as established by the federal Fair Credit Reporting Act.  This means that any liens, bankruptcies, collections, civil judgments, and arrests not resulting in convictions are reported up to seven years back in an applicant’s history.

There are some caveats to Ohio background check 7 years standard lookback. For instance, if an employee stands to earn $75,000 or more, then criminal records can look past seven years.  Additionally, applicant information such as employment history and educational background can look back more than seven years as well. 

Ohio Background Check Laws

Ohio is an employer-friendly state when it comes to getting employee background checks. Ohio employers can request criminal background checks from the Ohio Bureau of Criminal Investigation (BCI) and/or from private companies such as PreSearch that provide services for background checks.

Employers often opt to use our services because we are fully versed in Ohio background check laws.  It’s important to know that there are some limitations on what information can be requested and regulations on how background information is obtained and used in the pre-hire process.  Failure to abide by federal and Ohio background check laws could lead to penalties, fines, or even lawsuits.  

Here are the chief laws and regulations all Ohio employers should be aware of while conducting pre-screens on applicants.

Federal Laws on Employment Background Checks

Federal laws on employment background checks are in place to help ensure that employers are hiring safe, qualified employees. The following are the most common federal laws all hiring entities and services should abide by

Civil Rights Act, Title VII

The Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, and national origin. Title VII of the Act is enforced by the Equal Employment Opportunity Commission (EEOC). Under Title VII, it is unlawful for an employer to fail or refuse to hire, or to discharge, an individual because of that individual’s race, color, religion, sex, or national origin. Additionally, Title VII prohibits discrimination in all aspects of employment, including recruitment and hiring practices, pay and benefits, promotion and transfer opportunities, job assignments, performance evaluations and reviews, educational opportunities and programs, and discipline and discharge practices.

The Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that regulates the use of consumer credit information. The FCRA promotes the accuracy and privacy of information in the files of consumer reporting agencies. Under the FCRA, employers are allowed to obtain employee background check reports from consumer reporting agencies for employment purposes. However, some restrictions apply.

In order to obtain an employee background check report from a consumer reporting agency, an employer must have a permissible purpose for doing so under the FCRA. An employer may only obtain an employee background check report for employment purposes if:

• The employer has provided written notice to the employee informing them that a consumer report may be obtained for employment purposes;
• The employer has obtained the employee’s written consent to obtain the consumer report; and
• The employer has certified to the consumer reporting agency that it will comply with all applicable provisions of the FCRA.

Ohio Employment Background Check Laws

While there are no specific laws regulating employee background checks in Ohio, the state follows the guidelines set by state, city, and county regulations as well as federal regulations. Here are a few Ohio state background check laws to be aware of:

Pre-employment background check laws in Ohio

In Ohio, employers are legally allowed to conduct pre-employment background checks on job applicants. However, there are some restrictions on what type of information they can request and how they can use it.

Ohio law requires employers to obtain written consent from job applicants before conducting a background check. The consent form must explain the nature and scope of the check, and the applicant must be given a copy of the results if requested.

Employers must also follow certain procedures when using background check information in employment decisions. They must give the applicant an opportunity to correct any inaccurate information, and they cannot use the results of a criminal background check to discriminate against an applicant based on their race, ethnicity, or national origin.

Ban-the-Box Law

In Ohio, “ban-the-box” laws prohibit employers from inquiring about an applicant’s criminal history on an initial job application. This means that employers cannot ask about an applicant’s criminal history until after the applicant has been determined to be qualified for the position and has been given a conditional offer of employment.

ORC 2953.32

ORC 2953.32 states that employers are not permitted to ask candidates for hire for any criminal documentation that may be expunged, that has been pardoned, erased, or sealed from public record.  

How Much Does A Background Check Cost in Ohio?

While familiarizing yourself with the state’s background check laws, you might be wondering how much does a background check cost in Ohio.  In Ohio, the cost of a background check will vary depending on the type of check being performed and who is requesting it. For example, a criminal history check through the Ohio Bureau of Criminal Investigation (BCI) costs $35 per name searched. 

However, this BCI-generated report will only reveal criminal activity (if committed) in the state of Ohio only.  This state criminal report will not provide employers with other vital information such as national criminal history, educational background, personal reference checks, or employment history.  

If you are an employer in North Carolina, then you know The Tar Heel State is a great place to start a business. The state offers many business resources, including the North Carolina Small Business and Technology Development Center (SBTDC), which provides free or low-cost counseling and training to small businesses. The NC Department of Commerce also offers a wide range of services to help businesses succeed, including business recruitment, expansion, and development. In addition, North Carolina has one of the lowest costs of doing business in the country, according to Forbes. 

But what about hiring employees? You might enjoy NC’s conducive business environment, but do you know about North Carolina background check regulations and laws?  If you’re doing business in NC, then background checks are integral to the success of your organization.  With that said, please read further about what you should know about North Carolina employment background check laws.

How PreSearch Can Help With Background Check Services in North Carolina

PreSearch is a powerful resource that can help with background check services in North Carolina. By using PreSearch, employers can quickly and easily have access to applicant criminal records, sex offender registry information, and more. Additionally, PreSearch can help to verify an applicant’s identity and employment history. As such, PreSearch is an invaluable resource for any employer looking to conduct employee background checks in North Carolina.

What is a Background Check?

Quite simply, a background check is a measure every employer should take to assess that an applicant says who he or she says they are. A North Carolina background check gathers the requisite information on an applicant, such as criminal history, employment history, and educational background.  This information is crucial in understanding if an applicant is right for the job position. It’s also essential data needed to deduce if an applicant is trustworthy for the position.

An employer should consider the type of position an employee will be in and what types of North Carolina background check is required to ensure the safety of other employees or customers or to protect company assets.

How To Get A Background Check in North Carolina

To get an employee background check in North Carolina, employers must first obtain the consent of the employee. Once the employee has given consent, the employer may request a criminal history report from the North Carolina State Bureau of Investigation (SBI). The criminal history report will include any convictions the employee has on their record.

An employer may also request a credit check from a consumer reporting agency for current and prospective employees. A credit check may give the employer insights into an individual’s financial responsibility and dependability.

Bear in mind – obtaining a North Carolina criminal background check from the NC SBI will only provide you with a criminal history that may have been committed in the state.  Alternatively, with a comprehensive background check, such as what can be obtained from the trained professionals at PreSearch, you can obtain criminal history throughout the nation and even internationally.  Furthermore, our thorough pre-screen reports can offer you deeper information, such as employment history and educational history. 

How Long Does an Employee Background Check Take in North Carolina?

If you’re going through the North Carolina Bureau of Investigation, this process usually takes about a week or more to receive criminal history results. And that’s just for criminal records.  If you want a more thorough background check, you’ll want to contact an applicant’s previous employers, check into past educational history, call personal references, etcetera.  Tracking down all this background information can take a long time.  It’s also a drain on your staff if you are conducting background checks in-house.  Fortunately, you can save time and money by partnering with a quick background check service, such as found in PreSearch.  In many cases, PreSearch can provide you with the critical details you need within the same day.  That’s a far cry from a week or two to get the data you need to make a fast, solid, educated hiring decision. 

What Shows Up on a North Carolina Background Check?

When an employer in North Carolina requests a background check on an employee, they will likely receive information on the employee’s criminal history, if any. The criminal history report will include information on any felony or misdemeanor convictions within the past seven years. If the employee has been convicted of a crime within the past seven years, the report will also include information on any pending charges, probationary status, or other relevant information. 

Employers should remember that conviction records are not always accurate and may contain errors. In addition to criminal history, employers may also receive information on the employee’s credit history, employment history, and education. With this in mind, employers in North Carolina rely on background check services such as PreSearch provides. We do all the work for you and ensure the full accuracy of the information we provide.

How Far Back Does a Criminal Background Check Go in North Carolina?

Most states abide by a seven-year lookback as a rule of thumb regarding how far back they may search an applicant’s background.  However, when it comes to a North Carolina criminal history records check, there is no legal statute that requires or restricts employers from looking back into employment or educational history within a certain amount of time.  This means that you can look into a potential candidate’s history past the standard seven-year time period.  

However, there may be other limitations North Carolina employers must be aware of before diving more deeply into applicants’ histories.  With that said, it is critical for all employers to adhere to all North Carolina employment background check laws.  Failure to do so could lead to costly fines, penalties, or even litigation – something no employer can afford to endure. 

North Carolina Background Check Laws

North Carolina is an employer-friendly state when it comes to background checks. There are no general restrictions on what employers can ask for or use as part of a background check. However, there are some specific laws that employers should be aware of. Here are the chief federal and state of North Carolina background check laws every employer should be mindful of during the pre-screening process.

Federal Laws on Employment Background Checks

In addition to state laws, employers in North Carolina must also comply with federal laws when conducting employee background checks. The most relevant federal law is the Fair Credit Reporting Act (FCRA), and the Civil Rights Act.  Federal laws that apply to the hiring process are meant to protect both employers and employees, as well as protect applicants’ information while conducting a North Carolina background check. 

Civil Rights Act, Title VII

The Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. Title VII of the Act extends these protections to include pregnancy, childbirth, and other related medical conditions. It is important for employers to be aware of these protections when conducting background checks on potential or current employees.

In North Carolina, an employer may not refuse to hire a qualified applicant or discharge an employee based on race, color, religion, sex, national origin, or pregnancy. The affected employee can sue an employer who violates this law. If the employee prevails in the lawsuit, they may be awarded damages, including back pay, lost benefits, and attorneys’ fees.

The Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that sets forth requirements for how consumer credit information is to be used. The FCRA regulates the collection, dissemination, and use of consumer credit information by businesses and organizations. 

Under the FCRA, employers must first get written consent from the job applicant before obtaining a report from a CRA. The employer must then provide the applicant with a “pre-adverse action” notice if the information in the report could result in the denial of employment. 

The applicant must be given a chance to review the report and dispute any incorrect information. If the employer decides to take adverse action based on the information in the report, they must provide the applicant with a “post-adverse action” notice that includes information about their right to obtain a free copy of their report from the CRA.

North Carolina Employment Background Check Laws

In North Carolina, employers may request a criminal background check on applicants and employees. However, North Carolina law limits how this information can be used. Of these regulations, the following are the most important to consider:

NC Executive Order No. 158

In September 2018, North Carolina Governor Roy Cooper signed Executive Order No. 158, which restricts how and what employers may ask of candidates during the preliminary stages of the hiring process.  For instance, employers may not:

• Conduct a background check before an initial interview with the applicant
• Employers are required to give applicants a chance to explain any criminal activity if it has been revealed in a North Carolina criminal background check
• Employers are prohibited from accessing criminal records that are expunged, sealed, or pardoned 

Right now, NC Executive Order 158 is only applicable to state employees/applicants.  However, the legislature is currently in the works that may soon require private employers to follow the laws set for by this order.

Ban The Box

In 2015, North Carolina joined a number of other states in enacting legislation that prohibits employers from asking about an applicant’s criminal history on an initial job application. The North Carolina ban the box law applies to all public employers as well as private employers with 15 or more employees. The law prohibits employers from using an applicant’s criminal history as a reason to exclude them from consideration for a position automatically.

Employers who violate the ban the box law may be subject to civil penalties of up to $5,000 per violation. The law also gives applicants the right to file a complaint with the North Carolina Department of Labor if they believe they have been discriminated against based on their criminal history.

If you have questions about North Carolina’s background check laws or how they may apply to your business, you should consult and seek out professional services for background checks to ensure you are compliant with state laws during your pre-screening process.

Does North Carolina Impose A Limit On the “Lookback Period” for An Applicant’s Criminal History?

No. There are no imposed limitations on the “lookback” period for a North Carolina criminal background check. While most states stick to a seven-year lookback period when obtaining criminal histories – that is not the case in the state of North Carolina.  Therefore, employers can view criminal histories as far back as required.  This does not include expunged records or sealed records, which are not permissible to access. 

How Much is a Background Check in North Carolina?

When it comes to employee background checks in North Carolina, employers should know that the cost of a background check will vary depending on the specific services they require. For example, a simple criminal history check obtained from the North Carolina Bureau of Investigation will cost a $14 processing fee. While this might sound cheap, employers should remember that they will only receive the basic criminal history in NC.  This leaves a huge gap in vital information.  

Employers today typically need far more than this paltry bit of information.  It’s true that the price of getting a North Carolina background check increases according to the additional information required.  However, getting a full-spectrum background check for trusted employees is worth the price for the peace of mind employers receive.  Having crucial details about an applicant ensures better decision-making in the hiring process and helps reduce risks for your business’s success.

If you’re a business owner or employer in the state of Georgia, then you know doing business in the Peach State has plentiful advantages that other states don’t have.  Georgia is often lauded as a great state for businesses. The state has a pro-business environment, low taxes, and a skilled workforce. Georgia is also a right-to-work state, meaning employees cannot be forced to join a union. But what about hiring the right employees?  While your business may run in a conducive environment, who you hire (and how you conduct your pre-hire process) can make a big difference in your overall business success. With this in mind, here are some facts every employer should know about getting a Georgia background check and Georgia background check laws.   

How PreSearch Can Help With Background Check Services in Georgia

PreSearch is a powerful tool that can help with background check services in Georgia. By using PreSearch, employers can search for criminal records, sex offender registries, and other public records. This information can help you decide who to hire and how to protect your business assets best.  Moreover, with PreSearch, you can rest assured you are getting the highest quality, most accurate, quick, and thorough results.  When it comes to running your business right and safely, you can’t afford not to use an experienced, qualified background check service such as PreSearch. Give us a call today so we can prove how we can satisfy your pre-hire needs.

What is a Background Check?

A background check is a screening process that checks an individual’s criminal history, employment history, and other public records. Employers commonly use background checks to screen job applicants and determine if they are qualified for the position.

How to Get a Background Check in Georgia

It is important for employers to know how to obtain a background check in Georgia so that they can make informed hiring decisions.

There are a few different ways that employers can get a background check in Georgia. One way to get a Georgia criminal background check is to request one from the Georgia Bureau of Investigation (GBI). The GBI provides criminal history information on individuals who have been convicted of felonies and certain misdemeanors in Georgia. Employers can request a background check by completing the Request for Criminal History Record Information form and submitting it to the GBI.

The Georgia Department of Public Safety also offers a background check service for employers. This service provides criminal history information on individuals who have been convicted of driving under the influence (DUI), hit and run, leaving the scene of an accident, reckless driving, or vehicular homicide in Georgia. Employers can request this type of background check by completing the Request for Motor Vehicle Report form and submitting it to the Department of Public Safety.

It is important for employers to understand that these background checks are only meant to provide information on an applicant’s past convictions. They will not include other vital information such as employment history, personal referrals or educational background.  This is why most employers in Georgia opt to use services for background checks such as PreSearch. We gather all the information you need while abiding by all federal and Georgia background check laws. What you receive is an accurate, thorough, and legally compliant background report that can help you make better hiring decisions.

How Long Does a Background Check Take in Georgia?

If you’re an employer in Georgia, you might be wondering how long a background check will take for your pre-hire. The answer depends on a few factors, including the type of background check being performed and the agency conducting the check.

For instance, if you opt to obtain a Georgia criminal background check from the state’s Bureau of Investigation, you could be waiting weeks to receive that information. This is because state-run agencies are notoriously overwhelmed with requests, understaffed, and not always the most efficient.

Moreover, if you conduct a Georgia background check in-house, it could take your staff several days to collect other information that is not revealed in a criminal history.  Contacting previous employers, confirming past education, and calling other references can take staff members a long time.  Not to mention, this is a highly detailed process that demands accuracy as well as full compliance with Georgia background check laws.  For this and other reasons, most employers in Georgia elect to use a quick background check service such as PreSearch for fast, accurate results.

What Shows Up on a Georgia Background Check?

If you’re an employer in Georgia, you have options as to what type of information shows up on a background check for trusted employees.  If you are going through GBI, or the department of safety – you’re only going to get criminal or vehicular history.  Here are a few other things you can obtain on applicants’ background checks in the state of Georgia. 

• Personal information: This will include the employee’s name, date of birth, Social Security number, and current address.
• Employment history: The background check will show where the employee has worked in the past, as well as their job titles and dates of employment.
• Education history: The background check will list the employee’s educational institutions and highest degree earned.
• Criminal history: Any convictions or arrests on the employee’s record will be listed on the background check. This includes both misdemeanors and felonies.
• Financial history: The background check may also include information about the employee’s credit history and any bankruptcies or liens on their record.

Do Pending Charges Show Up On Background Checks in Georgia?

If an employer in Georgia wants to run a background check on an employee, they may be wondering if pending charges will show up. The answer is that it depends. Generally speaking, most employers will be able to see convictions, and in some cases, they may also see pending charges. 

For example, if an employer is running a background check for the purpose of determining if an employee is eligible for a promotion or raise, they may be able to see pending charges that are relevant to the job in question and the salary the applicant may stand to earn. 

In general, most employers in Georgia can see pending charges on an employee’s background check. This means that if an applicant has been arrested, but the case is still pending, it is likely that you, as the employer, will find out about it through a background check. 

How Far Back Does a Criminal Background Check Go in Georgia?

The Georgia 7 year background check standard is typically followed by most employers. That means an applicant’s information is revealed seven years prior to the date of applying for the job.  Other information such as education, employment history can go past the seven year lookback standard. 

In Georgia, a criminal background check can go back as far as the employer wants it to. However, most employers only look back seven years. This is because, under the Fair Credit Reporting Act (FCRA), employers can only get information that is accurate, relevant, and not outdated for the job they are hiring for.

Georgia Background Check Laws

Georgia is one of the states that have adopted what is known as the “ban the box” law. This law prohibits employers from asking job applicants about their criminal records on initial job applications. The goal of this law is to give ex-offenders a better chance at getting jobs and to reduce recidivism rates.

However, employers are still allowed to run background checks on job applicants and can ask about an applicant’s criminal history during interviews. Employers can also refuse to hire an applicant if they have a criminal record that is relevant to the job.

In addition to following state laws, Georgia employers must also abide by federal pre-hire regulations.  With this in mind, here are a few laws that every business owner or hiring manager should know about while conducting background checks in the state of Georgia. 

Federal Laws on Employment Background Checks

In the state of Georgia, employers are allowed to conduct employee background checks so long as they adhere to federal laws. 

Civil Rights Act,Title VII

In Georgia, the Civil Rights Act of 1964 applies to employers with 15 or more employees. The Act makes it unlawful for an employer to discriminate against any individual with respect to his or her compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin.

The Civil Rights Act also prohibits discrimination in hiring, firing, and other employment practices. An employer may not use an employee’s race, color, religion, sex, or national origin to make employment decisions. Additionally, an employer may not segregate or classify employees in a way that would limit their opportunities for advancement because of their race, color, religion, sex, or national origin.

The Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer credit information can be used, including for Georgia background check for employment purposes. Under the FCRA, employers must obtain written consent from an applicant or employee before ordering a background check from a consumer reporting agency.

The FCRA also requires employers to provide a notice to applicants and employees informing them that a background check may be conducted as part of the hiring process. In addition, employers must give applicants and employees a copy of their rights under the FCRA before conducting a background check.

Georgia Employment Background Check Laws

If you’re an employer in Georgia, it’s important to know the state laws regarding employee background checks. Here are the most crucial state laws you should know about. 

Ban The Box

In 2012, the Georgia legislature passed the Fair Chance Employment Act, which prohibits employers from inquiring about an applicant’s criminal history on an initial job application. The law is also known as “ban the box” because it requires employers to remove the question about criminal history from job applications.

7 Year Background Check

A Georgia background check need to abide by the FCRA’s 7 year lookback period. To explain, pre-screen employment checks are not permitted to uncover any criminal activity more than seven years old.  This includes arrest information that did not conclude with convictions older than seven years. 

OCGA 42-8-60

The OCGA 42-8-60 statute states that first-offender information may not be used to determine if a candidate should be denied employment.  However, there are exceptions. If the candidate will be working within organizations such as nursing homes, schools, banking, daycare or in an environment with vulnerable people, or developmentally disabled – OCGA 42-8-60 states that employers may then consider first-time offenses on an applicant’s criminal background report.

How Much Does A Background Check Cost in Georgia?

The cost of a state of Georgia employment background check will vary depending on the type of check being performed and who is performing it. Generally, a simple criminal history check through the GBI currently costs $27.75 per report.   

While this might sound reasonable, employers should factor in the amount of time and energy required to complete a comprehensive background report.  As mentioned earlier, doing background checks in-house can be time-consuming, and the cost of man-hours to perform such tasks can add up quickly.

Performing a background check is an important part of the hiring process for many employers. It is important to remember, however, that the cost of a background check should not be the only factor considered when making a hiring decision.