Monthly Archives :

May 2023

Louisiana Background Check
Understanding Louisiana Background Check Laws (2023)
1024 576 admin

If you’re a business owner, hiring manager, or volunteer recruiter in Louisiana, you know full well that your ultimate success is directly tied to the people you have working for you. In fact, employees are a reflection of your business and can make the difference between ongoing victory or ruinous outcomes for any organization.  

With that in mind, the onus of getting the best representatives for your organization is key. That’s why we’re here to help you negotiate all the complexities of conducting a Louisiana background check for your pre-hires or new volunteers. We’ll cover all the details about things like Louisiana background check laws, federal background laws, how much these checks cost, how to obtain checks, and more.  

How PreSearch Can Help With Background Check Services in Louisiana

Let’s get real. The screening process for pre-hires can present a tangle of time-consuming fact-checking and a wicked web of regulations that must be followed to avert punishing penalties. The days of hiring on a handshake are long gone. Today, federal and state laws play a titanic role in how Louisiana background check information is gathered, used, and evaluated to determine a worthy candidate for a position in your organization.

That is why PreSearch is your best asset. We take unknowns out of your pre-screening process. More importantly, we take on the burden of intimidating state and federal laws by conducting accurate, timely, and compliant background searches for our clients. Therefore, you need not worry about the legitimacy of obtaining the vital data you need in a Louisiana background check.  

Reliable service, affordable price, fast results, committed and experienced team members that are available when you need them – you can expect these benefits and more when you reach out to PreSearch. We know you have so much to gain (or lose) based on your hiring decisions. That’s why we go the distance to ensure you have every iota of data on your pre-hires so you can make the most informed and laser-precise decisions about your new hires. 

What is a Background Check?

As you may have already figured, a background check is the process of verifying the information provided by an individual before hiring them for any job. It’s a way of investigating someone’s past in order to determine their suitability for employment.  

A state of Louisiana background check might seem like a simple or innocuous step in the hiring process. In truth, it can make an impactful difference in choosing the perfect candidate for your vacancy – or selecting one that could wreak havoc upon your business or volunteer organization. 

Louisiana Background Check

Importance of Louisiana State Background Checks

How well can you possibly know anyone who applies for a job or volunteer position at your company or organization? Sure, you may have the application they’ve filled out. You may even have a resume or a curriculum vitae. But how far can you trust these few documents? This is where the validity and power of getting a Louisiana background check can ignite your pre-screening process into hyperdrive.  

Armed with the savvy and effective PreSearch Services for background checks, you can slice through any potential deception and get clear facts about your pre-hires.

This is crucial. Why? Consider this: According to Forbes Magazine, 75% of applicants falsify or embellish details on their resumes or applications. With that staggering statistic in mind, you can easily understand the importance of getting a thorough, full-detail background history on your pre-hires. 

At the very least, a history check verifies identity – which is important enough. At most, a check will reveal the level of trustworthiness of an applicant – and that insight is priceless for a successful hire.

Louisiana Background Check Laws

Louisiana has its own set of background check laws that employers must follow when hiring new employees. In addition to these state laws, employers must also abide by federal rules and regulations when conducting pre-screens on applicants. Here are some of the most common and noteworthy laws:

Federal Laws on Employment Background Checks

As mentioned, both state and federal laws play a significant role in employment background checks. These federal laws should be at the forefront of every employer’s mind while carrying out compliant pre-screenings. 

Civil Rights Act, Title VII

The Civil Rights Act, Title VII, is a federal law that prohibits employment discrimination based on characteristics such as gender, race, religion, or political affiliation – just to name a few. This law is meant to reduce workplace discrimination and allow individuals the freedom to work for wages – regardless of genetic factors or private beliefs. Compliance with Title VII is essential to avoid liability issues associated with discrimination claims brought forth by current or former employees.

The Fair Credit Reporting Act (FCRA)

This is a federal law that regulates the use of consumer credit information by employers. Outside of employment, this Act was devised in order to protect the identities and financial information of consumers. In terms of getting a background check, Louisiana residents are protected by the FCRA when a credit check is run (either by an employer or a third party) so that their credit information is safeguarded from theft or fraud.

If compliance with the FCRA is not met, employers may face significant fines and penalties. In addition to fines, employers can also be sued by job applicants or employees who were subject to non-compliant background checks.

EEOC

The Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing laws that prohibit discrimination in the workplace. The prime law to note is that employers cannot base denial or award of employment based on characteristics such as an applicant’s gender, nationality, religion, sex, etc. The EEOC provides guidelines to employers on how to navigate information on criminal records when making hiring decisions. According to their guidelines, an employer cannot automatically disqualify a candidate because of past convictions unless the infraction is directly related to the job duties.

Louisiana State Employment Background Check Laws

Louisiana background check laws aim to protect the rights of employees and ensure that employers only hire trustworthy individuals, and here are some more mention-worthy regulations every LA employer should be aware of: 

Arrest and Conviction Records

Under Louisiana law, employers are prohibited from discriminating against job applicants based solely on their arrest record. However, they may consider the underlying conduct that led to the arrest when making employment decisions.

Conviction records, on the other hand, can carry more weight when it comes to employment decisions. Employers in Louisiana have the right to consider an applicant’s criminal history as part of their hiring process.

Ban-the-Box Law

In Louisiana, the “Ban-the-Box” law prohibits employers from asking about an applicant’s criminal history on job applications. This means that a question or box that inquires about criminal history cannot be included in the initial application process.  

Expunged Records

Expunged records refer to criminal records that have been erased or destroyed. In Louisiana, expungement is the legal process of removing a past arrest or conviction from an individual’s record. Expungements are typically granted for non-violent offenses and first-time offenders who have completed their sentence and probation. As an employer, expunged records may not be accessed, and they cannot be considered in any aspect of the pre-screening process for employment.

Credit Checks

Under Louisiana law, employers may access credit reports for positions that involve handling cash or other financial transactions, as well as those that require access to sensitive personal information. Law enforcement agencies and government jobs may also conduct a credit check when required by law. That said, employers must abide by the FCRA (mentioned above) to stay compliant.

Drug Testing

Drug testing can be another part of the pre-screening process in Louisiana, especially if a background check and screenings for trusted employees are required, such as in the case of a pre-hire working with vulnerable communities like the elderly, children, or disabled. Drug testing involves screening candidates for certain substances to affirm they are fit to work and will not pose any risks or liabilities to the company, its co-workers, clients, customers, patients, etc.

Failure to Comply: Potential Consequences Louisiana Employers May Face

Failure to comply with federal and Louisiana background check laws could lead to messy inconveniences at best and devastating consequences at worst. Fines, lawsuits, and other serious repercussions may ensue if hiring entities neglect to conform to the aforementioned and other state and federal laws when looking into an applicant’s past history. Not to mention, a business or organization’s reputation can be severely damaged if caught not adhering to compliance hiring practices.

Louisiana Background Check

Types of Background Checks in Louisiana

Employers in Louisiana have different options regarding types of background checks. For instance, employers may opt for criminal background checks or employment verification, or both.

Criminal Background Checks

Louisiana state police background checks are required when generating a criminal history report. Obtaining information on criminal checks is an employer’s duty to ensure new hires do not pose a threat to their customers, co-workers, or the general public. A criminal background check reveals any past convictions for crimes such as theft, assault, and even murder. And while this is vital information to be privy about on a pre-hire, it’s important to note that employers cannot discriminate against job applicants based on their criminal history alone. 

Employment Background Checks

These types of checks can help you verify pre-hires have the requisite qualifications and experience to perform their job duties effectively. A general employment background check entails confirming historical details about pre-hires, such as education history, including verifying degrees, certifications, diplomas, and licenses earned. It will also look into employment history, which confirms where, when, and what positions a pre-hire has worked, along with other past employment details. A general check may also involve contacting personal and professional references.

How to Get a Background Check in Louisiana

If you’re going the DIY (do-it-yourself) route, you need to register with the Louisiana State Police on their online database. Once that’s done, you’ll need to submit requests for Louisiana state police background checks to obtain criminal reports on pre-hires. You can also request checks via the Bureau of Criminal Identification in Baton Rouge, LA.

That said, be mindful that this route will only present you with criminal history information on applicants. Moreover, you’ll only get criminal details (if any) pertaining to activities carried out in the state of Louisiana. You will be unable to see any other critical data, such as criminal activity in other states or countries. You’ll also be missing out on educational and employment background details. 

Please visit our service page for a full list of our offerings


How Long Does a Louisiana Background Check Take?

The DIY route to getting a background check in Louisiana can take a significant amount of time. To explain, state-generated criminal reports can take days or even up to a week to manifest.  

Furthermore, in-house (DIY) background checks demand a lot of time to track down individual details, double-check facts, and do so, all while ensuring you or your HR department is delving into a pre-hire background according to the letter of state and federal laws. Therefore, if you or your staff don’t know what they are doing, you’re looking at a hefty amount of time to get results.

Alternatively, when you need quick and fast background checks, PreSearch is the smartest, best option. Forget about waiting days or weeks – PreSearch puts answers about your pre-hires right in your hands now, when you need them, so you can make the right hiring decisions without losing precious time.

How Far Back Do Background Checks Go in Louisiana?

As with most states, Louisiana defers to the FCRA guidelines and regulations when it comes to background check lookback periods. This lookback period mandated by the FCRA is seven years. This means that certain information, such as arrests (not resulting in convictions), lawsuits, bankruptcies, etc., older than seven years are not permissible to be viewed in a background check.

There are a few exceptions to the seven-year lookback rule. For instance, convictions (that resulted in arrests) may be considered beyond seven years. A pre-hire that could potentially earn $75,000 or more a year is subject to a longer lookback period than seven years too.  

Additionally, there is no lookback time limit when delving into a pre-hire’s work history, educational background, personal and professional references. 

What Shows Up on a Louisiana Background Check?

The answer to this question is ultimately contingent upon you and your needs. From credit checks to driving records, criminal histories to sex offender registries – you have a wealth of data to mine when it comes to checking on your pre-hires.  

A background check can also provide you with identity verification, a record of known addresses an applicant has lived at, and even show you if an applicant is on the domestic terrorist watchlist.  

When you work with PreSearch, you have a virtual buffet of different checks that can be incredibly comprehensive and insightful when determining the right person for your vacancy.

How Much Does a Background Check Cost in Louisiana?

Again, that depends. If you opt to go through the LA State Police, you can expect to pay $26 per criminal history report. That sounds pretty reasonable, right? But what about that wait time you’ll have to endure while sitting on your thumbs to get those state-generated reports? Time is money, and you’re losing it if you’re waiting for results.

Furthermore, you might think you’re cutting costs by taking the DIY route. Think again. The average in-house background check (such as done by an internal HR department) takes anywhere from two to five business days, according to Indeed. Now, multiply this average amount of manhours by their hourly salary rate, and you can see the costs of a background check skyrocket right off your spreadsheet.

So what’s the solution? Get the integral information you need and save money by getting the best value in PreSearch background check services. We give you fast, accurate results, and we do all this for an affordable price. With less downtime to contend with and the answers you need to make the best choice – PreSearch is the clear option for the best bang for your business budget. Contact our seasoned experts and learn how our background check services can save you time and money today.

*a select number of states charge an additional, mandatory, county court fee in addition to our standard service fee.

Please reach out if you would like a quote for background screening services.


Delwarea Background Check
Essential Guide to Delaware Background Checks (2023)
1024 576 admin

In the realm of hiring new employees, it’s often hard for business owners, hiring managers, and volunteer administrators to know where they stand. What types of questions can be asked? How is Delaware new hire reporting done? How can you stay compliant with federal and the state of Delaware background check laws? If you’re asking yourself these questions, we’re here to help. From criminal history searches to ban-the-box laws, we’ll address everything you need to make informed decisions when it comes to hiring trusted employees for your company. Let’s dive in!

How PreSearch Can Help With Background Check Services in Delaware

At PreSearch, we take pride in being a reliable and trustworthy background check service provider that can help employers conduct thorough and efficient background checks on pre-hires in Delaware. With our impressive experience in the industry, we have developed an effective system that ensures accurate and up-to-date information retrieval.

A big advantage of using our services for background checks is our quick turnaround time. We understand that employers need to hire new employees as soon as possible without sacrificing quality, which is why they provide results within just a few days.

What is a Background Check?

It’s a deceptively simple question with an equally simple answer. A background check is an investigation conducted by employers or other organizations to verify the accuracy of information provided by job applicants. It gets more complex when Delaware background checks search more deeply into details such as criminal records and credit history. A thorough background check will also explore a pre-hire’s education and employment history.

Delwarea Background Check

Importance of Delaware State Background Checks

Think on this: You really don’t know anything about an applicant except what he or she presents to you on an application or a resume. So, that’s when a Delaware background check is a major part of the hiring process for any employer. These necessary investigations into history and background can confirm, validate, and flesh out crucial details you need to know as a hiring manager or volunteer recruiter.  

Furthermore, it helps employers avoid liability by ensuring they’re not hiring someone with a criminal history that might jeopardize others in the workplace (or to the business itself). Additionally, pre-screenings protect against fraud as background checks can verify education and employment history, protecting companies from potential lawsuits or losses due to dishonesty or misrepresentation.

Delaware Background Check Laws

Delaware has specific laws in place to regulate background checks conducted by employers. These laws are meant to preserve the rights of job applicants and ensure that the hiring process is fair and non-discriminatory. As an employer in Delaware, you not only have to abide by state laws but also federal laws when conducting a background check on pre-hires. To this point, here are a few laws of which any hiring or recruiting entity should be aware:

Federal Laws on Employment Background Checks

Federal laws regulate employment background checks in the United States. These laws ensure that employers treat all job applicants fairly and don’t make any missteps during the pre-screening process. Here are a few important laws to be mindful of when conducting a background check in Delaware:

Civil Rights Act,Title VII

The Civil Rights Act of 1964 prevents employers from discriminating against pre-hires on the basis of individual characteristics like a person’s color, gender, sexual preference, religion, or national origin – to name a few. This means that employers cannot use background check information to make discriminatory hiring decisions.

The Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is another federal law that regulates employment background checks, and it governs an applicant’s consumer report (ie, credit check) is obtained and how that information is used. This Act is meant to protect consumers (in our case, applicants) from threats like fraud or credit hijacking. 

Failure to comply with FCRA ground rules can result in legal consequences for employers. It’s crucial for Delaware employers to conduct background checks to familiarize themselves with FCRA requirements and ensure proper adherence during hiring processes.

EEOC

The Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing laws that prohibit discrimination in the workplace. Employers must comply with EEOC regulations when conducting background checks, as information uncovered during these checks might be used to influence hiring decisions. For instance, employers cannot use criminal history or other types of background check information in a discriminatory manner.

Delaware State Employment Background Check Laws

As we’ve discussed, Delaware has specific laws that govern employment background checks, which employers must comply with. Employers may conduct criminal background checks and verify an applicant’s education and work history, but there are limitations on what information they can request. Here are some of those restrictions and regulations for the great state of Delaware:

Salary History Information Requests

When it comes to background checks, Delaware employers must be mindful of the state’s laws on salary history information requests. This refers to the practice of asking job applicants about their previous salaries or wages. In Delaware, employers are admonished from inquiring about a pre-hire salary during the hiring process. This is meant to thwart pay discrimination and reinforce fair pay.

Ban-the-Box Law for Public Employers

This law prohibits employers from asking pre-hire if they have any criminal activity on an application or before a formal interview is conducted.  

Polygraph Examinations

Also known as lie detectors, polygraphs are a controversial topic in the realm of employment background checks. In Delaware, employers may not subject pre-hires to a polygraph test. There is an exception – police agencies are permitted to administer a lie detector test to applicants. 

Social Media Information

Employers and volunteer recruiters may not ask applicants for access to their social media accounts. It is illegal for a hiring entity to ask for a pre-hire (or employee) password or log in credential for any social media account. They are also prohibited from asking to be a participant in the applicant’s social media (as in, asking them to “friend” an employer).

Expunged Records

Expunged records refer to criminal records that have been sealed or erased from public access. These are typically non-violent misdemeanors and minor offenses for which the person has completed probation or paid fines. In Delaware, expunged records may not be accessed, viewed, or taken into consideration when deciding to deny or award employment to a pre-hire.

Consequences for Employers Who Fail to Comply With Federal and Delaware State Background Check Laws

If an employer fails to follow Delaware background check laws or federal laws, they may be subject to legal action by the aggrieved party, as well as state and government enforcement agencies This could result in costly lawsuits and damage to the company’s reputation. Not only that, neglecting to adhere to the laws could result in hefty fines and penalties, which could be potentially ruinous for a business’s financial status.  

Delwarea Background Check

Types of Background Checks in Delaware

Delaware employers may perform several types of background checks on potential job candidates, and here is some background information on the most common types:

Criminal Background Checks

In terms of a criminal background check, Delaware employers often take this paramount step to assess whether or not any infractions on their record might interfere with job performance or potentially put a business at risk. Conducting criminal background checks can provide valuable insight into an applicant’s past behavior but should always be done within legal boundaries and with careful consideration of all relevant factors beyond just someone’s prior convictions.

Employment Background Checks

These checks allow employers to verify an applicant’s work history, education, and other important information relevant to the job. Generalized employment checks might seem pretty standard, but they can be incredibly useful in determining an applicant’s honesty by determining if everything the applicant has provided on an application or resume is the actual truth. Additionally, these basic background follow-ups can confirm identity, and reveal the legitimacy of the applicant’s claimed past work and educational history.

How to Get a Background Check in Delaware

This is the million-dollar question, right? There are different ways to get a background check in Delaware – and not all methods are created equal. If you go the DIY (do it yourself) route, you can get a criminal history report from the State Police Department of Delaware. This will require the applicant to be submitted for fingerprinting because these state criminal records are fingerprint-based.

This method can be arduous, timely, and inconvenient for both you and your applicants. You are far better off partnering with a reputable background check service such as PreSearch. We eradicate all the guesswork out of getting a Delaware background check, and we handle all the details in a thorough, professional, ultra-timely manner.

Please visit our service page for a full list of our offerings


How Long Does a Delaware Background Check Take?

They say time is money, and that is so true when it comes to being able to hire a qualified candidate quickly. Regrettably, if you go the DIY path to pre-screening, you can anticipate delays in your progress of hiring the right individual for your vacancies. To explain, state-generated criminal reports can take days or even a week to get results. Furthermore, your in-house resources (such as your HR department) can spend a lot of time gathering, tracking down, and confirming applicant history.   

Alternatively, you can get a quick background check when turning to PreSearch. In many cases, we can get your top-notch, accurate results in as little as one day! Consider this: With PreSearch in your corner, your pre-screening process is “one and done.” Just contact us, tell us your needs, and we’ll deliver the fast, precise results you need to make the best-informed decision about hiring your next gold-star employee.

How Far Back Do Background Checks Go in Delaware?

When it comes to background checks in Delaware, one common question that employers ask is how far back do these checks go? In general, private employers must abide by the seven-year lookback regulations as established by the FCRA. This means that any criminal activity past seven years may not be considered or utilized in the pre-screening process.

Furthermore, if a criminal record is sealed or expunged – these records may not be considered by employers (no matter how recent or old the infractions are). Also, if an employee you intend to hire could earn $75,000 or more in a position, you can extend credit searches past the seven-year lookback period. Some public positions (such as law enforcement) may also be immune to the seven-year lookback period.

What Shows Up on a Delaware Background Check?

Employers have options when it comes to what they can view in a background check, and that information varies depending on which reports you pull. For instance, a background check for trusted employees will contain additional and relevant information than other checks.

Criminal background checks will reveal any criminal convictions that an individual has received in Delaware or any other state. This includes felonies and misdemeanors, as well as pending charges.

Credit reports may also be included in some types of background checks. In these cases, employers are looking for financial irresponsibility or signs of fraud or theft.

Furthermore, you have access to other information on pre-screens. Here are a few additional pre-screening information you can expect when you work with PreSearch.

  • Criminal history information
  • Identity verification
  • Sex offender registry checks
  • Domestic terrorist watchlist
  • Employment verification
  • Education verification and credentials

How Much Does a Background Check Cost in Delaware?

The type of background check required by an employer will determine the cost. For instance, if you go through the Delaware State Police to obtain a criminal background check, Delaware charges $52 per request.

You should also calculate the accumulated costs of doing background checks in-house. DIY methods typically cost a lot of time and money due to the heavy investment in double-checking details, researching, phone calls, and emails – everything that goes into verifying and gathering all the details.

Hands down, the best value for your business is to partner with PreSearch. We give you everything you need to make the best hiring decisions – and we do this for an affordable price. Save yourself and your staff time and aggravation while saving your business money. Trust PreSearch for all your fast, compliant, accurate, and affordable background checks in Delaware.

*a select number of states charge an additional, mandatory, county court fee in addition to our standard service fee.

Please reach out if you would like a quote for background screening services.


Idaho Background Checks
Idaho Background Check: A Complete Guide
1024 576 admin

If you’re hiring in the state of Idaho, you might be tasked with the epic responsibility of ensuring your potential hires are trustworthy and reliable. The most dependable and common way to do this is by conducting an Idaho background check on pre-hires. However, it’s crucial to understand the legal requirements for background checks in Idaho before you begin the process. To keep you and your business protected, we’ll cover everything you need to know about Idaho state background check laws and how you can safely and legally conduct background checks on pre-hires for your business. 

How PreSearch Can Help With Background Check Services in Idaho

At PreSearch, we believe the more accurate information you have in your hands about pre-hires, the better your hiring experience will be. We are a background check service provider that specializes in helping employers conduct fast and reliable background checks on potential hires – all according to Idaho state and federal laws. Our background check services are designed to help businesses in Idaho comply with state and federal laws while also protecting their business owner’s interests.

We have years of experience, so we are fully aware that every business has unique needs. Therefore we offer customized solutions tailored to fit your specific requirements. Our committed team of seasoned pros works with you side-by-side to get you the vital information you need on your pre-hires so that you can make the best possible hiring decisions.

What is a Background Check?

A background check is when an employer or volunteer recruiter looks into an applicant or recruits past to determine their viability for a position. It involves collecting information about their criminal history, employment, and education history, creditworthiness, and other relevant personal details.

Importance of Idaho State Background Checks

When it comes to a background check, Idaho employers can make informed decisions when hiring new employees. Employers need to know if their prospective hires have a criminal history, previous employment records, credit reports, and medical information that help employers assess if an applicant is an ideal fit for a job position.

Ultimately, Idaho state background checks are crucial in safeguarding businesses from risks related to employee misconduct, such as theft or fraud. They offer another level of protection against fraudsters who may want to exploit vulnerable companies.

Idaho Background Checks

Idaho Background Check Laws

Employers in Idaho must comply with state and federal laws when conducting background checks on job candidates. State and federal laws regulate the type of information that employers can consider during the hiring process, as well as dictate how that information is gathered and used. Having said that, let’s take a closer look at a few of the most common federal and Idaho state background check laws that every employer should be familiar with.

Federal Laws on Employment Background Checks

Not only must hiring managers, volunteer recruiters, and business owners abide by state laws when conducting background checks – they must also adhere to federal laws. Here are a few main federal laws that employers must abide by when conducting employment Idaho background checks.

Civil Rights Act,Title VII

A pivotal federal law governing employment background checks is Title VII of the Civil Rights Act. This law prohibits discrimination against job candidates based on characteristics such as religion, race, color, creed, sex, etc. Employers must ensure that their background check policies do not disproportionately impact individuals within these protected classes.

The Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reports and credit data is collected, distributed, and used. This includes credit checks conducted by third-party companies.

Under FCRA regulations, employers must obtain written consent from job applicants before running a pre-screen check. The pre-hire must also be provided with a copy of any reports generated as part of the screening process.

EEOC

The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces anti-discrimination laws in the workplace. The EEOC ensures that employers comply with federal laws. For instance, it prohibits discrimination of a pre-hire based on characteristics such as the applicant’s national origin, race, sex, color, gender, etc. In terms of a criminal background check, Idaho employers must follow the EEOC guidelines regarding the use or outcomes of any criminal activity found in a pre-hires screening process. 

Idaho State Employment Background Check Laws

Idaho State has specific employment background check laws that all hiring entities must follow to ensure they are conducting lawful and safe pre-employment screenings. These laws aim to protect job applicants’ privacy rights while also ensuring employers have the necessary information to make informed hiring decisions.

Criminal History Checks

Criminal history checks are an important aspect of background checks for potential employees in Idaho. Employers want to ensure that they hire trustworthy individuals who will not pose a risk to their business, customers, or other employees.

These types of checks can reveal any past criminal convictions or charges against the individual being screened. Criminal history checks can be conducted by law enforcement agencies or third-party companies specializing in background check services.

Employment of Ex-Offender

Regarding employment background checks in Idaho, past criminal convictions can be a major concern for both employers and potential employees. Hiring an ex-offender may seem risky, but refusing to employ someone based solely on their criminal record can also lead to legal issues.

Idaho state law does not prohibit the employment of individuals with prior convictions unless they are specifically barred from certain industries or positions. Employers who do decide to hire ex-offenders may want to take additional precautions, such as getting an Idaho health and welfare background check and/or obtaining a background screening for trusted employees.

Idaho Background Checks

Credit Reports

Credit reports are a common background check used by employers in Idaho to evaluate potential employees – specifically if they are in trusted positions, working with business assets, cash exchanges, etc. These reports provide information on an individual’s credit history, including payment history, outstanding debts, and bankruptcies.

Employers are also required to get written consent from the pre-hire before conducting a credit report and follow the FCRA guidelines. This helps protect the applicant’s privacy rights and ensures compliance with federal and state laws.

Medical Records

Medical records are considered sensitive information and should be handled with utmost care. Employers in Idaho are not allowed to use medical records as part of their employment background check process unless the record is relevant to the job being applied for.

For example, if an applicant has disclosed that they have a medical disability that may impact their ability to perform certain tasks related to the job, then employers may request further information regarding those conditions.

What Happens if an Employer Fails to Comply With Idaho Background Check Laws?

Employers in Idaho have an obligation to comply with both federal and state laws when getting background checks on potential hires. Failure to comply could face legal consequences.

One of the most significant consequences of non-compliance is a lawsuit filed by the affected employee or applicant. They can claim damages for any harm caused as a result of the employer’s failure to comply with Idaho background check laws.

Additionally, employers who violate these laws might be faced with brutal fines and penalties imposed by the government authorities that regulate them. These fines can range from a few hundred dollars to hundreds of thousands of dollars, depending on the severity of the violation.

Types of Background Checks in Idaho

When it comes to background checks in Idaho, there are two primary kinds of checks that employers can conduct: criminal background checks and employment background checks.

Criminal Background Checks

The most requested background check is an Idaho criminal background check. This type of check searches for any past criminal activity that an individual may have been involved in. Employers often conduct these checks to ensure that they are hiring trustworthy and reliable employees.

In Idaho, employers can legally perform criminal background checks on potential hires and current employees. However, it’s important to note that certain restrictions apply when using this information during the hiring process.

Employment Background Checks

These types of background checks help employers make informed decisions about potential employees based on their past employment history, education, and criminal record.

One important aspect of employment background checks is verifying a candidate’s previous work experience. This can be done by contacting former employers to confirm job titles, responsibilities, and reasons for leaving. It’s also important to verify educational credentials such as degrees or certifications.

How to Get a Background Check in Idaho

If you’re looking to conduct a “do it yourself” (DIY) background check on a potential employee in Idaho, you can start by submitting a request for criminal records from the core repository located with the Bureau of Criminal Identification via the State Police. 

Keep in mind, however, that this information will only reveal criminal history on a pre-hire that may have been committed in the state of Idaho. You will not receive any criminal records (if any) from other states or countries. Furthermore, this state-generated criminal report will not provide you with vital data such as employment history and educational background.

Please visit our service page for a full list of our offerings


How Long Does an Idaho Background Check Take?

The answer to this is largely based on what types of background checks in Idaho you are pursuing and how you go about obtaining this information. For instance, if you go through the Idaho State Police, the results can take days or even up to a week to receive. This is because state resources are typically limited, and it takes time to process criminal record requests.

If you DIY your background check, you can also anticipate long wait times. The reason being, it can take an exorbitant amount of time to gather information, track down contacts, and double-check all the information to ensure a thorough Idaho background check is performed. 

Alternatively, when you use PreSearch, you can expect fast background checks that are completed with a high level of excellence and with the utmost accuracy. Moreover, not only are our background check services the fastest way to go – we also save time because we know all the federal laws and Idaho State laws – making the process quick, easy, seamless, and legal.

How Far Back Does an Employment Background Check Go in Idaho

Idaho employers, hiring managers, and volunteer recruiters must be in compliance with the FCRA’s regulations regarding how far they are permitted to look back into a pre-hire background. This FCRA standard lookback period is seven years. That means any activity (criminal or credit) that took place before the seven-year lookback period may not be considered in the pre-hire process.

There are a few caveats to this lookback standard. For instance, if a pre-hire stands to earn $75,000 or more if hired, then the credit lookback period may go further back than seven years. Also, if a pre-hire’s criminal records are sealed or expunged – these are not permitted to be viewed or used in a pre-hiring decision. Additionally, the seven-year lookback period does not apply to details such as looking into employment or education history – these details can go further than seven years.

What Can Be Found in an Idaho Background Check?

A background check in Idaho can reveal a variety of information about candidates and pre-hire applicants. In most instances, the following information can be found on an Idaho background check:

  • Criminal records
  • Employment history
  • Education verification
  • Credit history
  • Driving records
  • Professional licenses

How Much Does Idaho Background Check Cost?

If you opt to go through the State Police Bureau of Criminal Identification, you can expect to pay $20.00 per each individual request for criminal background information.

That might sound reasonable, but what if you are also doing the rest of your background checks in-house? The time amassed collecting data, complying with state and federal laws, and organizing this data to determine the viability of an applicant can be exhaustive.  

By far, your best option is to partner with PreSearch. We make all your background check needs in Idaho easy, quick, and legally compliant – and all for an affordable price. When you consider the accuracy, quality of information, and speed in which you get it (all while staying compliant with background check laws) – PreSearch is easily your most suitable choice for the best value.

In short, PreSearch offers fast background check services in Idaho that can help businesses get accurate results within a reasonable time frame. With our expertise in background screening for trusted employees, we can provide cost-effective solutions tailored to your specific needs.

*a select number of states charge an additional, mandatory, county court fee in addition to our standard service fee.

Please reach out if you would like a quote for background screening services.