State of florida employee back ground check

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HR Basics: Background Checks

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Fingerprinting IX. Duties Requiring Background Checks X. New Employees XI. Graduate Assistants XV. Many employers choose to search the most common records such as criminal records, driving records, and education verification. Other searches such as sex offender registry , credential verification, skills assessment, reference checks, credit reports and Patriot Act searches are becoming increasingly common. This can increase over the years.

Companies that fail to use an FCRA compliant company may face legal issues due to the complexity of the law. Database searches, as opposed to source records searches search of actual county courthouse records , are notoriously inaccurate, contain incomplete or outdated information, and should only be used as an added safety net when conducting a background check.

Failure by employers to follow FCRA guidelines can result in hefty penalties. In the United States, the employer could use criminal records as verification as long as the employer does not discriminate based on race, color, religion, sex or national origin, as analyzed under the disparate treatment and disparate impact frameworks. These "third party" background checking agencies cannot guarantee the accuracy of their information, thus many of them have incomplete records or inaccurate records. The only way to conduct an accurate background check is to go directly through the state.

Most times using the state of choice is much cheaper than using a "third party" agency. Many websites offer the "instant" background check, which will search a compilation of databases containing public information for a fee. These "instant" searches originate from a variety of sources, from statewide court and corrections records to law enforcement records which usually stem from county or metro law enforcement offices.

There are also other database-type criminal searches, such as statewide repositories and the national crime file.

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A commonly used criminal search by employers who outsource is the county criminal search. Employers could use social media as tool to background check an applicant.

An employer could check the applicant's Facebook, Twitter, and LinkedIn to check how the applicant behaves outside of work. Employers may investigate past employment to verify position and salary information. More intensive checks can involve interviews with anybody that knew or previously knew the applicant—such as teachers, friends, coworkers, neighbors, and family members; however, extensive hearsay investigations in background checks can expose companies to lawsuits.

Past employment and personal reference verifications are moving toward standardization with most companies in order to avoid expensive litigation. These usually range from simple verbal confirmations of past employment and timeframe to deeper, such as discussions about performance, activities and accomplishments, and relations with others.

The past experiences and the companies which have provided these experiences are also verified and researched upon to detect frauds. A fraudulent SSN may be indicative of identity theft , insufficient citizenship , or concealment of a "past life". Background screening firms usually perform a Social Security trace to determine where the applicant or employee has lived.

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The hiring of undocumented workers has become an increasing issue for American businesses since the formation of the Department of Homeland Security and its Immigration and Customs Enforcement ICE division, as immigration raids have forced employers to consider including legal working status as part of their background screening process. With increased concern for right-to-work issues, many outsourcing companies are sprouting in the marketplace to help automate and store Form I-9 documentation.

Credit checks are done to applicants who are applying to positions who deal with financial records or deal with a lot of money. Pre-employment credit reports do not include a credit score. A pre-employment credit report will show up on an individuals credit report as a "soft inquiry" and do not affect the individual's credit score. Drug tests and credit checks for employment are highly controversial practices.

According to the Privacy Rights Clearinghouse, a project of the Utility Consumers' Action Network UCAN : "While some people are not concerned about background investigations, others are uncomfortable with the idea of investigators poking around in their personal histories. In-depth checks could unearth information that is irrelevant, taken out of context, or just plain wrong. A further concern is that the report might include information that is illegal to use for hiring purposes or which comes from questionable sources.

In May , allegedly improper post-hire checks conducted by Northwest Airlines were the subject of a civil lawsuit between Northwest and 10, of their mechanics. In New Zealand , criminal checks have been affected by the Criminal Records Clean Slate Act , which allows individuals to legally conceal "less serious" convictions from their records provided they had been conviction-free for at least seven years. In Michigan , the system of criminal checks has been criticized in a recent case where a shooting suspect was able to pass an FBI check to purchase a shotgun although he had failed the check for a state handgun permit.

According to the spokesman of the local police department,. The Brady Campaign to Prevent Gun Violence has criticized the federal policy, which denies constitutional rights based on a criminal check only if the subject has been accused of a crime. From Wikipedia, the free encyclopedia.

What You Need to Know About Pre-Employment Background Checks in Florida

This article has multiple issues. Please help improve it or discuss these issues on the talk page. Learn how and when to remove these template messages. When you apply for a job in Florida, is your future employer allowed to use the results of a criminal background check when making an employment decision? Or are they allowed to run a background check on you prior to offering you the position? What about running a background check on you while you are employed?

These questions involve two different bodies of law: anti-discrimination laws such as those enforced by U. In short, federal law requires that any background information obtained about a job applicant or a current employee be handled in a certain way under the FCRA and used in a manner that complies with federal laws prohibiting employment discrimination. In general, criminal background checks for prospective or current employees must comply with the Fair Credit Reporting Act FCRA , as well as federal laws prohibiting discrimination.


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The FCRA requires that employers who request criminal background checks do the following first:. The employer also must request criminal background checks in a manner that is not discriminatory. Under Title VII of the Civil Rights Act of , as well as other federal laws that prohibit discrimination based on age and disability, for example, an employer must treat all job applicants or current employees equally.