CUSTOMER RESOURCES
FCRA Compliance
Everything You Need To Know
Are you using our background checks for employment purposes?
If so, then you are legally required to follow the requirements of the Fair Credit Reporting Act (FCRA). This federal law protects the privacy and rights of the subjects of consumer reports. Background checks used for employment purposes qualify as consumer reportsunder the law. As such, they are subject to the FCRA. The FCRA applies to employers and consumer reporting agencies, or CRAs. FCRA compliance is critical for businesses.
Note that “employment purposes” include more than just part-time or full-time employees. The FCRA also applies when selecting contractors, temporary workers, volunteers, and others. Whenever you use a background check to vet someone for these positions, the FCRA applies. Read on for a guide to the major FCRA requirements you must know and follow.
What is the FCRA?
The Fair Credit Reporting Act, or FCRA, became law in 1971. The goal: ensure that consumer reporting agencies acted with greater fairness. The FCRA aimed to create greater impartiality and respect for the consumer’s right to privacy. The FCRA protects the subject of a check by limiting what a CRA can report.
Despite its name, the law goes beyond credit reports. Today, the law replies to any kind of consumer report that includes the following:
Information about someone’s character
Someone’s reputation
Mode of living
Criminal records, and so on.
The FCRA applies whenever this information determines credit, insurance, or job eligibility. Background check agencies fall under the law because they provide reports for employment purposes.
FCRA Disclosure Requirements
Within FCRA regulations, there are several rules about what agencies can report. For instance, bankruptcy cases can be no older than ten years. Other adverse information, such as civil judgments, can last seven years. The only exceptions are criminal conviction records. Unless expunged, criminal convictions can appear on a background check report indefinitely. No medical information should appear on consumer reports unless the report is for insurance.
The FCRA also requires employers to disclose when they plan to use consumer reports. Businesses must always get an individual’s consent to such a check. In this way, the FCRA protects consumers before, during, and after screening.
Let’s look more closely at those stages.
Before using our services
You should understand the relationship of the FCRA to background check processes. Because this law governs so much of the hiring process, you can’t afford to overlook it. The Consumer Financial Protection Bureau has many helpful tools in this area. Before conducting a background check, you should read the CFPB’s “Notice to Users of Consumer Reports.” This document helps support FCRA-compliant background check procedures. Here’s what else you should know.
Before the check: what to know
The first steps of the FCRA background screening process are straightforward. Both the employer and job applicants have some steps to take.
First, as the employer, you must give the applicant a disclosure form. The informs the applicant that you will check their record for employment purposes. This disclosure must be separate from any other documents. For instance, you cannot bundle the disclosure with your employment application. Likewise, you can’t hide it alongside a release of liability. The courts are clear on this subject. The disclosure must be truly “standalone.”
Second, the applicant must sign an electronic or written authorization form. This authorizes the employer to run a background check. Similar to the disclosure form, the consent form should be distinct from other application documents.
The FCRA permits the combination of the disclosure form and the authorization form. You can choose to present them separately if desired. If you do decide to combine the two documents, you cannot add any more information. The combined form should only contain the disclosure and authorization.
One test for whether the form is FCRA compliant is to check whether each sentence can begin with either “We hereby disclose to you that ...” or “You hereby authorize us to ...”. If not, you may have too much extra information. This might threaten its FCRA compliance. Always consult with legal counsel to prepare forms that align with the letter of the law.
These disclosure and consent forms serve to make a background check FCRA-compliant. These forms also give the background screening company permission to perform the check. They may also serve as verification to former employers or schools that they may share background information.
To better understand why FCRA compliance matters, read this article about enforcement actions in 2023. The Federal Trade Commission found two California companies violated the law. The FTC uncovered “willful” violations of the FCRA and fined the businesses millions of dollars. As we can see, noncompliance can prove costly.
Prepare for FCRA compliance in any check.
These rules don’t just apply to criminal history checks. In any situation where backgroundchecks.com obtains information based on an interview, you must provide additional disclosures. For example, what you must disclose to conduct reference or employment checks.
You must inform the subject that you’re obtaining a consumer report about them. This report may contain information about their character, personal characteristics, or mode of living.
You must inform the subject that they have a right to request a description of the nature and scope of the investigation. If the subject requests that description, you must provide it within five days.
Before the decision
If a background check returns no red flags, the employer may choose to move forward with hiring the subject of that report. In these situations, the employer has no more remaining obligations under the FCRA.
However, what if the employer rescinds a job offer or disqualifies a candidate? If they base the decision on background check findings, additional FCRA requirements apply. In the parlance of the FCRA, this decision is “adverse action.” Employers considering adverse action based on a background check face more FCRA obligations. You must complete these obligations before dismissing an applicant.
The FCRA requires you to send the candidate a “pre-adverse-action notice” before you finalize your decision. The pre-adverse action notice must include a copy of the background report you used. It must also have the Consumer Financial Protection Bureau’s summary of rights.
You must send this pre-adverse notice a “reasonable time” before making the final decision. The FTC states that five business days is a reasonable time to give notice by mail. If that time elapses without a response, you may proceed with the adverse decision.
If the subject disputes the background report, you must halt the hiring process. Under the FCRA, you cannot take final adverse action until after the background check company resolves the dispute.
On hiring decisions
If the subject does not respond, you can officially take action and move forward with the hiring process. Similarly, a dispute may be resolved in your favor. The background check company may rule that the information in the report is accurate. If so, you can formally take the candidate out of employment consideration.
When you take action based on a background check, some other steps are necessary to comply. These steps include the following:
Notify the subject of the decision.
Provide the background check company’s business name, address, and contact info.
Notify the subject that the background check company did not make the decision.
Notify the subject that they can request another free copy of their background report. They must request the report from the background check provider within the next 62 days.
Notify the subject that they can dispute any inaccurate or incomplete information in the report. To do so, they must contact the background screening agency.
Many states also have extra requirements concerning using a background check company’s services. States such as California require additional notices and steps. Always review the law in your local area before using background checks.
backgroundchecks.com provides forms online and assists you with compliance
At backgroundchecks.com, our customers can access a dedicated compliance area in our web-based order system. The following FCRA compliance support is available through that system:
Sample pre-adverse action notices
Sample adverse action notices
An overview of the Driver’s Privacy Protection Act of 1994, which impacts the use of motor vehicle reports in consumer investigation.
backgroundchecks.com can help with electronic pre-adverse and adverse action services
If you want us to handle this process, you will only have to provide the applicant’s email address during the order process. The video will give you a quick overview of the process.
FAQs
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FCRA compliance refers to steps businesses take to use consumer reports legally. Employers must follow the Fair Credit Reporting Act (FCRA) to the letter. This law includes specific requirements regarding how employers use background checks. Specific sections of the FCRA cover nuanced guidelines for background check disclosure and authorization. This includes what employers must do if they wish to disqualify someone based on their record. Employers should establish written background screening policies that incorporate FCRA requirements.
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FCRA stands for “Fair Credit Reporting Act.” Background check rules and credit reporting rules come from this law. It is a federal statute enacted in 1971 that regulates the consumer reporting agency industry and protects consumer privacy. All credit reporting bureaus are subject to the FCRA, including all background check companies.
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All employers that wish to use background checks should review the FCRA in detail. Seek guidance on FCRA compliance from an attorney familiar with employment law.
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FCRA violations occur when an employer fails to meet the requirements of the law. Most often, this relates to proper disclosure or consent. Ordering a background check without consent would be a violation. Deciding without using the adverse action process is a violation, too.
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The FCRA regulates reporting agencies so that they conduct their business in fair, impartial, and respectful ways. The goal is to protect consumer privacy. As a job seeker, the FCRA protects you throughout the background check process. No employer can launch an investigation of your background without first disclosing their intention to do so. They must also obtain your express written consent. Employers in FCRA compliance cannot disqualify you from job consideration without first notifying you and giving you a chance to dispute your background check.
Additional Resources
Crossing Guards Will Be Subject to Background Checks
In an effort to keep their kids safe, the Lyndhurst township in New Jersey is creating a new ordinance that would require crossing guards to have background checks before being hired or reappointed. Crossing guards there are already required to give notice of any criminal convictions, but there were no procedures in place to confirm whether or not their records were clean. The township also plans to stop the accrual of sick days and the clothing allowances crossing guards previously enjoyed. They decided to review their current position after budget concerns became an issue and before state mandates force them to make similar changes. And Mayor Richard Dilascio says it’s simply, “a safety issue.”
Crossing guards there are required to be moral and upstanding citizens of New Jersey that do not have any criminal convictions showing moral turpitude. The background checks will be just one more step to confirm that their guards are actually held to the high standards they have set. With 37 different crossing guards having daily access to kids, Traffic Officer Nick Coviello believes it’s an obvious move, saying, "The reason is they are working with children. It's common sense to me."
The ordinance will prevent those with criminal histories “involving danger to a person, against family, children or incompetents…arson, burglary, theft, controlled dangerous substances offenses and operating a motor vehicle while intoxicated, offenses against public administration, perjury and other falsification in official matters, obstructing governmental operations, misconduct in office and/or abuse of office.” These are all crimes the township has defined as involving moral turpitude. Any current crossing guards who are found to have any of these offenses on their record will not be reinstated in the coming year.
This employment process of verifying information provided by applicant is getting more and more common these days. Any organization who employs people who will work with children might want to consider following in New Jersey’s footsteps. They can partner with backgroundchecks.com, which would give them access to multi-jurisdictional database searches covering over 355 million records from over 600 sources. This information comes from national databases like US OneSEARCH, which checks records in all 50 states, and US AliasSEARCH, which even checks records under alternate names. When it comes to the safety of our children, we really can’t be too careful, and submitting employees to background checks is just one more way to keep our children safe.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
Dayton Making One Hundred Percent of City Positions Background Check Required
Instead of waiting for changes to state or federal laws, Dayton, Ohio is taking a more blanketed approach to their hiring practices now. Although they are only required to have about 70% of their city employees background checked before hiring, they have decided to make all positions require that level of vetting. They are hoping this will alleviate concerns regarding fairness when to it comes to their policy on hiring felons. No potential employee will be hired if they have a felony conviction on their record. As of now, there are three positions which have not been background checked. These positions include the waste collector, administrative typists, and a mechanic. Once their new policy is officially in effect, these two will be held to the same scrutiny as all other positions.
Nonprofit agencies are asking for a different policy change though. They would like to see felons get a fair shot at city jobs. In fact, PowerNet and LEAD, two agencies concerned with justice in hiring, especially when it comes to former convicts, would like all potential hires to get through the first round of interviews without even having to check the felon box. This way, if they make it to the next round after they’ve proven they are qualified for the position, only then would their criminal history come in to question. Of course, the city’s current policy on not hiring ex-felons would then have to be changed to allow certain people to be hired if their felony is not related to the position they apply for.
Maurice Evans, secretary and chief examiner for the Civil Service, said they do not know how many ex-felons currently work for the city. He is sure that there are none working in the departments of police, fire, law, airport, water, and sewer though, because those positions have always included background checks. Many companies are upping their background check requirements due to the rise in crime and the potential negligent hiring suits they might incur if a crime is committed by a previous offender on their watch and while on company business. This is causing nonprofit agencies like LEAD though to speak out on behalf of criminals who they feel have paid their dues. The EEOC is also weighing in the matter. Whatever policies and laws change in the future, currently, it is more than acceptable for organizations to hire companies like backgroundchecks.com to carry out checks on potential hires. This gives them access to products like US OneSEARCH and US AliasSEARCH enabling them to find out if their applicants have criminal convictions on their records.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
Legislation and Compliance Update: EEOC Issues Guidance on Employers' Use of Criminal History in Employment Decisions
The Equal Employment Opportunities Commission has issued new enforcement guidance on employers' use of criminal history in employment decisions. The Commission adopted the new guidance by a vote of 4 to 1 on April 25. The new guidance and related documents are available on the EEOC's website at:
Industry and legal commentary on the new guidance has generally found that the guidance does not prohibit employers use of criminal history and does not pose severe barriers. Thus far, commentary notes that employers will need to review their policies and processes and raises concerns about potential conflicts between state laws and the EEOC guidance. These commentaries include:
· Commentary from a Human Resources Executive;
· Detailed Commentary from Seyfarth Shaw;
· Society for Human Resource Management Regulatory Alert, and
· Commentary from the Society for Human Resource Management.
Exchange Students will not be Protected from Criminal Host Families
The US State Department was at first entertaining the idea of requiring host families to undergo background checks in order to protect students, but they have recently decided not to continue with those plans. Due to budget restraints, the State Department feels it would be too much of an undertaking for states to put host families through checks. It’s already difficult to find enough families willing to host the 30,000 high school exchange students visiting our country each year. Adding the background check requirement would likely limit them even more. Unfortunately though, dozens of cases of abuse, including sexual abuse, have been reported in host family situations.
Some districts do require a local or state background check, but none require a national check and so miss many crimes committed by hosts who have fled their original states. One sponsor, in fact, was discovered to have a murder conviction on their record. Many of the organizations who carry out the process of finding host families were found to be in noncompliance, having not gone through the proper procedures like checking references and normally did not offer checks through reputable companies like backgroundchecks.com.
It seems school districts and these organizations both should be concerned with checking databases like US Offender OneSEARCH to make sure a potential host is not a registered offender anywhere in the nation, or even US OneSEARCH which checks for criminal convictions records in multiple jurisdictions across all 50 states. Although budget concerns are a big priority right now, there are affordable alternative for traditional background checks that can uncover criminal records fast and easy. It would be sad to think that the biggest impression our country leaves on a foreign exchange student might be such a terrible one because we chose not to take any steps to protect them.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
Veterinary clinic Employee with history of drug-related criminal convictions scammed customers to support drug habit_12416
After the suspicious death of his dog, an Akron man decided to look into his vet’s credentials and found that she had none. After further investigation authorities, it was found that she had been posing as a vet at the C&D Animal Hospital for about a year. During that time, she accepted only cash from customers and then did not give real care to their pets. Instead, she used the money to feed her drug habit. It turns out she had several previous drug-related convictions on her record as well. Other employees were often on assignment for short periods at the hospital and so didn’t notice that Brandi Tomko was a fake. Instead, when they stopped getting paid for their time there, they simply stopped accepting hours there. After the deaths and mistreatment of several animals, she is now facing charges, including animal cruelty and without a license.
Because veterinarians work with animals and not humans, some may not go through background checks upon hiring. Of course, they do have to meet rigorous medical standards, but since Tomko successfully faked her certification, nobody thought to look any further. By working with a background check company like backgroundchecks.com, institutions like C&D Animal Hospital can get access to products like Education Verification and Professional License Verification to ensure their vets are truly qualified for that career. And they could opt to have prospective and current employees screened for drug use. The owners of the pets who suffered at the hands of an unlicensed will certainly hope that this will be the case from now on.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about ’ offerings, please visit www.backgroundchecks.com.
City Garbage Truck Driver with Criminal History Caught Stealing City Time
At a time when cities across the country are low on funds, they can’t afford to have any employee shirking responsibilities, let alone using city time and resources to take care of their own personal business. In Albuquerque, New Mexico though, a city garbage truck driver was caught doing just that. While on the clock, it was found that he was running a tire recycling business out of the city’s truck. At certain points along his garbage pick-up route, shop owners would dump tires, and the city employee, Rick Koppos, would charge a fee to pick them up. Upon investigating his activities, which later led to conviction, they found Koppos had a previous felony conviction on his record for the embezzlement of over $14,000 from a former employer. It turns out, Koppos was hired before the city’s background check process was put in place for new hires, so nobody found out about his criminal history.
Although the current city administration claims to believe strongly in using background checks for some new hires, they do not plan to check current employees who have been with the city since before those requirements were put in place, because it would be “difficult.” In fact, many of their positions still do not require a background check of any kind. Instead, these checks are carried out on a case-by-case basis. They didn’t explain the rationale for which employees would receive background checks and who wouldn’t. This means there may be other criminals in their employment who will also slip under the radar and who could potentially be committing crimes that cost the city money.
The background check process does not have to be “difficult” though. There are many reputable background check companies who offer cost-effective packages that are both instant and easy to carry out. By using an instant product like US OneSEARCH for instance, the city could search 400 million criminal records across all 50 states with a single search. With nothing more than a name social security number and a date of birth, they could search US AliasSEARCH, giving them quick and easy access to criminal records that may be harder to find due to name changes. By partnering with an experienced company like backgroundchecks.com, city organizations could work with professionals to tailor an affordable package that isn’t too “difficult” to carry out on all employees, whether current or newly hired.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
Once Prison Guards are in, Their Corruption Goes Unchecked
When we think of prisons, we often think of all the corrupt convicts living behind bars. According to the LA Times though, corruption is also on the rise among prison guards. An FBI sting resulted in the conviction of three Sheriff’s guards and the firing of one. It also led to video-taped confessions and prisoners informing of other possible corruption. While most cases of this sort have been found in California prisons, the problem isn’t limited to that state. In fact, arrests of Federal Prison Guards increased nationwide by 90%. Although not all of these ended in convictions, the prevalence does lead officials to believe that the number of guards they have discovered smuggling drugs and other contraband into prisons is just the tip of the iceberg.
In order to become a prison guard, applicants must go through rigorous background checks. They are subjected to criminal background checks, credit checks, and character investigations. So why aren’t these catching the corruption before they enter the force? Most of these guards have clean records leading up to their application. Once inside prison walls though, they are influenced by the manipulation and money of the inmates. Some say that poor salaries and a bad economy puts financial strain on prison guards, and this leads them to be more likely to get involved in criminal activities.
While the investigation of potential guards seems extensive at first, some background checks can be misleading in scope. Unless an organization is using the right sources, they could miss past crimes altogether. For instance, if they use a County Criminal search, they would find crimes committed in the selected counties where the person lived in the last seven years. If the person committed any crimes in other counties or states, they might miss those, unless the search was complemented with a national focused multi-jurisdictional search like the USOneSEARCH from backgroundchecks.com.
Additionally, by only checking their employees when they first apply, prisons miss noticing any corruption that follows after the hire date. By running regular background checks throughout the term of employment, they could find red flags for criminal behavior they could then keep an eye on. Also, by offering guidance when problem signs start showing up, they could actually prevent corruption before it starts.
By teaming up with companies like backgroundchecks.com, prisons would have access to one of the largest databases in terms of criminal conviction sources, helping them to quickly implement a monitoring program. Using the Ongoing Criminal Monitoring product, backgroundchecks.com can alert them to any new records they discover for an employee.. We have a dedicated data acquisition team constantly working to keep our databases current so that our information is as accurate as possible. As one of the leading background check companies in the nation, backgroundchecks.com may be a valuable partner for prisons to have on their side.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
: http://www.latimes.com/news/local/la-me-jail-contraband-smuggle-20111002,0,4648531.story
Employee Fraud Becomes an Added Concern for Today’s Small Businesses
As if the slow economy wasn’t already enough for small business to deal with, they now have to keep a closer watch over their employees. According to the Wall Street Journal, employee theft, fraud, and other crimes are rising among small businesses. They attribute this to the struggling economy, saying that when employees struggle, they turn to their workplace for fast cash.
One business owner in particular, owner of Page and Palette Inc., found that vendors would no longer extend her credit for books her struggling store was running low on. At first, she assumed it was because of the economy. Months later, she found that her bookkeeper had been using company money to pay for their personal spending. After $150,000 in discovered losses, the employee was charged with 25 counts of forgery. If this kind of activity goes unnoticed long enough, employers like this either have to shut down their businesses or reduce their workforce. Ultimately, this hurts the business and all of its employees.
Many employees who give in to this kind of temptation have done it in the past. While some employers do require background checks to prevent hiring criminals, small businesses don’t tend to spend money in this regard. They might find however that by investing in comprehensive criminal background checks, they could save more by not losing as much to criminals they’ve unknowingly hired.
Small businesses already using background checks, but who have missed criminal activity among their employees could find it surprising that their current checks only use one database or do not seek crimes committed out of state. By expanding procedures to include affordable products that have national focus like backgroundchecks.com's US OneSEARCH, they can prevent hiring employees convicted of crimes like fraud and theft whether in or out of the state. They might also consider including US AliasSEARCH in case a potential hire has changed names.
Small businesses would be wise to partner with comprehensive background check companies like backgroundchecks.com for employement background screening. As a leader in the criminal data aggregation industry, we have over 12 years of experience bringing together the information businesses need and currently offer instant database searches providing you access to over 300 million records from more than 600 sources. Although we do serve Fortune 500 firms, we certainly can create flexible plans for small business budgets too, offering a variety of packages that allow any company to hire only the kind of employees that will help their business grow.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
The Backgrounds of 40,000 Teachers in Kansas are Still Unknown_12328
When you entrust your child into the hands of educators, you probably assume those employees are upstanding citizens without criminal histories. If your child goes to school in Kansas though, you could be wrong. Although high standards for education and background checking has been initiated for teachers in most states these days as a result of No Child Left Behind, teachers who were already in the education industry were grandfathered into the system with the earlier, less strict requirements. That means they have not undergone any kind of background investigation to make sure they haven’t committed any crimes, including crimes against children.
The Topeka Capital Journal reports that approximately 40,000 teachers in Kansas have not been checked. Due to increasing sex abuse crimes in schools, parents and state education board members are concerned about this number. The Director of Teacher Education and Licensure is pushing for the fingerprinting of all teachers. Additionally, she would like to see teachers getting background checks every time their teaching license is renewed, which is every five years. Some are unhappy about the proposal, claiming it to be an invasion of privacy, but because it deals with the safety of children, it’s likely to pass.
While fingerprinting might be a good first step, it doesn’t necessarily catch potential all threats. Most people are fingerprinted when they are arrested, and the FBI database then relies on the court to provide updates as the case moves forward. But those updates are not guaranteed, and neither is the timing of those updates leaving questions about conviction or dismissal status. Organizations like schools, that have such important jobs, should make sure they’re using criminal databases that are extensive and constantly updated and can automatically be monitored for updates. After all, if catching criminals before they affect children in schools is really a priority, why wait to check backgrounds every five years, when Ongoing Criminal Monitoring can be performed by background check companies who could then alert them immediately of any criminal activity among their teachers?
backgroundchecks.com has access to more than 355 million records across 600 criminal conviction sources, including sex offender registries. We also employ a skilled data acquisition team that keeps our records up to date to ensure the highest accuracy possible. With experience and resources like this, backgroundchecks.com could help schools keep an eye on their teachers, which could alleviate the fears of parents and State Education Board members.
backgroundchecks.com - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., backgroundchecks.com is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit www.backgroundchecks.com.
: http://cjonline.com/news/2011-04-13/criminal-teachers-focus-initiative
