Connecticut Background Check
For employers working in Connecticut background checks prior to employment are a vital part to the selection process. Making sure you are hiring reliable, checked competent, safe, and qualified employees is contingent on the quality and accuracy of your Connecticut background check upon which you can count.
Conducting background checks in Connecticut background check in Connecticut means that you must adhere to all state, local, as well as federal laws regarding background checks for pre-employment when using these to make hiring decision.
As explained below, compliance with all relevant laws to conduct Connecticut background checks to be completed for employment require you to have an in-depth understanding of the regulations and laws as well as the sources needed to obtain the required information from sources that are permitted.
In The Koleman Group LLC At The Koleman Group LLC, we offer background checks prior to employment for companies located in Bridgeport, New Haven, Stamford and many more.
Due to our extensive knowledge of conducting screenings for background in Connecticut we created the following guideline for employers reference on the fundamentals of conducting legally-compliant and accurate Connecticut background checks.
Connecticut Employment Background Check Laws: A Complete Overview
Information sources for background check information and the kinds of information that can be gathered, reported and utilized during the hiring process are governed by state and federal law and regulation. If you don't conform to these laws and regulations, you might be accused of wrongful conduct by a prospective employee and also face sanctions.
A few of the most important regulations and laws that employers in Connecticut should be aware of when working with a consumer report agency for the screening process for pre-employment are described below.
Federal Laws on Employment Background Checks
The Fair Credit Reporting Act (FCRA) and Title VII of the 1964 Civil Rights Act are the most important federal laws that govern background checks prior to employment in Connecticut as well as all other states.
Fair Credit Reporting Act
The FCRA was passed in the year 1970 to safeguard consumers' privacy from the information collected and maintained in the consumer report agencies. This law limits the types of information that are collected and disclosed for potential employees, and can be used in hiring decision.
The FCRA's regulations are not applicable if the jobs that you provide pay $75,000 or higher.
The FCRA prevents CRAs not reporting certain kinds of negative information older than seven years which includes civil suits, civil judgments bankruptcies, liens, criminal arrests that don't lead to convictions, as well as collections accounts.
However it is important to note that the FCRA does not limit the reporting of convictions for criminals and convictions, which are able to be gathered and reported no matter the age at which they may be.
The FCRA does not prohibit the publication of specific other kinds of information on background checks, such as the history of employment, educational records as well as credentials and similar types of information.
Employers must inform prospective employees that they plan to conduct background checks prior to the interview as well as in writing. Also, you must obtain the consent of the applicant in writing to conduct the background check before you do this, either on your own or with an external background check company like The Koleman Group LLC.
If you find negative information from an background check, the FCRA obliges you to go through an adverse action procedure that involves two steps prior to making the final decision on hiring in light of the information disclosed.
Title VII of the Civil Rights Act
The Civil Rights Act of 1964 is the most significant civil rights law ever enacted throughout the U.S. The title VII of the act bans discrimination at work due to specific characteristics of applicants and employees, such as religion, race or religion, gender, national origin, color and many more.
As certain minority groups tend to be more likely to have been detained or arrested, Title VII prohibits employers from adopting policies that are blanket against hiring people who has a criminal record because it could result in discrimination against the groups protected by Title VII.
The Equal Employment Opportunity Commission (EEOC) is the agency responsible for enforcing Title VII and creates regulations within it.
The EEOC has issued guidelines to employers that they must perform individualized evaluations of any criminal history information that is revealed during screenings for employment because it relates to the specific position for which applicants are being considered prior to making a final decision based on the information provided to decide whether or not to employ them.
Connecticut State Laws on Employment Background Checks
Connecticut has several laws that regulate background checks carried out by CRAs, and how employers are able to use the information they get from CRAs.
Under Conn. Gen. Stat. SS 54-142(e) Consumer reporting agencies that have access to criminal history data about applicants are required to verify with the department of justice to find out whether any of the records have been deleted prior to making them available. They are not permitted to release criminal records for crimes that have been erased . Additionally, they must ensure that the information they hold is up-to date.
Under Conn. Gen. Stat. SS 31-51i, CRAs who issue reports with criminal record information on an applicant are required to inform the applicant in advance that they are providing a report with criminal record information along with the address and name of the organization who will be receiving the report. They must also put processes in place that guarantee that the information is current and correct.
Under Conn. Gen. Stat. SS 42-471, the CRAs are required to fulfill an obligation to protect personal information, which includes Social Security numbers, documents that contain sensitive information. The data should be rendered unreadable prior to the time it is destroyed.
Under Conn. Gen. Stat. SS 54-142a, individuals who have applied for and obtained an order of erasure are permitted to declare that they were not charged with any criminal offence. Employers aren't allowed to inquire about erased, extinguished, or pardoned documents, and CRAs aren't allowed to release the records.
Employers are also required to comply with a variety of rules they must adhere to. Under Conn. Gen. Stat. SS 31-51i employers are forbidden from seeking information about the deletion of records. They are also not allowed to inquire about the applicant's arrest record or criminal history when they are applying for a job, however, they can inquire at the time of interview.
Under Conn. Gen. Stat. SS 46a-80. employers are required to assume that any applicant who shows the certification of rehabilitation, or provisional pardon has been properly rehabilitated. If an employer is unable to decide on hiring the applicant they must provide the reasons for its decision by writing the candidate.
Under Conn. Gen. Stat. SS 31-35i employers are not permitted to denial of an applicant based only on erasable records or records for where the applicant has received an unconstitutional pardon or certification of rehabilitation.
In the the 2018 Public Act No. 18-8 employers will be not permitted from requesting salary history information from prospective applicants. However, employers are not able to stop workers from discussing earnings within their own circles.
As of the year 2018, under Public Act No. 11-233, employers are not allowed to consider the credit scores or history of potential applicants when making hiring decision. However, there is an exception in the case of a financial institution, or if it is directly related to the job.
Additionally, under the 2015. Public Act No. 15-6 employers are not permitted from asking prospective employees for their Facebook or Twitter account details or passwords. They are also prohibited from asking the applicant or employee to sign into their accounts on social media with the permission of an employer or request the employee or applicant to join the employer's account as a social media acquaintance.
What is displayed on the Connecticut Background check?
A job background check in Connecticut can contain all the information needed and legally permissible, based on the capacity as well as resources available to the third party CRA who collects the data about a potential applicant.
We at The Koleman Group LLC, we provide a variety of employment background checks which allow you to choose the one that is important to your business.
The most frequently requested reports required by Connecticut employers are those that provide information on the criminal history of applicants as well as past employment, academic qualifications and professional qualifications.
Below, you'll find the information you could expect to find in all of these kinds of reports regarding your background checks for employment.
If the screening of an applicant's prior to employment includes criminal history information it is possible to look up the following types of information regarding the crime or crimes:
- Criminal investigation number(s)
- Offense date(s)
- The charge level (Felony or misdemeanor)
- Disposition date(s)
The records that are removed or pardoned cannot be taken into consideration or reported in accordance with Connecticut law.
Some applicants embellish their previous work histories on applications to create the appearance that they held positions with more authority than they actually have , or to portray it as they did not have any gaps in their employment.
A request for an employment verification will assist you in verifying the details provided by prospective employees. This kind of report will reveal each employer with whom the applicant been employed as well as the dates of work at each firm as well as the position and titles of the jobs held.
Checking the work record of an applicant may assist in avoiding the liability of negligent hiring.
Education and Credentials
If you ask for an education verification report you'll be able find out which institution the applicant has attended, as well as his or her dates of attendance as well as any diplomas, degrees or certificates he received.
Examining the credentials of a professional applicants can assist you determine if your applicants hold the appropriate licenses needed to carry out their work in addition to ensuring that they are valid and current.
Educational verification can help make sure that you employ reliable and competent employees.
How Long Do Background Checks In Connecticut?
The seven-year period of lookback in the FCRA limits the time certain background information is disclosed to prospective job candidates.
The third-party background check companies cannot report certain types of negative information that are seven or more years old, such as arrests that didn't result with convictions or civil judgements or civil lawsuits, collections, liens, or bankruptcy filings.
If the job for which you're hiring is paying $75,000 or more per year The seven-year limitation does not apply.
Criminal convictions are recorded regardless of age as per the FCRA. However, pardoned or expunged information will not be reported.
The time limitations for background data do not apply to other kinds of pertinent background information like the history of employment, education or credentials, among others. It is possible to use this kind of information regardless of age.
How do I get an background check in Connecticut
In Connecticut employers are able to request information about criminal histories by sending inquiries to the state Bureau of Identification, which is part of Connecticut State Police. Connecticut State Police.
Employers who are looking to hire applicants to work with individuals with disabilities affecting their development must be screened by the Department of Developmental Disabilities.
To obtain criminal history information through the State Police Bureau of Identification Employers must or require applicants to submit fingerprints only by appointment or request them by mail.
Employers who hire applicants to work with those with disabilities affecting their development can apply for the DDS CTSAFEHIRE program.
The criminal history checks do not provide all the information you'll need for candidates. The checks will provide information on criminal history within Connecticut however it may not contain details about crimes from other areas.
These searches will also not reveal any information regarding the applicant's work history as well as education, credentials and other relevant kinds of information.
Employers may attempt to conduct background checks on prospective employees via the internet, or by attempting to collect data through multiple state agencies, former employers, and educational institutions.
This method can be lengthy and you may not receive all the information you require.
The most effective method of completing Connecticut background checks for employment is to use an experienced third-party company for employment background screening such as The Koleman Group LLC.
We deliver complete reports on time and our reports completely conform to the FCRA and any other pertinent laws.
What is the cost of an Background check Cost In Connecticut?
If you use the State Police Bureau of Identification A fingerprint-based check costs $13 for the fee for the signature, plus $85 for the police record check.
If you request an online criminal history check using the DDS CTSAFEHIRE system applicants will have to be fingerprinted for $15. But, you won't be required be charged the $85 cost.
Be aware that these kinds of checks do not reveal the other crucial details you require to make a good hiring decision such as educational, employment, or qualifications information.
Many employers go online to come across companies offering a no-cost CT background check. These types of services must be avoided. The majority of them do not adhere to the FCRA and will provide inaccurate and outdated informationthat could expose the user to lawsuits if they trust the information they supply.
The most effective strategy the best option for Connecticut businesses is to work with a trusted, certified with a FCRA-compliant background check provider like The Koleman Group LLC. Our reports are complete and provide precise and FCRA-compliant reports swiftly. We also provide clinical services that include pre-employment drug tests.
What is the length of time a Background Check take for Connecticut?
The method you decide to use for background checks prior to hiring your prospective employees will determine the length of time you can expect the results to take. If you do your state's background check, findings could be as long as two weeks.
If you attempt to collect the pre-employment background check information on their own could anticipate the process to take some time.
If you are employed by The Koleman Group LLC, you will be provided with an job background check reports in the most time-efficient manner.
Our numerous resources and our extensive training allows us to provide complete, accurate, as well as FCRA compliant background check reports in as just several hours.
The Koleman Group LLC is your trusted partner for Fast and Accurate Compliant Connecticut Background Investigations
For accurate, thorough in compliance with FCRA, Connecticut background screening, you'll require access to a variety of reliable databases that can provide exact information on the criminal record as well as educational qualifications, credentials as well as employment history and much more about your candidates.
If you work together with The Koleman Group LLC to carry out your pre-employment screenings you will benefit from our wide range of tools and access to the most current and reliable databases of information. We have the capacity to collect all of the necessary information quickly.
All our employees have received extensive training and understand how to analyze and gather important background data. Our reports are FCRA compliant and up-to-date and complete.
Our aim is to make the screening process for pre-employment as easy as is possible for our clients as well as their applicants. We are located within the U.S. and do not outsource our services, assisting us ensure the security and security of the sensitive information we manage.
To learn more about the ways we can help you get in touch with The Koleman Group LLC to set up a no-cost consultation.
Disclaimer: The information and resources offered on this site are intended for educational use only and are not legal advice. Contact your attorney for legal concerns concerning your specific practice and the compliance with applicable laws.
Written on 2021-01-31 22:14:16 by larry coleman