Massachusetts Background Check
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Massachusetts Background Check

Individuals, employers, and volunteers can conduct background checks in Massachusetts, by going to the Massachusetts government site and filing out the necessary forms below. Due to the state and local laws, some background checks may require fingerprints. Although some professions, like healthcare, government and state employees require fingerprinting, please refer to your potential employer for the need for fingerprints.


How to conduct a Massachusetts background check?

Individuals, employers, and volunteers can order an electronic Massachusetts background check by filling out the form on our site. Here is a step by step guide:

  1. Visit our site to order a Massachusetts Background Check.
  2. Fill out all the necessary information on the custom background check form.
  3. Click the state criminal search checkbox under the zip code text field.
  4. Select Massachusetts under the state criminal search checkbox.
  5. Fill out card details. We accept Visa, Visa Electron, Discover, JCB, Diners, and American Express.
  6. Click the checkbox I Agree to the Terms and Conditions.
  7. Click captcha.
  8. Click Order Now.
  9. Done! You will be redirected to our homepage and your report will be emailed to the email provide in the background check inquiry.  


How much does a Massachusetts background check cost?

Depending on the type of background check in question the prices may vary. Our electronic Massachusetts criminal records search is $20.00 While conducting a fingerprint background check, the prices may vary from place to place. 


How long does it take to get the results from a Massachusetts background check?

Turnaround time can range from 24 hours to four weeks.


What’s the difference between an online Massachusetts background check and a Massachusetts fingerprint background check?

The Massachusetts online background check is an electronic name based search from the state of Massachusetts criminal record database and the results are returned quicker. A Massachusetts fingerprint background check is essentially the same background check except an individual must go to a physical fingerprinting location and complete get their fingerprints taken by a certified fingerprint technician. The Massachusetts fingerprint background check turnaround time have longer wait times. 


Where can I get a fingerprint in Massachusetts?

Individuals may check local background check companies in the state of Massachusetts that conduct fingerprints by a certified fingerprint technician. Individuals can also visit Massachusetts state police and local law enforcement departments to conduct fingerprints. 


Massachusetts Background Check Laws

As background check laws are always changing, we look to always keep up to date for all the Massachusetts background check laws. Please consult your attorney on for legal advice about Massachusetts background check laws. Currently, Massachusetts state laws restricting employer use of criminal records. Here, you can view more about a Massachusetts Background Check. Massachusetts does implement a statewide ban-the-box law.


NOTICE! CORI Policy Required: A person who annually conducts 5 or more criminal background investigations, whether criminal offender record information is obtained from the department or any other source, including a commercial Consumer Reporting Agency, must haven a written criminal offender record information (CORI) policy providing that it will: (i) notify the applicant of the potential adverse decision based on the criminal offender record information; (ii) provide a copy of the criminal offender record information and the policy to the applicant; and (iii) provide information concerning the process for correcting a criminal record.


Section 62 Denial of credit or employment, etc. because of adverse credit information; disclosures to consumer

In accordance to Section 62 Denial of credit or employment, etc. because of adverse credit information; disclosures to consumer, a job candidate is denied employment because of information found in the candidate's credit information, the requesting employer must notify the candidate in writing within 10 days of their adverse decision. This notice must be in 10-point type or larger and must include the name, address and toll-free phone number of the CRA. The adverse notice must also include specific language informing the applicant of their rights.


M.G.L. Chapter 93, Section 52 – Information not to be contained in report; exceptions

In accordance to M.G.L. Chapter 93, Section 52 – Information not to be contained in report; exceptions, CRA in the state of Massachusetts may not report on criminal records that are older than 7 years, nor can they report on information about an candidate’s bankruptcy if the date of the judgment is more than 14 years old. However, these provisions don't apply if the consumer report is used in connection with, a credit transaction that involves or is expected to involve $50,000 or more and a life insurance policy of $50,000 or more.


803 CMR 2.00-2.28: Criminal Offender Record Information

In accordance to 803 CMR 2.00-2.28: Criminal Offender Record Information, Massachusetts employers who receive criminal offender record information from DJCIS are required to meet special obligations under CORI reform legislation.


803 CMR 2.15: Criminal Offender Record Information (CORI) Policy Requirement for Certain Requestors

In accordance to 803 CMR 2.15: Criminal Offender Record Information (CORI) Policy Requirement for Certain Requestors, employers that perform 5 or more background checks a year in Massachusetts must have a written criminal record information policy in place. The background check policy must be shared with applicants who request it.


An Act to Establish Pay Equity

In accordance to An Act to Establish Pay Equity, it is generally considered unlawful for employers to screen job applicants based on their wage, including benefits or other compensation or salary histories, or request or require as a condition of being interviewed, or as a condition of continuing to be considered for an offer of employment, that a candidate disclose prior wages or salary history.

Written on 2021-02-01 18:39:20 by larry coleman

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