A criminal background check is the basic building block of pre-employment background check services, so you need a screening vendor ready to fill that need with compliant, quick service. With a full suite of criminal services, including post-hire monitoring options, you can rely on our trusted results, reliable processes, and quick turnaround times.
Uncover felonies, misdemeanors, and reportable traffic offenses. With customizable search scopes and a constant eye for compliance, you receive criminal offenses sourced via online repositories and onsite at courthouses.
Bundling your driver services and DOT-required searches with your basic background check just makes sense. Your drivers represent your brand on the road, uncover a full picture pre-hire and monitor their behavior post-hire with one seamless solution.
Collect a driving history of your candidate to ensure you have safe drivers representing your company on the road. Receive compliance support for your regulated industry and information like license status and DUI offenses.
Get an in-depth look at your candidate with reference information from family, friends, co-workers, and more. Open-ended interviews collect information on character traits, reliability, work ethic, and more.
Consolidating your occupational health services with your other pre-employment screening simplifies onboarding for HR and for your candidates. Tap into our nationwide network of providers to deliver a seamless, mobile, consolidated experience for drug testing, alcohol testing, physicals, and vaccinations.
Determine if your candidates and employees are fit for duty with both DOT and non-DOT physicals. Combine these health history reports and health screens with your other background check services for compliance and convenience.
Prevent bad actors from slipping past your basic background check. Sanctions searches go a step further: seeking out high-profile offenders like drug traffickers, sanctioned healthcare professionals, and those barred from conducting business in the United States.
Reveal whether your candidate is listed on any government watchlists. This FCRA-compliant search cross-references with sources like the DEA, FBI, OFAC, OIG, and Interpol. To ensure the most accurate results possible, we only report matches that are verified directly with the source.
One of the most important searches available for healthcare, the Fraud and Control Information System (FACIS) contains records about adverse action against those sanctioned in the healthcare field. Discover information on disciplinary actions like exclusions, debarments, letters of reprimand, and probation.
Safeguard your company against bad actors like terrorists, international narcotics traffickers, and entities engaged in selling weapons of mass destruction. This database includes people banned from entry or banned from conducting business in the United States.
Go a step beyond the SSN Trace. Starting with the data captured in the standard SSN Trace, this search also looks for known arrests so we can search places where your candidate may have been arrested or convicted outside of where they live (on vacation, for example).
One of the most important new-hire forms you manage, Form I-9 and E-Verify confirm that your candidate can legally work in the United States. Mistakes on these forms can rack up heavy fines, so our electronic system aids in proper documentation, storage, and remediation efforts.
Work with a full-service background screening provider. In addition to basic screening services, our suite of solutions promises a thorough, end-to-end background check from pre-employment through post-hire.
Seamlessly connect your HR system with our background screening services for easier program management. With a RESTful API, pre-built integrations with the leading systems, and our own ATS, we complete quick, easy integration for our clients.
Our job is to make your job easier; we offer additional services that make managing a background check program even simpler. Ask us about criteria evaluation, adverse action packages, data entry, and integration!
Each Tribe should determine what information will be entered into national crime information systems. Tribes may decide to enter information into national crime databases for many reasons, such as to prevent prohibited persons from buying firearms, to have other law enforcement officers across the country enforce Tribal orders of protection nationwide, to register sex offenders, to find missing persons including juveniles, or to recover stolen property. Tribes have the ability to indicate the status of a person (such as wanted, missing, endangered, sex offender, gang member) or property (stolen, lost, or recovered). Tribes should determine if law enforcement and jails will process bookings that capture finger and palm-prints, mugshots, and scars/marks/tattoos (SMTs) for arrests. Tribes must also determine what criminal history should be shared, including the results of Tribal court criminal cases.
Which categories of offenses to report is a question for the Tribe to establish by Tribal statute or policy as appropriate. Reporting arrests and final dispositions into FBI CJIS systems is voluntary. Federal regulations state that non-serious offenses, such as public intoxication, disturbing the peace, and loitering, should not be reported into the system. Offenses that Tribes may choose to report may include such things as arrests and dispositions for domestic violence, other violent crimes, crimes against children, sex offenses, financial crimes that meet a specific threshold, and felony crimes.
Every agency entering records into the National Crime Information Center (NCIC) must be available to respond to queries 24 hours a day, seven days a week. Record entering agencies may respond to inquiries by 1) staffing a dispatch center which monitors system messages, or 2) through phone contact, which may be accomplished by on-duty staff or by on-call staff immediately available on a duty cell phone.
Yes. A Tribal HR Department would be eligible to be considered for an FBI CJIS issued ORI if they perform the hiring for other agencies who have employees and volunteers that have contact and control over Indian children under 25 USC 3207. Consideration needs to be given as to how criminal history information will be transmitted back to the agency about the candidate, storage, and destruction of Criminal History Record Information (CHRI).
Yes. TAP can be used to conduct fingerprint-based record checks on prospective employees, employees or volunteers with contact and control over Indian children. In order to conduct fingerprint-based record checks the agency must verify that:
It depends on the particular circumstances. Generally, repercussions for violating CJIS Security policy would be at the individual user and agency level. Violations of policy are handled on a case-by-case basis.
Yes. DOJ suggests making that determination based on the size of your agency. The larger your agency the more cumbersome this may be to have the same person in both roles. DOJ always recommends having an alternate for both positions.
No. Federal law only provides the legal authority for records checks for the purposes listed above. Other checks for things such as gaming, elections, general human resources hiring, etc. are not authorized, as there is no federal law authorizing them to be done.
Yes, Tribes in PL 280 states are eligible to apply for TAP. Since Tribes in PL-280 states do not have Adam Walsh Sex offender Registries, the Tribe must have a law enforcement agency, enter orders of protection, investigate allegations of child abuse/neglect/exploitation, or conduct fingerprint-base record checks for those with contact or control over children in order to be eligible.
DOJ learned that acquiring hardware and software that is integrated with the appropriate peripherals is essential, as is providing better technical support and maintenance for the workstations. The pilot programs also revealed the importance of Tribally-focused coaching support and training assistance.
Researchers described the study as the first nationwide effort to test for PFAS in tap water from private sources in addition to regulated ones. It builds on previous scientific findings that the chemicals are widespread, showing up in consumer products as diverse as nonstick pans, food packaging and water-resistant clothing and making their way into water supplies.
Federal and state programs typically measure exposure to pollutants such as PFAS at water treatment plants or groundwater wells that supply them, Smalling said. In contrast, the USGS report was based on samples from taps in 716 locations, including 447 that rely on public supplies and 269 using private wells.
The heaviest exposures were in cities and near potential sources of the compounds, particularly in the Eastern Seaboard; Great Lakes and Great Plains urban centers; and Central and Southern California. Many of the tests, mostly in rural areas, found no PFAS.
The study underscores that private well users should have their water tested for PFAS and consider installing filters, said Faber of the Environmental Working Group. Filters containing activated carbon or reverse osmosis membranes can remove the compounds.
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