Fidelity Background Checks – Screenings
Frequently Asked Questions
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FAQ
Your Background Screening Questions Answered
At Fidelity Background Checks, we understand that employers, landlords, property managers, and individuals often have questions about the background screening process. Whether you’re looking for employment background checks, criminal history searches, tenant screening services, or information about the Fair Credit Reporting Act (FCRA), our frequently asked questions provide helpful information about screening procedures, legal requirements, and consumer rights.
Fidelity Background Checks offers nationwide screening solutions designed to help businesses and organizations make informed hiring and rental decisions.
General Background Check Questions
A background check is a process used to research and verify information about an individual. Depending on the purpose and authorization, background checks may include criminal history searches, employment verification, education verification, driving records, credit information, and other relevant records. Employers and property managers use these reports to support informed decisions.
Common screening options include employment background checks, criminal background checks, county and federal criminal record searches, employment verification, education verification, motor vehicle record checks, professional license verification, and tenant screening. The appropriate services depend on the screening purpose and applicable legal requirements.
Fidelity Background Checks offers background screening solutions for businesses and organizations throughout the United States. Employers operating in multiple states can inquire about screening options appropriate for their locations and industry requirements.
Turnaround times vary depending on the type of search, record availability, court processing times, and whether manual verification is required. Some electronic searches may return results quickly, while employment verification, education verification, and certain court searches may require additional time. Specific turnaround estimates should be confirmed when ordering.
Background check pricing depends on the services requested, the number of searches, applicable court access fees, and the complexity of the screening package. Businesses should contact Fidelity Background Checks to discuss available options and obtain current pricing information.
Background check pricing depends on the services requested, the number of searches, applicable court access fees, and the complexity of the screening package. Businesses should contact Fidelity Background Checks to discuss available options and obtain current pricing information.
Employment Background Check Questions
An employment background check may contain criminal history information, previous employment details, education credentials, professional licenses, driving records, and other information relevant to the position. The contents depend on the searches ordered, available records, and applicable legal restrictions.
When employers obtain consumer reports from a consumer reporting agency for employment purposes, the FCRA generally requires a clear written disclosure and written authorization before obtaining the report. Additional state and local requirements may apply.
Employers may make employment decisions based on legally permissible, job-related screening information. However, when a consumer report contributes to an unfavorable decision, employers must follow applicable FCRA pre-adverse and adverse action procedures. Employment discrimination laws and state or local fair-chance hiring requirements may also apply.
An FCRA-compliant background screening process follows applicable Fair Credit Reporting Act requirements. These include permissible-purpose restrictions, employer disclosure and authorization obligations, reasonable accuracy procedures for consumer reporting agencies, consumer dispute rights, and required adverse-action notices.
Ban-the-box laws restrict when certain employers may inquire about an applicant’s criminal history. Depending on the jurisdiction, employers may need to wait until after an interview, conditional job offer, or another specified hiring stage before requesting criminal history information.
Criminal Background Check Questions
Criminal background checks may identify reportable criminal convictions, pending cases, and other legally reportable court information. The information available depends on the jurisdictions searched, record sources, reporting rules, and applicable laws.
County criminal searches generally examine records maintained by county-level courts. State searches use available statewide criminal record repositories or court systems. Federal criminal searches examine applicable federal court records. These searches cover different jurisdictions and are not interchangeable.
No. Nationwide criminal database searches generally rely on participating data sources and available records. They do not guarantee access to every court or criminal record in the country. Additional jurisdiction-specific searches may be necessary to obtain more complete information.
Certain arrest records may be available through public records or other authorized sources, but whether they can be reported or considered depends on federal, state, and local laws. Employers should understand applicable restrictions before using arrest information in hiring decisions.
Tenant Screening Questions
A tenant background check helps landlords and property managers evaluate prospective renters. Depending on the services requested, tenant screening may include credit history, rental history, eviction-related records, criminal history, and other legally permissible information.
The FCRA generally requires landlords to have a permissible purpose to obtain a tenant screening report. Unlike employment screening, the FCRA does not generally impose the same standalone written authorization requirement, although other federal, state, or local laws may require consent or additional disclosures.
Landlords may consider legally permissible screening information when making rental decisions. However, they must comply with applicable fair housing laws, state and local restrictions, and FCRA adverse-action notice requirements when a consumer report contributes to an unfavorable decision.
Background Check Accuracy and Consumer Rights
If you believe information in your background report is inaccurate or incomplete, contact the consumer reporting agency that prepared the report and request a dispute or reinvestigation. Provide enough information to identify the disputed item and explain the concern. Avoid submitting sensitive documents through unsecured communication channels.
Under the FCRA, consumer reporting agencies generally must complete qualifying reinvestigations within 30 days, although certain circumstances permit an extension. Consumers must be notified of the results in accordance with applicable requirements.
Consumers have rights to obtain information from consumer reporting agencies under the FCRA. If an employer takes adverse action based on a consumer report, the individual generally has the right to request a free copy from the reporting agency within 60 days of receiving the adverse-action notice. Other disclosure rights may also apply.
Reporting periods depend on the type of information, applicable federal and state laws, and the purpose of the report. For example, the FCRA generally restricts reporting of certain older adverse information, subject to statutory exceptions. Criminal conviction reporting and state-specific restrictions require separate consideration.
Industry-Specific Background Screening
Healthcare employers may need screening appropriate to their regulatory obligations, job responsibilities, and patient safety considerations. Screening may involve criminal history, professional license verification, employment verification, and applicable exclusion or sanctions checks.
Staffing agencies often use criminal history searches, employment verification, education verification, and other job-related screening services. Requirements may vary depending on the assignment, client industry, and applicable laws.
Nonprofit organizations may request authorized background screening services for volunteers, subject to applicable laws and the screening purpose. The appropriate searches depend on volunteer responsibilities, organizational policies, and any legal requirements.
Getting Started With Fidelity Background Checks
Businesses and organizations interested in screening services can contact Fidelity Background Checks through the website’s contact page to discuss available screening options, business requirements, and the ordering process.
Fidelity Background Checks describes screening solutions for different industries and organizational needs. Businesses can inquire about available service combinations based on their hiring requirements and applicable legal obligations.
Visit our Contact Us page to submit an inquiry about employment screening, criminal background checks, tenant screening, or other available services.
Have Additional Background Screening Questions?
Understanding the background screening process helps businesses establish informed hiring practices and helps individuals better understand their rights.
Contact Fidelity Background Checks today to learn more about nationwide employment background screening, criminal history searches, tenant screening, and verification services.
Disclaimer: The information provided on this page is for general educational purposes and does not constitute legal advice. Screening requirements vary depending on the purpose, industry, and applicable federal, state, and local laws.
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