Criminal searches may be conducted prior to employment--as long as your company does not operate in a ‘ban the box’ state. However, it’s important to note that a drug test may only be performed post employment offer.
Payment can be made by several means, including check, money order or credit card.
Yes. Criminal records are indexed by way of name, and date of birth. In addition, identifiers such as the date of birth and SSN are critical in eliminating other possible record matches to the applicants’ first and last name.
We encourage our clients to use our batch processing alternative; please contact us for additional information.
Yes. PeopleFacts’ permissions include: Order Placement and Retrieval based on the type of product/service ordered.
Mandatory court fees are ‘pass through fees’ assessed by the court directly. When applicable, these fees vary by state and county and are thus listed separately.
Yes. PeopleFacts is committed to simplifying the process, therefore we can customize a list of departments that can be selected, as the order is placed. Once your invoice is received, it will show an itemization of charges listed by your unique identifying names.
Yes. If you have not received this in advance, we recommend our Quick App feature, which will send the request for a background check and/or drug screen directly to the applicant--and will require an electronic signature prior to order submission.
The amount of time required to complete Employment Background checks can vary, however, criminal record searches average between 24 to 48 hours. In addition, it’s important to note that some county criminal searches may require more time—if they require a clerk search.
National criminal searches are, however, reported instantly if clear—and within 24 hours if there is a possible name match that requires review by our PeopleFacts researchers.
There are many factors that require consideration when deciding the best type of background check for your company. Employment screening is a complex process, and PeopleFacts professionals customize a solution based on your specific industry. Contact us for a personalized consultation.
No. Consumer reports are written, oral or other communications from a consumer reporting agency, which bear upon a consumer’s credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living that are used (or expected to be used) as a factor in establishing eligibility for employment purposes, or for obtaining credit or a loan. These reports include items such as credit history, driving record, criminal record, etc.
Investigative consumer reports include information on a consumer’s character, general reputation, personal characteristics or mode of living obtained through personal interviews with neighbors, friends or associates of the consumer or acquaintances of the consumer. The most common type of investigative consumer report is a reference check.
First, login to our website, PeopleFacts.com in order to view search findings. Upon completion of background searches, your account can be set up for email notifications.
If an employer desires to conduct background investigations on current employees, the employer must first obtain written authorization from the employee and have an FCRA required admissible purpose before requesting a background investigation from a Consumer Reporting Agency (CRA).
An adverse action is considered to be an ‘action’ that denies an individual or business credit, employment, insurance or other benefits; an adverse employment action is generally taken by a business or government based on a criminal past or information found in credit reports.
An employer must provide an applicant a pre-adverse action letter along with a copy of their background check, and Summary of Rights per the Fair Credit Reporting Act (FCRA). An applicant has the right and must have the opportunity to correct any inaccurate or incomplete information in their background check report. This must be done prior to taking the adverse action.
If the applicant will not be subject to adverse action, the employer may opt to provide the applicant a copy of their background check.
State repositories are databases that rely on the accuracy and completeness of the county courts that report information to them. Not all counties report conviction data to the state repository. Criminal records searched from a state repository may be less complete than the actual county court records.
Yes. PeopleFacts is a national provider of background investigative services, with full capacity throughout the United States.