Applicant Resources

Background Screening FAQ's

• Why do employers do background checks?

  Background checks provide employers with the information needed to make informed hiring decisions. Typically, employers are not looking for “dirty laundry” as they are attempting to verify the truth to the applicants claimed History. Do potential applicants have the education or training necessary for the position? Is there criminal activity that could be a potential liability for the employer? Is the applicant truthful about the claims of former employers? These are only a few things that employers look at. Employers generally do not assume that applicants are lying or puffing their history. The background check is often a final step taken by employers to help ensure a sound hiring decision and protect the employer from a number of potential risks. Job Competence For many employers, a background check is a reliable way of verifying claims made by job seekers during the hiring process. Overstating educational qualifications or enhancing job histories can be problematic with potential hires. Wouldn’t you feel more assured in knowing that the people you might work with have been screened to ensure they are qualified for the jobs they hold? Workplace Safety Employers are responsible for their employees’ welfare while working in the capacity of their employment. They are also responsible for the safety of customers, vendors and visitors. If an employer hires an employee who harms another employee, the employer may face claims for negligent hiring. Employers are vicariously liable under the doctrine of “respondeat superior” for the negligent acts or omissions by their employees in the course of employment. The key phrase is “in the course of employment”. For an act to be considered within the course of employment, it must either be authorized by the employer or be so closely related to an authorized act that an employer should be held responsible. Workplace Theft Theft from within the company is of the greatest loss to employers. Background checks help employers make informed hiring decisions. In turn, this can help employers minimize the risk of theft. Honesty and Integrity Is the applicant honest? A background check will help employers determine if a potential applicant misstates or fabricates information made by the applicant. If an employer questions the honesty of an applicant, it is enough to move on to a potential applicant that shares the same skill and provided truthful information during the hiring process. The Reputation A bad hire can reflect poorly on an organization reputation based on the behavior of a”bad” hire. The background check can help an employer safeguard their reputation by hiring the most qualified, responsible employee.

• Who does the background check and how do they get the information?

  Most employers know the value and perform some form of employment background check. The employer decides what searches to include in the background checks performed on their potential hires. The type of business or the position to be filled are among the factors which may be considered by the employer in determining what is included in a background check. The risk and budget for any given position or industry helps determine the use of a Consumer Reporting Agency CRA (background company) or performing selected services in-house. Regulated industries such as transportation and health care have very stringent screening and testing requirements dictated by various laws. Contrary to some common misconceptions about background screening, there isn’t a single centralized government database that houses information about you that is accessed by commercial background screening companies. Each service provided are access directly from the source that maintains the information. For example, criminal records are housed at courts, education records are housed with the educational institutions and driving records are maintained through each state’s Department of Motor Vehicles.

• How can I prepare for a background check?

  In today’s job market, it has become pretty standard for most companies to do some kind of background check. If you, as a potential hire, can think of it as simply confirming information you have provided, it can be less stressful and reassuring if you have been honest. So the first and foremost form of preparation is to be HONEST. If you lie or fib, you can lose an opportunity that direct honesty might not have eliminated you as a candidate. In order for a potential employer to determine a good fit for a particular position, confirmation of accurate information is essential The best way to prepare for your background check is as follows:

  • Have a copy of your resume handy, along with the best phone number and email address for AccuSourceHR™ Workforce Solutions to contact you at if they have questions regarding the information that you’ve provided.
  • Research your own history, including employment dates, job titles and salaries, so that you can be accurate on past information rather than guessing previous dates.
  • In case schools or past employers don’t have records available to confirm your background history, locate transcripts or diplomas in advance and collect past paycheck stubs or W-2s.
  • Be prepared to provide your current and past addresses, your social security number, any maiden names used (if applicable) and/or  your driver’s license number.
  • Be honest and as accurate as possible when providing your information. Employers may not even consider you for employment if you are found to be dishonest.
  • Provide professional references that know your work history and/or work performance. Know their phone number and email
  • Provide personal references that can verify you character and/or your personal life. Provide current contact information
  • Answer questions completely and legibly.

• How far back do background checks go?

  The depth of a background check search depends on the type of data returned and the location of that data. Criminal searches may be limited to 7 or 10 years depending on the jurisdiction. Some jurisdictions allow reporting of all available records. Certain searches such as verification of employment, education or professional licenses may not have time restrictions and are defined by the organization requesting the background check.

• How long does a background check take?

  Typically and background check takes between 1 and 3 business days. The nature and scope of the research can play a large factor in turnaround time. There are extenuating circumstances that can delay a background check.The list below will help you understand what causes delays and how you can help:

  • AccuSourceHR™ Workforce Solutions has difficulty establishing contact with your former employers or educational institutions. In such cases, AccuSourceHR™ may ask you to supply a W-2 or additional information to help substantiate the information in your application or resume. Having this documentation handy and providing it quickly will help speed up the process.
  • Courts are inundated with request and can be backlogged.  
  • If an employer is requiring drug testing, A Medical Review Officer may be in contact with you regarding your sample results.
  • International background searches might require additional information which can delay the process. International criminal searches and employment of education verification will typically require more time to receive a response.

• Tips to expedite your background check

  Your prompt response to an employer’s request for additional information is imperative. If the background company contacts you directly, the quicker you respond to their requests will enable the background check from be held up. Providing such things as a W2 for clarification of employment history or a copy of a diploma or transcripts to verify education. The general point is, you can help speed up or delay the process simply by how you respond to needed information or clarification.

• Why do employers check credit history?

  A search of the credit bureau files to provide a profile of the applicant’s financial history. This search can show additional addresses and names and consumer credit activity covering a seven year period detailing overdue or slow accounts, charge offs, collections, suits, tax liens, public records, judgments and bankruptcies. This is heavily restricted search requiring authorization. Young applicants and individuals new to the country, might not have developed a credit history yet. Typographical and /or transposition of numbers at the time a Social Security Number is used by a creditor to initiate a credit inquiry can create errors in the data. Applicants must be given information on how to contact the credit repository to request changes if errors are found in the report. Material is available through the AccuSourceHR™ Workforce Solutions online system for learning how to read credit reports. Employer’s request credit reports for applicants involved with fiduciary responsibility, handling inventory or knowledge of sensitive company information. A credit report can alert an employer to an applicant’s sense of responsibility and if there can be a potential risk of theft or dishonest behavior. A credit report requires experience to analyse of should be used with caution. Providing a credit report for the purpose of employment, does not disclose a credit score and will not adversely impact your credit score.

• Why do employers check criminal history?

  A search for criminal convictions at the appropriate county, state or federal courts. Records are available in each county throughout the United States. AccuSourceHR™ Workforce Solutions performs a 10-year records search for misdemeanor convictions. Felony convictions are reported as far back as state guidelines permit and/or are available from the courts and are legal to report. Reveals felony (i.e. murder, rape, lewd acts/sexual abuse on a child, robbery etc.) and related misdemeanor convictions (i.e. spousal abuse, DUI, shoplifting, petty theft, possession of a controlled substance etc.). Completed reports can include: case numbers, offense and disposition dates, charge, and type of charge, disposition and sentence. In addition to convictions, open cases (as state guidelines permit) as well as active warrants will be reported. Courts are searched directly at the source in person, via court Internet websites or direct connection into the court index. A criminal record search is a common search within a background check. AccuSourceHR is generally considered “Consumer Reporting Agencies” and are regulated under the Federal Fair Credit Reporting Act (FCRA). AccuSourceHR has a responsibility to use reasonable procedures to ensure maximum accuracy in reporting of information.Even with reasonable procedures, however, cases of mistaken identity can still occur and often are the result of the information available in a public record. For example, while courts often require a name and date of birth to retrieve a matching record, the courts usually do not include Social Security Numbers with the records. In a case of mistaken identity, or where a background report otherwise may be inaccurate, the FCRA requires consumer reporting agencies to have a process in place to allow the subject of the report (a job candidate) to dispute the inaccuracies in their background report and require the consumer reporting agency to timely investigate the dispute.

• Will I get hired if I have criminal records?

  Employers’ use of criminal record information in making employment decisions is subject to applicable Federal and State laws and regulations (including the FCRA). The US Equal Employment Opportunity Commission (EEOC) and certain state statutes require that employers evaluate a variety of factors when considering the impact of a criminal record in making their hiring decisions. Such considerations may include:

  • How recent was the conviction?
  • What was the nature and gravity of the offense, and is it relevant to the job?
  • What are the facts or circumstances surrounding the offense or conduct?
  • How many offenses has the candidate been convicted of?
  • Is there evidence that the candidate performed the same type of work, post-conviction, with the same or a different employer, with no known incidents of criminal conduct?
  • What is the length and consistency of employment history before and after the offense or conduct?
  • Does the candidate have employment or character references and any other information regarding fitness for the particular position?
  • Has the candidate engaged in rehabilitation efforts, such as education/training?
  • Will the position involve working with sensitive populations such as children or the elderly?
  • You should contact your prospective employer to discuss their adjudication process as it relates to the evaluation of criminal records.

• Why do employers check my employment history?

  Verifies a person’s past and/or present work experience (including military verification) which can let employers know if the applicant is being honest about length of employment. AccuSourceHR uses direct contact with the employer’s Human Resources Department or through online/automated verification systems. Information Verified: Information can include dates of employment, position, salary, reason for leaving, eligibility for rehire, disciplinary action taken, dependability, and general work duties. Employers become very concerned when a candidate claims he or she has years of experience, when in fact they do not or when a candidate misrepresents their past titles, achievements or responsibilities. These are examples of the kinds of discrepancies that could come up in the background check which may indicate to employers that the candidate is being intentionally dishonest. Discrepancies between the information provided by the candidate and returned by AccuSourceHR generally will be noted on the background report. Therefore, during the hiring process it’s best to provide employers with the most accurate information possible regarding your employment history to avoid any potential inconsistencies and to avoid a delay in processing the report.

• Why do employers check my education or professional license?

  Verifies a person’s educational history or professional license  which can help eliminate falsified or overstated credentials. Information is verified by direct contact with the institution’s Office of the Registrar or the issuing institution or through online/automated verification systems. Information can include: type of degree, attendance, date of graduation, major studies, GPA, training, certificates, degree earned, license issued and license expiration. Employers are looking to verify that you attended the school or professional program you said you attended, and that you completed the degree or credential in the field of study to the extent you indicated. If an applicant claims that they have earned a degree or are licensed in a particular vocation, and they did not, this would raise a red flag to an potential employer. Employers are looking to know that the issuing body is recognized or supervised by an official educational accrediting body that awards academic degrees and diplomas that are considered legitimate.

• Why do employers ask for professional references?

  Employers find that questioning a professional reference can enlighten them to character issues, particular work habits and work performance.  In certain instances, employers request personal references rather than professional reference which can be as helpful as its  counterpoint, however professional references are typically considered more credible than personal references.

• Do employers check E-Verify?

  If you’ve been employed in the U.S. anytime over the last several decades, you’ve probably filled out a Form I-9 and provided identification documents that prove you’re authorized to work in the U.S. But more recently, the federal government has introduced a system called E-Verify that allows employers to further validate your identity and your U.S. employment eligibility. E-verify is an online program managed by U.S. Citizenship and Immigration Services (USCIS) where employers can verify the employment eligibility of their newly hired employees.

• Do employers use Form I9?

  Every employer in the U.S., from the smallest business to the largest multi-national employer, is required to obtain a Form I-9 on every employee to verify the individual’s identity and that they are legally authorized to work in the U.S. This is a government requirement. If employers do not obtain, and if applicable, update the I-9 documents correctly, the employer may face steep fines, penalties and even possible criminal charges by the government. What’s Required? The Form I-9 is a short document that requires the employee to provide the following information:

  • Name
  • Address
  • Date of Birth
  • Social Security Number (if you have one)
  • Citizenship status
  • Copies of ID in accordance with U.S. Government requirements as provided on the I-9 instructions.

• How is the decision to hire made?

  The background verification is a key milestone to helping candidates get hired. Employers engage AccuSourceHR to conduct background verifications. Please note that AccuSourceHR does not make the hiring decision, and cannot provide you with details as to the reasoning behind your prospective employer’s hiring decision. For the status of your candidacy for employment, you should contact the hiring company directly.

Disputes

• How can I dispute information on my background check?

  Notice to the consumer: Per the FCRA, you have the right to dispute incomplete or inaccurate information. If you identify information in your file that is incomplete or inaccurate and report it to the consumer agency, the agency must investigate unless your dispute is frivolous. Inaccurate, incomplete, or unverifiable information must be removed or corrected, usually within 30 days. However, a consumer reporting agency may continue to report information it has verified as accurate. Dispute Process:

  • The consumer must identify the dispute. A dispute is any challenge or claim that information on the completed background check report is inaccurate or incomplete.
  • The consumer must submit their dispute to AccuSourceHR, Inc. in one of several ways (additional paperwork may be required depending on the type of dispute): 
    

  Phone: by calling AccuSourceHR, Inc. at (888) 649-6272

  Fax: By faxing the AccuSourceHR, Inc. dispute form and release to 951-734-0884 

  Email: By emailing AccuSourceHR, Inc. at disputes@accusourcehr.com This email address is being protected from spambots. You need JavaScript enabled to view it.  You can use this form as guidance but are not required to submit it: dispute form and release 

  Mail: By mailing your dispute to  AccuSourceHR, Inc. 

  AccuSourceHR, Inc. 

  11811 N. Tatum Blvd., Suite 3090,

  Phoenix, AZ 85028

   

  * Click here to download Release and Dispute Resolution Form* 

  * Click here to download Summary of Rights* 

  * Click here to download Summary of Rights (spanish)*

  • Once a dispute request has been received, AccuSourceHR, Inc. will notify the company who requested your background check. The potential employer will be aware that you have initiated a dispute regarding information on your background report and they will be updated accordingly.
  • During the dispute process, AccuSourceHR, Inc. will reinvestigate all the items in question by contacting the source of the disputed information. Per the FCRA, a consumer reporting agency has 30 days from the date the dispute was received to conclude the dispute process.
  • To check the status of your dispute request, you may contact our Compliance Department at 951-734-8882, Monday through Friday. At the end of the investigation process, a representative from our Compliance Department will contact you regarding the results of your dispute as well as a copy of the updated consumer report to the address provided.

• How can I request a copy of my background check?

  You may request at any time a copy of your background reports (if any) previously prepared by AccuSourceHR, and/or your active database files (if any) maintained on you by AccuSourceHR. Please contact AccuSourceHR™ Workforce Solutions Customer Success Team at: 

  AccuSourceHR™ Customer Success 

  Telephone: 888-649-6272

  Hours: (Monday-Friday, 6 am to 6 pm MST)

  Fax: 951-734-0884 

   

   

  Address to: 
  AccuSourceHR™ 
  Attn: Customer Success
  11811 N. Tatum Blvd., Suite 3090

  Phoenix, AZ 85028

   

  Additional Information: The federal Fair Credit Reporting Act: Summary of your rights under the FCRA For California consumers: Summary of your rights under California law Additional background screening information and reference materials published by the FTC may be found at: http://business.ftc.gov/privacy-and-security/credit-reporting If you believe you are the victim of identity theft, applicable information published by the FTC may be found at: https://www.identitytheft.gov/#/.

• How can a consumer address inaccurate information on a consumer report?

  If a consumer identifies an item on a Consumer Report prepared by a Consumer Reporting Agency (CRA) they believe is inaccurate, they are encouraged to contact the agency who prepared the report to dispute the report findings. The Fair Credit Reporting Act (FCRA) defines a consumer’s rights in disputing inaccurate or incomplete information. Each CRA is responsible for providing a resource for consumers to dispute the results of reports prepared by their organization. If the consumer report was prepared by AccuSourceHR, please contact AccuSourceHR’s Compliance Department either by phone, fax, email, or mail or by completing the Online Dispute Form.  Within 5 days of receipt of a dispute claim, AccuSourceHR™ Workforce Solutions will begin re-investigation process. Depending upon the type of information in dispute, the re-investigation will involve directly contacting the court of record, employer, educational institution, etc. to further investigate the initial findings as well as gathering additional documentation as available and necessary to remedy the dispute. Re-investigations are generally completed within 30 days or less, with results provided to the consumer.

• How can a consumer address inaccurate information on a consumer credit report?

  If a consumer identifies an item on the credit section of a Consumer Report prepared by a Consumer Reporting Agency (CRA) they believe is inaccurate, they are encouraged to contact the agency who prepared the report to dispute the report findings. The Fair Credit Reporting Act (FCRA) defines a consumer’s rights in disputing inaccurate or incomplete information. Each CRA is responsible for providing a resource for consumers to dispute the results of reports prepared by their organization. If the consumer report was prepared by AccuSourceHR, please contact AccuSourceHR’s Compliance Department either by phone, fax, email, or mail or by completing the Online Dispute Form.  Once the dispute claim and any required supporting documentation have been received, AccuSourceHR™ Workforce Solutions will submit the dispute to the Credit Bureau on behalf of the consumer. Re-investigations are generally completed within 30 days or less, with results provided to the consumer.

Drug Screening FAQ's

• Why do employers do drug testing?

  Subject to applicable law and the employer’s policies, an employment-related drug test may be performed prior to starting a new job. Also, employers use drug testing to help ensure a safe, secure, and drug-free work environment. Drug testing is a very controlled process to ensure the integrity of the sample provided by an applicant. This process is monitored so sample tests are not adulterated or mixed with other samples. Although there are many different types of tests available, most employers used urine-based test testing. However, others methods such as hair, saliva, and breath testing are also available to employers. The samples are tested at laboratories that set cutoff levels designed to accurately identify the drugs being tested. The process to establish cutoff levels will also help identify the most used adulterants and rule out passive exposure as a reasonable explanation for a positive result. Today’s confirmation testing methods are very sophisticated in identifying the exact substance that is present in the drug screening specimen. As a further measure to assure accuracy and integrity of the drug screening process, employers may utilize the services of Medical Review Officers to afford donors an opportunity to provide legitimate medical explanations for any positive test results. All these precautions are designed to help protect the donor and help alleviate concerns over their prescribed medication use and consumption of foods. For commercial driving positions regulated by the U.S. Department of Transportation, regular drug testing is required as a condition of employment. The U.S. Department of Transportation (DOT) requires certain background checks and drug tests be performed by regulated employers of individuals working in safety-sensitive positions. All DOT-regulated employers also are required to perform drug and alcohol testing, as well as verify that the candidate did not violate the drug and alcohol testing regulations during any previous safety-sensitive employment. Every regulated transportation employee must take, and pass, a pre-hire (or pre-assignment) drug test before being permitted to perform any regulated safety-sensitive work. DOT regulations require transportation employers to administer random drug and/or alcohol testing programs that ensure the testing of a certain percentage of workers each year. And, all transportation employers are required to conduct reasonable suspicion drug and alcohol tests when warranted. There are also other employment screening requirements specific to the various transportation modes (i.e., airlines, railroads, municipal transit, pipeline, etc.). For example, for covered truck and bus operations, the Federal Motor Carrier Safety Administration (FMCSA) also requires a three-year driving history on all commercial driver candidates, which means that these employers must review motor vehicle records from every state in which a driver has held a license during the past three years. FMCSA also requires at least three years of employment history, as well as three years of drug and alcohol violation test history, be verified with previous employers. Additional requirements related to drug and alcohol testing and physical qualifications are mandated. Post-hire FMCSA regulations require an annual review of each driver’s motor vehicle records and every two years the commercial driver must renew their physical examination.

• How is Medicinal Marijuana viewed by employers in drug testing?

  Several states have passed medical Marijuana laws, making it legal under state law to use Marijuana for certain medicinal purposes when such use is authorized based upon “physician recommendation.” Regardless of state laws authorizing medical Marijuana use, Marijuana is still classified as a Schedule I controlled substance under the federal Controlled Substances Act, which means that under federal law Marijuana cannot be “legally prescribed” for use in any state. Also, the Department of Transportation (DOT) has made its position on this issue for regulated companies clear – DOT’s Drug and Alcohol Testing Regulation does not authorize “medical marijuana” use under a state law to be a valid medical explanation for a transportation employee’s positive drug test result. Even though Marijuana is a prohibited Schedule I drug, there is currently an FDA approved Schedule III medication (Marinol), with a second Schedule III medication in the FDA approval pipeline that can be prescribed and legally used to meet patient needs under federal law. If prescribed, these two drugs could cause a confirmed positive marijuana metabolite result, but the prescription would constitute a legitimate medical explanation. Some states allow employers to prohibit the use of medical Marijuana for safety and other reasons. In these states, employers may be able to maintain a zero-tolerance drug-free workplace policy. In other states, however, they may be prohibited or restricted from taking adverse employment actions. Whether or not a company decides to accommodate medical Marijuana is dependent upon a variety of laws.