Ohio Background Search

– 5 Things to Know before Conducting One

 An Ohio Background Search is conducted by an employer for several reasons,

though the major one is probably the rise in the number of negligent hiring lawsuits which are being brought before the courts. However, performing Ohio Background Searchs has specific restrictions that every employer should be aware of.

 1. The Ohio Background Search is compulsory for employees working with seniors, children, or the disabled.

While it may not be economical to screen all job candidates, it is certainly justifiable to conduct an Ohio Background Search on those applicants from whom the final selection will be made. What is more, the federal and state laws require Ohio Background Searchs to be run before employing anybody whose works involves contact with children, the disabled or the elderly.

 

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2. Only certain types of records may be searched during an Ohio Background Search.

Among these, there are education records, court records, criminal records and workers’ compensation claims. Moreover, credit records can be part of an Ohio Background Search, as well as residential records or neighbor interviews. However, access to medical records is restricted while carrying out an Ohio Background Search. Similarly, rap sheets from law enforcement agencies are not accessible without the applicant’s consent or if the candidate hasn’t applied for a job in childcare, public utilities or security departments. While there may be other personal records employers can have access to, they will generally need the applicant’s permission in order to perform an Ohio Background Search.

 3. Employers need to observe the Fair Credit Reporting Act.

When conducting an Ohio Background Search, employers need to keep in mind

that the state law allows for a certain degree of privacy for applicants. Therefore, there are certain types of information which cannot be included in the Ohio Background Search screening. For instance, after seven years, civil lawsuits, judgments and convictions, as well as accounts placed for collection and other kinds of negative personal information cannot be reported to employers who conduct Ohio Background Searchs.

 4. During an Ohio Background Search, an employer cannot ask

questions about the applicant’s convictions in general. While the employer can ask about the candidate’s job-related convictions while performing the Ohio Background Search, they are not allowed by law to inquire about general convictions. Therefore, potential employers who carry out Ohio Background Searchs should be aware of the requirements of the State Legislative Acts which, although they cannot counteract federal requirements, can add to them and restrict access to records even more.

 5. Your Ohio Background Search should be carried out by a professional company.

Because there are states which offer more protection to job applicants than the federal law, you need to make sure that you perform your Ohio Background Search by using a specialized company, such as BackgroundSearch.com. This kind of company gathers publicly available information from all over the United States, thus making your Ohio Background Search much easier. It is also a secure and private option which allows you to take a deeper look into the history of your applicant.

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Employee Background Search
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   * First Name
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  I certify that I have a written authorization from the above individual and that I understand my obligations and am in compliance with all applicable laws pertaining to Consumer Reports and/or Consumer Investigative Reports as defined in the Fair Credit Reporting Act as amended.
Nationwide Employment Background Search includes: Social Security Number Trace, 7-Year National Criminal Database Search, Courthouse Verification of Criminal Database Records (up to 3), National Sex Offender Registry Check.
Screen with Confidence:
All Nationwide Employment Background Searches comply with the Fair Credit Reporting Act.

 

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