Employers in Connecticut, background checks on potential employees must be an essential part of your hiring process. Hiring employees who have a history of violence, criminal records, sexual offenses, or drug abuse is not only risky but risky business for your company. Making certain you hire only qualified, trustworthy, and responsible individuals therefore relies heavily on the quality and accuracy of the information you obtain from a background check.
The Connecticut Department of Labor is mandated by law to provide the employer with access to a comprehensive records database on each applicant. Each person is required to register with the department when applying for employment so that the information provided by the applicant is matched with the record available from the department. Although the process may seem tedious, the benefits far outweigh the drawbacks. With easy to utilize forms, Connecticut background checks can be completed quickly and easily and most employers are bound by law to perform them. This information about an applicant includes his previous residence, education, employment history, military record, driving record, criminal record, etc.
State law requires all employers in Connecticut to inquire about convictions when screening applicants for potential employment. This requirement may also apply to people applying for rental or other licenses such as drivers licenses and non-residential licenses. Background checks are one of the key elements in making sure that workers are qualified for employment decisions.
Employers can obtain reliable information from a comprehensive search of a person’s records by connecting with a professional online background checking company. By utilizing a reputable company, you will gain access to a large and expansive database of individuals with varying degrees of criminal histories. Information obtained through a Connecticut background check includes past addresses, court records, jail records, felonies, misdemeanors, sex offenses, sexual contact and others. Some companies may request additional information such as arrest warrants, probation records, driving violations and others. In addition, some companies may conduct interviews to learn more about potential employees’ character.
As mentioned above, state laws mandate employers to check criminal records when considering applicants. What are the laws regarding a Connecticut background check? The Fair Credit Reporting Act (FCRA) regulates how employers can run a consumer report check on an individual. According to the act, an employer can obtain a copy of an individual’s criminal history if certain requirements have been met including proper identification, receipt of notice of an application, notification that the person is being investigated and reasonable suspicion that a crime may have been committed. These facts must be kept on file and can only be accessed by the named individual or the employer, the individual’s legal counsel or designated representative.
When it comes to the FCRA, all states except for the District of Columbia require that an applicant provide their social security number for employment background check purposes. However, the state of Connecticut specifically allows for the limited purpose of an employment background check to be conducted by a third-party service. Unlike many other states, Connecticut does not recognize a third-party The Koleman Group LLC as a permissible record search. The state of Connecticut limits the nature of reports provided to third-party services by requiring employers to first obtain a criminal history report from the federal bureau of criminal history, then allow a third-party company access to the report.
How does a Connecticut background check work? When an individual applies for employment in Connecticut, the prospective employer will usually ask for permission to conduct a federal criminal history report. If permission is granted, the employer will provide the name, address, date of birth and social security number of an individual who has been declared fit for employment. The same information is also requested from the potential employee’s past. If the prospective employee fails to disclose his or her criminal history during the interview process or during the employment application process, the employer may opt to utilize a Connecticut background check to obtain additional information on an individual. This is referred to as a “combined report”.
As previously stated, most employers prefer to use a private, third-party service to perform a Connecticut records check. However, there are certain circumstances when an employer must rely on a Connecticut records check. In instances where a potential employee has been convicted of domestic violence or any other type of criminal offense, the employer must use a records service to obtain the most accurate information possible about the potential job candidate. Similarly, in cases where there are concerns about whether or not the potential employees have falsified educational credentials or whether they have concealed assets in a false manner, a Connecticut records check will often provide the needed answers. In these situations, it is often necessary for an employer to resort to a records check to make sure the job candidates do not present a danger to the company or to other employees.
