What is a background search? Do you really need one? Anyone who might be required to have a background check done on them must understand the requirements before consenting to it. Although there are many instances when people aren’t sure if they should consent to a background check, there are some things that you can do to help you decide. These are the things you should consider when making a decision about whether or not to conduct background checks.
First, employers in all 50 US states must comply with the Fair Credit Reporting Act when conducting background checks on applicants. FRCA sets minimum standards to protect credit information and personal information. These laws are applicable to all states, so an employer in Tennessee may conduct an adverse action screening on any potential applicant. This act was created to protect every applicant’s right to equal employment opportunities, regardless of their gender or religion.
Employers might conduct a Tennessee background check on potential employees for a variety of reasons. Employers will often verify the information submitted by candidates when they apply for a job. A potential supervisor might request that a job application be submitted after completing a criminal history check. Although some may consider this an invasion of privacy it is within the FCRA’s boundaries.
Organizations that are looking to hire part-time workers or seasonal workers can also conduct background checks. Many companies also conduct drug screenings during the hiring process. These background checks can be used to determine if applicants have any criminal records and if they are qualified for the job. Sometimes, these background checks are called “pre-screening.” Although most states have similar laws that permit employers to conduct background searches on job applicants. Tennessee is one of the few states that allows employers to do criminal background checks without first seeking applicants’ consent.
Employers may want to lower the risk of hiring someone with criminal records. However, some states require employers to conduct Tennessee background checks on employees. These requirements can vary from one employer to the next. Some companies run background checks on federal employees to ensure they are not on the FBI terrorist watch list. Some states also require companies to run criminal records searches in order to comply with anti-discrimination laws. Employers simply want to make sure their employees aren’t convicted of traffic offenses or have any other public records that could affect their ability to perform productively.
The Tennessee hiring process is very different from other states. Employers had no way of knowing if a candidate had any criminal history before the new law. Although public records could be obtained free of charge from certain municipalities, it was almost impossible to do a thorough background check on an applicant. Employers did not know if applicants had been convicted, arrested or sentenced to jail. Employers can now find out whether a candidate has had a serious criminal history or should proceed with hiring decisions by using the Tennessee statutory restrictions.
The legislation that established background checks in Tennessee requires employers to ask questions about criminal records of applicants before they hire. Employers can request two sets (one for the applicant, one for company) of criminal background checks. Or they may opt to obtain a report about the applicant to use in the pre-hire questions. Although each set of questions and resulting reports may be different, they must all be the same. This is crucial because it is the only way to ensure that applicants provide accurate information.
Most courts require employers to provide accurate, current and complete information. A criminal record will usually include charges, arrests, convictions, and any other time the person was in jail, prison, or juvenile detention. You should also report a wide range of records including juvenile records as well as military records, school records and work records, driving records, drug/alcohol records, and any court records. These reports should also include financial information, such as references and previous employers. Potential employers can use this information to determine if a candidate is trustworthy and if they are a good hire.
