Individual background checks provide a deep look at public information, including credit history and employment verifications. Employment verifications search for misdemeanor and felony records for up to 7 years, and education verifications confirm educational attainment for up to the highest degree earned.
광주흥신소Standard background checks also examine civil court documents for liens, judgments, and bankruptcy filings. Dismissed charges may still appear on reports.
Credit Report
A credit report is a detailed account of an individual’s financial history prepared by one of the United States’ three major credit bureaus. Lenders and business 광주흥신소 es use this information to decide whether to extend credit, rent an apartment or hire someone. In some cases, mistakes in a credit report can prevent an applicant from getting the loan or job they want.
The credit report contains personal information such as your name and any variations on it, your Social Security number and current and former addresses. It also lists account information such as the credit cards and loans you have, including their credit limits, balances and payment histories. It also shows accounts that are in collections or bankruptcies, as well as public records such as liens and judgments. The report also includes a list of all companies that have requested your credit report, known as inquiries.
Under federal law, both current and prospective employers can check your credit reports. However, they must obtain written permission from you before doing so and give you a copy of the report.
Criminal Record
A criminal record is a list of con 광주흥신소 victions and/or charges that an individual has committed, as well as arrest records. The information in a person’s criminal record may affect his or her ability to get a job, secure credit, obtain housing or public benefits. A person’s record can also be used to screen individuals for international travel or for working with children.
Many states have laws limiting the use of criminal record information in employment decisions. An employer may not ask about an applicant’s criminal record on a job application until the interview process is complete and the company has made a conditional offer of employment. Public employers are prohibited from asking about criminal history on initial job applications, but may consider criminal history after an interview and a conditional job offer. Employers may not discriminate based on prior convictions and must provide applicants with the opportunity to dispute any information in their background report.
Some states allow people to have felony convictions expunged from their records. However, those charges still remain on a record and could be seen by law enforcement or in future cases.
Driving Record
Your driving record (also called a motor vehicle report, or MVR) is a complete list of all your traffic violations and collisions. It typically includes information about any traffic convictions or accidents and identifies the driver by name and license number.
WalletHub reports that a clean driving record can save you money on auto insurance and help you snag the job of your dreams. But, removing minor offenses like speeding tickets or DUIs from your record can be difficult and expensive, so you should check your record often to make sure it’s accurate.
Many employers and organizations use an MVR as part of a pre-employment screening process for positions where employees, volunteers or contractors will operate vehicles on behalf of the company. MVR checks typically search a candidate’s state department of motor vehicles or similar entity and provide details about the driver’s driving history, including violations and collisions, as well as the driver’s license status and expiration date.
Individuals can get a copy of their MVR online, by phone or through the mail. They must have their New York drivers’ license or non-driver ID to access their records. Those who want to get a copy in person must visit their local New York DMV and bring a completed Request for DMV Record Information form, or MV-15C, with them.
Education Record
The Family Educational Rights and Privacy Act (FERPA) regulates the disclosure of personal identifiable information contained in a student’s education records. It applies to all schools that receive funds under any program administered by the U.S. Department of Education, including most post-secondary institutions.
The term “educational record” broadly includes any document or file maintained by an educational agency or institution that is directly related to a student. This includes grades, transcripts, disciplinary records, academic programs, health and medical records, test protocols, and individualized education plans.
Generally, parents have no inherent right to inspect a student’s educational record at the post-secondary level. Instead, such access must be requested by the student. Students have the right to challenge the contents of their educational records and can correct inaccurate, misleading or privacy-violating information. They can also consent to the release of their personally identifiable information to a third party and can file a complaint with the federal government concerning a school’s failure to comply with FERPA.
However, a court will likely find that certain documents and files containing PII are not “educational records” within the meaning of FERPA. Those exceptions include:
Employment History
An employment history check is a verification of a job applicant’s past work experience. It often entails contacting former employers to authenticate the dates, positions and duties claimed by the job candidate. In some cases, a company might also request explanations for any gaps in the work history.
Unlike reference checks, employment verifications do not seek to collect information about a person’s character or integrity. This is because it could be a violation of privacy laws for companies to make subjective judgments about former employees without evidence.
The report typically contains each previously held job title along with the employer names, contact details and work duration. In addition, some reports may include salary details and a breakdown of earnings, bonuses or any other forms of compensation received in the previous roles. This verification can be conducted in a number of ways, from using the person’s social security number to search for records at their state unemployment office. Depending on local and state laws, the search can be done for free or at a minimal cost.