Criminal Background Checks for Employment

Criminal Background Checks for Employment

Criminal background checks for employment are very common and serve as an important tool for employers to assess the risk of potential employees. As an employer, it’s important to ensure the safety and security of your workplace for both employees and customers alike. Therefore, criminal background check services are very important.

How Are Criminal Background Checks for Employment Conducted?

Criminal record searches for employment are a critical part of the hiring process. They’re done by conducting a criminal background check to verify that potential employees have no history of illegal activity. Through databases and research, employers can access information about the candidate’s criminal history.

Once employers have gathered the criminal background check information, they evaluate it and consider if the individual is a suitable candidate for the position. It’s important to note that employers are not limited when conducting criminal background checks for employment purposes. This is often done to ensure the safety of potential employees, clients, and the organization as a whole.

Are There Restrictions on Employers for Criminal Background Checks?

When it comes to background checks for employment, employers need to be mindful of their obligations when conducting these searches. Depending on the laws in your location and the nature of the role being filled by a prospective employee, certain restrictions may apply.

For example, the Fair Credit Reporting Act (FCRA) in the U.S. dictates how employers can use criminal background checks for employment. The law states that employers must notify an individual before conducting a criminal record search and obtain written consent from them. Otherwise, it is considered an illegal background check.

There are also restrictions for how employers use the information they receive from these searches. For instance, they may not be able to disqualify a candidate solely based on their criminal history. The employer must assess whether the individual’s criminal record is relevant to the role and decide if it will prevent them from doing their job effectively.

Things that show up on criminal background checks can also vary depending on the laws in your location. In some states, employers may not be able to access certain information such as sealed records or juvenile offenses.

These are just a few examples of some of the restrictions that apply to employers when conducting criminal background checks for employment. At HR Preferred, we understand these laws and regulations and will ensure that your searches comply with all relevant legislation.

Final Thoughts

Criminal background checks are an important part of the hiring process, but they should be used responsibly. We provide comprehensive services to help employers conduct criminal record searches for employment and ensure they remain compliant with all applicable laws.

If you’d like to learn more, please get in touch with us at HR Preferred today. We look forward to helping you find the right candidate for your organization.

Professional License Verification: Everything You Need To Know

Professional license verification

Professional license verification is the process of confirming the professional license or credentials of an individual. This process is a critical part of the onboarding and compliance process for many businesses, organizations, and employers. By verifying professional licenses, employers can ensure that their employees are qualified to perform their job duties safely and legally.

It has become very easy to find a professional license verification service, like ours from HR Preferred. With our professional license verification service, employers can quickly and easily verify professional licenses of their employees.

Why Is Professional License Verification Important?

Verification, especially for licenses is an important part of any professional’s job and is even more critical for employers. Professional licenses are issued by various licensing boards to ensure that professionals have the necessary qualifications and experience to practice a particular profession. Verifying professional licenses helps employers make sure that their employees are up-to-date and qualified to carry out their job responsibilities.

Some reasons why it’s very important to verify professional licenses include:

  • To ensure that professional employees are competent and qualified to perform their work
  • To protect clients, patients, or customers from potential harm due to unqualified professionals
  • To reduce the risk of professional misconduct and legal issues by hiring qualified professionals
  • To comply with applicable state laws, regulations, and professional standards

What Kinds of Licenses Should Be Verified?

Having professional  verification performed is essential for any company that needs to ensure the credentials of their employees are true and accurate. Some of the positions that need to have a professional license verification include the following:


Doctors need professional license verification in every state where they practice. This professional license check ensures that the doctor hasn’t had any disciplinary action or other issues that would make them unfit to practice medicine.


Similar to doctors, nurses must have license verification performed prior to starting work at a healthcare facility. This is an essential step for hospitals and clinics, as they must ensure the credentials and professional license of their nurses are up to date.


Many states require verification for teachers before they can enter the classroom. This professional license check helps ensure that all teachers are properly trained and qualified to provide instruction in their subject area.


Lawyers must have license verification performed on an ongoing basis to ensure they are in compliance with professional standards and regulations. Professional license checks for lawyers can help identify issues or potential problems that could lead to disciplinary action.

How Can HR Preferred Help?

At HR Preferred, we provide comprehensive professional verification services designed to help organizations protect their employees and customers by verifying the professional qualifications of their staff.

Our services are quick and easy to use, providing accurate results that can ensure that the professional qualifications of your employees meet all applicable standards and regulations. Don’t risk putting your employees and clients in danger — contact HR Preferred today to get professional license verification services you can trust.

What U.S. Employers Need To Know About Ban-the-Box Laws

What U.S. Employers Need To Know About Ban-the-Box Laws

When hiring new employees, the HR department and the employer understand the importance of screening, evaluating, and reviewing references and an applicant’s background in the hiring process. These procedures not only ensure that you’re employing high-quality employees but also safeguard your business from hiring people with a bad reputation, a weak work ethic, or criminal records.

In terms of criminal records, you may have heard about Ban-the-Box and the legislation that is taking the country by storm. It’s a law that requires employers and hiring managers to not ask an applicant about their criminal background until later segments in the recruiting process. Since these policies were passed in 1998, 15 states and many jurisdictions have adopted them.

The History of Ban-the-Box Laws

Ban-the-Box laws and other criminal history reform measures are founded on the principle that employers should first determine a candidate’s suitability for a job based on their skills and qualification before asking about their criminal history. As a result, the box that talks about criminal records is banned until the later part of the hiring process.

These policies began when many individuals with a criminal background found it exceedingly difficult to find a job after being convicted. Public leaders, military officials, and human rights advocates agreed that people with criminal histories should be given another chance and job applicants should be evaluated on their qualifications and skill without regard to their criminal history.

Amended Ban-the-Box Laws and Policies

Considering that not all laws are created equal, some places handle criminal reform and Ban-the-Box laws differently. Let’s explore in more detail how some Ban-the-Box requirements differ from location to location.

DeSoto, Texas

Here, the Ban-the-Box laws and policies state that they do not restrict an employer’s ability to reject an applicant for a job for any legitimate reason, including the conclusion that the applicant is unfit for the position based on an individual assessment of the applicant’s criminal history.


According to the revised Ban-the-Box laws and policies in these areas, businesses with more than fifteen employees are required to conduct and provide individual evaluations. A “substantial relationship” between a person’s criminal background and the employment they are applying for or already have must be established by the employer to deny them work.

New York City

Employers must first decide if a candidate is qualified for the job before making a conditional offer of employment, according to the city’s amended Ban-the-Box laws and policies. A criminal background check can be carried out following an employer’s determination that a candidate is qualified and the extension of a conditional offer of employment.

Criminal Background Check Services

Every state has particular requirements for its Ban-The-Box laws. However, they share the idea that the criminal records of applicants should be dealt with after evaluating their qualifications and skills for the job they are applying for.

Being completely informed about your state’s Ban-the-Box laws is crucial for HR managers and recruiters. Work with HR Preferred, a reputable and trusted provider of criminal background check services, to ensure you are conducting an effective and legal hiring process.

Healthcare Sanctions Check

Healthcare Sanctions Check

Healthcare organizations play a crucial role in every community: to promote health and prevent diseases. For this reason, hiring individuals with healthcare sanctions can jeopardize their operations.

If you want to protect your institution from unnecessary risks and liability, we recommend outsourcing medical background check services as part of your pre-employment process. Doing so ensures you don’t endanger your federal funding or accreditation.

This article will discuss how essential healthcare background checking services are to the healthcare industry. Read on to enhance your compliance efforts.

What Is a Healthcare Sanctions Background Check?

As the name suggests, a healthcare sanctions background check inspects various regulatory and governmental databases to identify individuals prohibited from working in healthcare. In most cases, regulatory bodies have convicted or disciplined these people for performing criminal or unethical acts.

At HR Preferred, we search over 1,000 reliable sources for penalties, suspensions, or disciplinary actions, including the following:

  • Federal HHS OIG Exclusion
  • System for Award Management (SAM)
  • Office of Foreign Asset Control (OFAC)

Through our medical background check services, you can determine which applicants pose an unacceptable risk level to your organization and patients.

Advantages of Running a Healthcare Sanctions Background Check

Are healthcare background checking services worth the investment? Below are some advantages of hiring a reliable agency.

Enhance Patient Safety

The primary reason to run healthcare sanctions background checks is to identify individuals that pose a safety risk to patients. Remember, these professionals might have issues with drug theft, neglect, and criminal convictions. Doing so reduces the chance of malpractice and abuse.

Maintain Federal Funding Eligibility

The U.S. Department of Health and Human Services prohibits federally funded healthcare organizations from hiring sanctioned individuals. For this reason, running healthcare sanctions background checks is crucial in maintaining federal funding eligibility, including Medicare and Medicaid.

Improve Compliance Efforts

When your screening activities comply with federal and state laws, you protect the institution from unnecessary threats, including massive fines. According to 42 CFR 1003. 102(a)(2), you can be liable for as much as $10,000 every day a sanctioned individual works inside your premises.

Work With a Reputable Background Check Provider Now

Some healthcare organizations prefer a do-it-yourself (DIY) technique in their sanctions screening activities. They might search for details about applicants and employees from multiple databases and licensing boards.

However, this tedious process can take a lot of time and not provide complete information about an individual. In the end, a DIY strategy may still lead to hiring sanctioned individuals.

Instead, you should hire experienced medical background check services like HR Preferred. We can help you make more informed decisions about a potential employee as quickly as possible.

Apart from healthcare background checking services, we also offer criminal records check, driving record investigation as well as license verification. Call us at (855) 240-9544 now for a free, no-obligation quotation.

What Shows Up on a Background Check?

Background Check

When most people think of a background check, they think of a simple Google search. But, if you’re looking for someone’s criminal history, employment history, or education, you need to go beyond the basics.

There are three main types of information that are found in comprehensive background checks: criminal history, employment history, and education verification. Each type has its own unique database that you must access to get accurate results.

Here’s what you need to know about each type of check:

Criminal Records

A person’s criminal history will show any felonies or misdemeanors on their record. If they have a clean criminal history, this check will come back clean as well.

You can run a national criminal report. But, to get a more comprehensive criminal history check, you must check the county or counties someone has lived in.

Employment History

Employment history is very different from a criminal history check. This type of check will show past employers, dates of employment, job titles and responsibilities. It will not show any arrests or convictions.


An education verification check is used to confirm the highest level of education someone has completed. This could be a high school diploma, GED, or college degree. To get an education verification check, you must go through the school, university or college that issued the degree.

Credit History

Your credit history is another important piece of information that may show up on a background check. If you’re applying for a job that requires a security clearance, your credit history will be closely scrutinized. Even if you’re not applying for a government job, though, potential employers may still look at your credit history to gauge your responsibility.

Public Records

In addition to the items listed above, background checks can also turn up public records, such as property ownership, bankruptcies, or liens. This information can give employers  a better idea of your financial responsibility.


When someone is running a background check on you, whether for employment, housing, or other purposes, they’re likely to come across a lot of information. As such, it’s good to be aware of what will show up on your background check.

This way, you can be prepared to explain anything that may come up.

How Do Salary History Bans and Salary Transparency Laws Impact U.S. Employers?

Salary History Bans and Salary Transparency Laws

Pay equity refers to promoting equal payments between employees of comparable or equal work. Companies and businesses will often be banned from asking prospective candidates about their compensation history.

In this blog post, we discuss the most recent laws on salary transparency and history bans in the country, as well as the different jurisdictions involved.

What Is a Salary History Ban?

A salary history ban is a law that stops employers from including questions about an applicant’s previous salary in their interviews. These were implemented to encourage equal pay for all employees, which may benefit people who have faced race or gender-related inequality from their previous employers.

In places where a salary history ban is in place, the salaries offered won’t be negatively compared to a candidate’s previous salary. On the other hand, a person who voluntarily discloses their previous compensation can use this to negotiate a better salary.

Many states and cities have enforced a salary history bans and salary transparency laws to provide equality to all workers and eliminate discrimination when it comes to salaries regardless of age, gender, or race. While there are no federal laws currently, these are put in place to stop employers from asking candidates for the details of their previous salary.

Some companies and business owners regularly update company practices and job applications to comply with these laws. Those who fail to follow the law will risk violation which may result in penalties ranging from $100 to as much as $250,000.

Which Jurisdictions Practice Salary History Bans?

The table below shows a few of the states that have placed salary history bans.

Alabama Companies can’t refuse to interview, employ, or hire any applicants who won’t provide their pay history.
California No public or private employers may ask about a person’s salary history.
Colorado An employer can’t ask about a person’s salary history or use it to determine their new salary.
Connecticut Unless the salary history is voluntarily disclosed, an employer can’t ask about it.
Delaware While an employer is prohibited from asking questions about an employee’s salary history, they may ask about it after an offer.
District of Columbia (D.C.) A government agency isn’t allowed to ask questions about salary history unless it is mentioned after an offer.
Hawaii An employer can’t ask about a person’s salary history or use it as a reference unless it is provided by the employee.
Illinois An employer can’t ask about someone’s salary history, but they can ask about their salary expectations.
Maine An employer can’t ask about a person’s salary history before they make an offer.
Maryland An employer may confirm salary history but only after an offer of compensation has been given. Employers also need to give their applicants the salary range of a position they ask for.


Going Into the Future

Over the past two years, the salary transparency movement has gained more supporters and experts expect to see more and more jurisdictions follow this law. They also predict that more laws connected to this should come this year and in the years that follow.

As a result, equality will finally be the main focus of our workplaces, companies, and businesses, where everyone can enjoy equal opportunities.

Planning to do a professional employment background screening service? Contact us today and let us help you walk through the journey.

What Is a Medical Background Check, and Why Is It Important?

What Is a Medical Background Check, and Why Is It Important

The healthcare industry is one of the fastest-paced industries with a high demand for workers. As a result, it requires employers to take special contemplation and consideration to make sure they are hiring the right candidates.

One of the best ways to determine a great candidate is through a medical background check.

What Is a Medical Background Check?

Medical background checks are crucial for all healthcare facilities as they enable hiring managers to assess an applicant’s credentials, job experience, and background to decide whether they are qualified for the position. Medical background checks examine criteria specifically created to assist employers in finding the best caregivers and are more comprehensive than other types of background checks to compare candidates.

Medical background checks are the process of searching through the list of hundreds of reliable U.S. sources and databases that will show results of disciplinary data and let the employer know if the applicant is prohibited from participating in health care programs. As an employer, medical background checks provide you access to findings and results, including letters of reprimand or full exclusions.

A medical background check will help employers:

  • Confirm that potential employees are qualified for their tasks
  • Defend patients and other staff members from potential danger
  • Reduce the risk of being held liable for irresponsible hiring
  • Promote transparency in the hiring process
  • Confirm that present employees haven’t committed any ineligible offenses since being hired
  • Ensure that licensed professionals maintain active licenses

Importance of Medical Background Checks

Medical background checks for employers are crucial because healthcare personnel is trusted to take care of patients who are unable to take care of themselves. You need to be able to ensure they are qualified, safe, and responsible. Therefore, a medical background check enables you to select the ideal candidate.

Verify Identity

Medical background checks for employers will verify that your candidate is who they claim to be on their resume and during the interview. This also includes their previous jobs, positions, and education.

Search the National Criminal Database

A medical background check includes checking a nationwide criminal database to determine criminal records. This gives the employer the peace of mind that they are not hiring criminals or people with criminal histories who lied about it on their application or during the interview.

Drug Testing

Since prescription medications are frequently available to healthcare workers, a drug test is part of the medical background check to identify any potential risks and eliminate the risk of hiring someone with a drug problem.

Reputable Background Check Service Provider

Given how crucial a medical background check is for employers, working with a reputable and trustworthy background check service provider for your company is essential. Work with a background check partner who you can rely on and that values your company’s success.

HR Preferred is a top provider of medical background checks, assisting numerous businesses in selecting the ideal candidates for their open positions. Contact us today and unlock your candidate’s full potential in the safest, fastest, and easiest way possible.

Criminal Record Search for Employment

Criminal Records Checks

Hiring a new employee involves weighing numerous factors. As crucial as it is to look at qualifications, experience, and attitude, you must also conduct a criminal background check on each candidate. Background checks allow businesses to make confident and well-informed judgments about whether a prospect is a reliable and capable employee. Let’s take a closer look.

The Importance of Thorough Criminal Records Checks

When you conduct a thorough criminal background check, you can ensure that your company’s image is protected and that your team is trustworthy. Here are some of the benefits of conducting a criminal record search for employment during the recruitment process:

  • Provide a safe and secure work environment by minimizing risks.
  • Protect your assets, your staff, and your clients.
  • Ensure that your company is safeguarded from potential liability claims.
  • Preserve the community’s confidence and respect in your company.
  • Make fair employment judgments.
  • Abide by all applicable industry, local, state, and federal regulations.
  • Promote the safety and security of the public.

What You’ll Discover from a Criminal Record Search

A criminal background check allows you to make a well-informed judgment regarding an applicant and assess the risks connected with hiring someone with a criminal history. Generally, the following information can be included in a criminal background check:

  • Felonies: Offenders who commit felonies face the possibility of spending time in prison.
  • Misdemeanors: Misdemeanors are offenses that are less serious than felonies, but they are nonetheless punished by fines or jail time.
  • Traffic offenses: In most cases, traffic violations are only recorded if they are criminal in character, such as a minor misdemeanor or felonies.

Types Of Criminal Background Checks for Employment

Here are some of the most common types of criminal records search:

Federal Criminal Records Search

If you’re interviewing for managerial, executive, or financial positions, you should run a federal criminal record check on the candidates. The only information you’ll get is on federal records, many of which are for “white collar” offenses. Convictions in criminal cases at the federal level will be included in the report.

National Criminal Database Searches

If a criminal background check is required for employment, a search of the national criminal database can provide a broader scope by looking at records from more than 3,000 jurisdictions across the country. In this sense, searching the national criminal database can provide useful hints to direct specific local inquiries.

County Criminal Background Checks

Local county criminal records checks are the best way to learn about a job applicant’s or employee’s criminal history. A candidate or employee’s criminal background should be checked in whichever jurisdiction they reside.

The Bottom Line

Conducting background screenings, which include criminal record checks and ongoing monitoring, is today’s best practice for recruiting and providing a safe workplace. Criminal record searches are used by businesses to determine whether a job applicant is dishonest or a threat to the company or its employees. They also help businesses in complying with regulations, safeguarding assets, reducing risk, and avoiding expensive claims of irresponsible hiring.

Do you want to learn more about employment background checks? Contact us at HR Preferred today.

The Things You Don’t Know About the OIG Exclusions List

Check the OIG exclusion list

The OIG exclusions list contains information regarding entities and individuals currently exempted or excluded from participating in healthcare programs. It started in 1977 when the federal government of the United States first issued a list of providers who were excluded from receiving federal government payments due to committing violations.

Managed by the Officer of the Inspector General (OIG) at Health and Human Services (HHS), the database for compliance for healthcare organizations is currently known as the List of Excluded Individuals/Entities (LEIE).

How Do You Get On the OIG Exclusion List

An entity or individual may end up on the OIG exclusion list for various reasons. This is the most severe sanction the civil authorities can impose based on a criminal conviction. Hiring an excluded entity or individual results in non-payment for supplies or services rendered to a patient covered under a funded healthcare program since they have disregarded the law and standards for professional conduct.

The Two Main Types of  OIG Exclusions

1. Mandatory

The OIG Exclusions List are enforced by law. They require the OIG to exclude entities and individuals for a minimum of 5 years upon being convicted of a felony offense such as fraud related to a state’s healthcare program, patient negligence or abuse, or unlawful manufacture of controlled substances. The second criminal offense calls for 10 years of mandatory exclusion, while the third conviction results in permanent exclusion.

2. Permissive

On the other hand, permissive exclusions give OIG discretion when imposing or deciding on the term of exclusion as the offenses registered are on a misdemeanor level. This is largely reported as theft, embezzlement, misconduct, breach of responsibility, or fraud relating to any healthcare item or service.

Submitting an online application for preferred healthcare searches

Sign Up for Preferred Healthcare Searches with HR Preferred

HR Preferred is an employment verification service provider that offers preferred healthcare searches check to healthcare clients to safeguard them against payment recoupments and civil monetary penalties. With federal and state OIG exclusions, it’s easier for employers to ensure they aren’t hiring an unlicensed or excluded individual. The application is constructed over two portals: (1) the employer portal to help you create position-based screening packages, and (2) the candidate portal for online applications. With the use of dedicated services, namely address history search services for employers, county criminal search services, multi-state criminal records search, federal criminal record search for employment, employment verification services, education verification services online, preferred healthcare searches check, MVR driving history report, and drug testing service for employers, HR Preferred cuts short the time required for hiring. We follow up with adverse action notification and i9 & E-Verify fulfillment services to ensure you only hire the best of candidates.

The 3 Most Important Healthcare Background Checks to Run for Physicians and Nurses

Medical background check services for physicians and nurses

The only way for employers to ensure that they’re hiring the right candidate as a physician or nurse is to run pre-employment background checks. This serves as a guarantee that the facility will not encounter problems with the employee at a later date.

Running healthcare background checks for employers encourages honesty during the hiring process, verifies that the applicant is qualified for the harm, saves patients from potential harm, and ensures that the professional holds a valid license. Although the requirements of each healthcare background check may vary, they must include three important checks for healthcare professionals:

1. Criminal Search

Research conducted by the DHHS OIG found 19 percent of nurses guilty of neglect, abuse, and misappropriation. A major chunk of this number had prior convictions for theft and other offenses against persons. A criminal search taps into a database to locate criminal records from various jurisdictions registered against the person.

2. Sex Offender Search

Did you know there are more than 500,000 sex offenders in the United States? Since physicians and nurses come in contact with patients frequently, it’s important to run the sex offender search as well to identify any applicants who have pleaded guilty to a sex crime previously.

3. Drug Screening

Because physicians and nurses have access to some of the most powerful drugs, the employer must ensure that they were not previously held with charges for substance abuse. Drug screening reveals most of the habits of the applicant, which may lead to disqualification from a position in the healthcare industry.

Medical background checks for ambulance companies offered at HR Preferred

The HR Preferred Difference for Healthcare Background Checking Services

HR Preferred is your trusted employment background screening services that allows companies to unlock their applicant’s truest potential before hiring. We’re an employment background service that runs preferred healthcare searches check, among other healthcare background checking services, in record time to reduce the time needed for onboarding physicians and nurses on your end. The application is customizable as it integrates advanced technology and compliance to offer two functional portals: (1) an employer portal that creates position-based screening packages and (2) a candidate portal for online application and completion of background checks.

Sign up for dedicated background checks for ambulance companies.

Other Services Provided at HR Preferred apart from Healthcare Background Checks

HR Preferred is designed and validated by FCRA experts to provide dedicated background check services, including address history search, county criminal search services, multi-state record search, federal criminal record search for employment, employment verification, education verification services online, preferred healthcare searches, MVR driving history report, drug screening, adverse action notification fulfillment services, and i9 & E-Verify fulfillment services.