Basically, an employer may ask any kind of information related to your background more so during a hiring process. For instance, the employer might seek to know your education, employment, medical and financial history, as well as criminal record. Although it is legal to perform employment background check Jacksonville FL, certain exceptions exists. For instance, the employer should not seek to know your medical history until they have given you the job.
Whenever employers ask for your background information, you need to undergo the same treatment as anyone else with no regards to your race, color, genetic information, religion, national origin, disability or sex. On the other hand, the employer should never prompt for additional information simply because you are a member of a certain race or ethnicity.
Usually, employers perform background verification to their current employees as well as fresh applicants because of a number of reasons. On the contrary, the information that an employer wishes to know can vary dependent on the type of job. One explanation for conducting background screening is because of the rising lawsuits relating to negligent hiring. If an action by the employer hurts an individual, the employer may be held liable. Such threats of liability raise the level cautiousness of employers concerning the history of applicants.
The other reason relates to federal as well as state laws. The laws require that checks are conducted in certain professions. For example, a number of states demand that persons handling the disabled, the elderly or children are subjected to criminal screening. Again, government jobs require that such a vetting is done depending on the sort of employment and as such wide investigations and security clearances. In addition, the rise in acts of terrorism places demands on security being heightened by conducting verifications on job candidate.
In as much as some people may not be bothered with such inspection processes, others feel uncomfortable with such an idea. This is since detailed background searches may reveal certain information that are out of context, purely wrong or irrelevant. Other screening concerns are that the report can include information that is not legal towards hiring purposes or rather information from sources that are questionable. Again, criminal records need not be relied on solely to deny individual the job. Nevertheless, the employers need to assess the nature and gravity of the offences, the duration since completion of jail sentence or conviction and the type of job they are seeking.
The employer may hire someone to perform the screening on their behalf. The most common reports sought are the criminal and credit reports. But before the employer gets the report, they must tell you that the information they get will be used in making decision for the job.
Also, if you fail to get the job because of something in the report or miss a promotion because of the report, the employers should provide a copy of the report. This is because such reports might have mistakes. If you find some mistakes in the report you can contact the reporting company to fix it.
For the negative aspects contained in the report, one should be prepared to explain how it will not influence their employment. It is lawful to ascertain the accuracy of such information.
Whenever employers ask for your background information, you need to undergo the same treatment as anyone else with no regards to your race, color, genetic information, religion, national origin, disability or sex. On the other hand, the employer should never prompt for additional information simply because you are a member of a certain race or ethnicity.
Usually, employers perform background verification to their current employees as well as fresh applicants because of a number of reasons. On the contrary, the information that an employer wishes to know can vary dependent on the type of job. One explanation for conducting background screening is because of the rising lawsuits relating to negligent hiring. If an action by the employer hurts an individual, the employer may be held liable. Such threats of liability raise the level cautiousness of employers concerning the history of applicants.
The other reason relates to federal as well as state laws. The laws require that checks are conducted in certain professions. For example, a number of states demand that persons handling the disabled, the elderly or children are subjected to criminal screening. Again, government jobs require that such a vetting is done depending on the sort of employment and as such wide investigations and security clearances. In addition, the rise in acts of terrorism places demands on security being heightened by conducting verifications on job candidate.
In as much as some people may not be bothered with such inspection processes, others feel uncomfortable with such an idea. This is since detailed background searches may reveal certain information that are out of context, purely wrong or irrelevant. Other screening concerns are that the report can include information that is not legal towards hiring purposes or rather information from sources that are questionable. Again, criminal records need not be relied on solely to deny individual the job. Nevertheless, the employers need to assess the nature and gravity of the offences, the duration since completion of jail sentence or conviction and the type of job they are seeking.
The employer may hire someone to perform the screening on their behalf. The most common reports sought are the criminal and credit reports. But before the employer gets the report, they must tell you that the information they get will be used in making decision for the job.
Also, if you fail to get the job because of something in the report or miss a promotion because of the report, the employers should provide a copy of the report. This is because such reports might have mistakes. If you find some mistakes in the report you can contact the reporting company to fix it.
For the negative aspects contained in the report, one should be prepared to explain how it will not influence their employment. It is lawful to ascertain the accuracy of such information.
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