What is the difference between a DOT and non-DOT physical?

A DOT physical is federally required for commercial drivers and follows FMCSA standards with standardized pass/fail criteria. A non-DOT physical is employer-requested, not federally regulated, and requirements vary by job. DOT physicals require FMCSA-certified examiners; non-DOT physicals can be performed by any licensed medical provider.

Do I need a non-DOT physical if I don't drive?

Many non-driving jobs require physicals, especially in construction, oil & gas, manufacturing, warehousing, and other physically demanding roles. Your employer determines whether a physical is required based on job duties and safety requirements.

Can any doctor perform a non-DOT physical?

Yes. Non-DOT physicals can be performed by any licensed physician, physician assistant, nurse practitioner, or other qualified medical professional. Occupational health clinics are commonly used for employment physicals.

How much does a non-DOT physical cost?

Basic non-DOT physicals typically cost $50–$100. More comprehensive exams with additional testing may cost $100–$200. Drug screening often adds $45–$90. Many employers pay for required employment physicals.

Does a non-DOT physical include a drug test?

Not automatically. Drug testing is separate and optional with non-DOT physicals. Your employer decides if screening is required, and it may be done at the same appointment as a separate urine, oral fluid, or hair test.

How long is a non-DOT physical good for?

It depends on your employer’s policy. Pre-employment physicals are typically valid only for hiring. Annual exams are usually valid for 12 months, and some safety-sensitive roles may require exams every 6 months.

Can I fail a non-DOT physical?

Yes. You may be found unfit if you cannot safely perform essential job functions due to medical or functional limitations. However, employers must consider reasonable accommodations under the ADA where applicable.

What should I bring to my non-DOT physical?

Bring a photo ID, your employer’s exam form (if provided), a list of current medications, glasses or hearing aids if you use them, and any relevant medical records. Wear comfortable clothing and arrive on time.

Can I eat before a non-DOT physical?

Usually yes, unless fasting blood work is required. Eat a light meal and avoid excessive caffeine, salt, and alcohol for 24 hours before the exam because they can affect blood pressure and results.

Will my employer see my medical records?

Typically no. The examiner reports whether you’re medically qualified and any work restrictions. Specific medical details remain confidential; your employer receives a fitness determination, not a diagnosis.

What happens if I fail the physical?

Your employer is notified that you didn’t meet medical standards. Depending on the reason, you may seek treatment and re-test, request reasonable accommodation, provide additional medical documentation, or have the job offer withdrawn.

Can I take my regular medications before the exam?

Yes. Take prescribed medications as directed unless your doctor says otherwise. Don’t stop medications to try to “pass.” Disclose all medications to the examiner for an accurate assessment.

Is a chest X-ray required for non-DOT physicals?

Not usually. Chest X-rays are typically only required for specific needs like respirator clearance, TB screening, or employer-specific requirements. Most basic employment physicals don’t include a chest X-ray.

Can I use my annual checkup as a non-DOT physical?

Maybe. If your annual exam includes everything your employer requires and your provider completes the employer form, it may be accepted. Many employers prefer occupational health exams focused on job fitness.

Do non-DOT physicals check for drugs and alcohol?

Only if your employer specifically requests it. The physical exam itself doesn’t test for substances; drug and alcohol testing are separate services that can be added to the appointment if required.

How long does it take to get physical results?

Basic physical exam results are usually immediate or same-day. Drug test results are often 24–72 hours for negatives and up to 5 days for confirmation. Additional tests like labs or X-rays may take 1–5 business days.

Can I get a non-DOT physical on weekends?

Many occupational health clinics and urgent care centers offer Saturday hours and some offer Sunday availability. Call ahead to confirm hours and appointment needs. Weekend exams may cost slightly more.

What if I have a disability—can I still pass?

Yes. A disability doesn’t automatically disqualify you. Under the ADA, employers consider whether you can perform essential job functions with or without reasonable accommodation. The exam focuses on functional capacity.

Is high blood pressure disqualifying?

Not necessarily. Borderline readings may require a recheck or follow-up. Very high blood pressure often requires treatment and control before clearance. Once controlled, most people can pass—bring medication records if applicable.

Can I fail for being overweight?

No. Obesity alone usually isn’t disqualifying unless it prevents you from performing essential job functions. Related uncontrolled conditions (like diabetes or hypertension) or mobility limitations may affect clearance.

What vision do I need to pass?

Requirements vary by employer and position. Common standards include distance vision of 20/40 or better in each eye (correction allowed), adequate peripheral vision, and color vision when the job requires it.

Do I need perfect hearing to pass?

No. Standards depend on job safety requirements. Many roles require hearing conversational speech and safety warnings. Hearing aids are generally acceptable, and severe hearing loss may be evaluated case-by-case with accommodations.

Can I be rejected for past injuries?

Not automatically. Past injuries matter only if they currently limit your ability to perform essential job functions. Fully recovered injuries typically aren’t disqualifying, though functional testing may be required to confirm capacity.

Accurate Background Checks for Employers | Reliable Screening Services

Get accurate, compliant background checks for employment with fast turnaround and comprehensive reports. FCRA-compliant screening solutions for pre-employment, ongoing monitoring, and due diligence.

Accurate Background Checks Employers Can Trust

Hiring the wrong person costs your business thousands of dollars in lost productivity, potential theft or fraud, workplace safety incidents, legal liability, and damaged reputation. Accurate background checks protect your company by verifying candidate information, uncovering criminal history and red flags, confirming employment and education claims, checking professional licenses and credentials, and ensuring workplace safety and compliance.

Why Accuracy Matters: Inaccurate background checks lead to wrongful hiring decisions—rejecting qualified candidates based on incorrect information or hiring risky candidates when records are missed. Both scenarios expose your company to legal liability under FCRA (Fair Credit Reporting Act) and state laws, discrimination claims, and negligent hiring lawsuits.

Our Commitment to Accuracy: We provide verified, comprehensive background screening with multi-source data verification from courthouses, government databases, and official records. Our experienced screening specialists review every report, not just automated systems. We maintain FCRA compliance with proper consent, disclosure, and adverse action procedures. We offer fast turnaround with most reports completed in 1-3 business days, and provide transparent pricing with no hidden fees or surprise charges.

Who We Serve: Small businesses hiring their first employees, growing companies scaling their workforce, enterprises with high-volume hiring needs, staffing agencies and recruiting firms, healthcare facilities requiring compliance screening, transportation companies needing DOT background checks, financial services with regulatory requirements, and property management companies screening tenants.

Investment: Background check packages start at $25 for basic criminal searches, with comprehensive employment screening packages from $50-$100 depending on scope and depth required.

Why Employers Need Accurate Background Checks

Legal Protection and Compliance

Background checks protect your company from negligent hiring lawsuits, which occur when an employee harms someone and the employer failed to exercise reasonable care in hiring. Courts examine whether the employer should have known about the employee’s dangerous propensities through proper screening. A thorough, accurate background check demonstrates due diligence and reasonable care.

Many industries face regulatory requirements for background screening. Healthcare employers must check OIG Exclusion Lists and state abuse registries. Financial services must comply with FINRA, SEC, and banking regulations. Transportation companies need DOT-compliant background checks. Childcare and education require fingerprinting and abuse registry checks. Government contractors need security clearances and specific screening protocols.

The FCRA (Fair Credit Reporting Act) mandates specific procedures for employment background checks including obtaining written consent before screening, providing pre-adverse action notices with report copies, allowing time for dispute resolution, and issuing final adverse action notices. Non-compliance results in penalties of $100-$1,000 per violation, class action lawsuits, and regulatory fines.

Workplace Safety and Security

Accurate criminal background checks identify violent offenses that could endanger employees or customers, theft and fraud history indicating financial risk, sex offender registry listings, drug-related convictions for safety-sensitive positions, and patterns of concerning behavior across multiple incidents.

Employment verification confirms candidates actually worked where they claim, validates job titles and responsibilities match their resume, verifies dates of employment to catch gaps or overlaps, and identifies reasons for leaving previous positions including terminations for cause.

Education verification ensures degrees and certifications are legitimate from accredited institutions, confirms graduation dates and majors claimed, identifies diploma mills and fraudulent credentials, and verifies professional licenses are current and in good standing.

Protecting Company Assets and Reputation

Financial history checks through credit reports reveal bankruptcy or severe financial distress that could increase theft risk, patterns of irresponsibility with financial obligations, judgments and liens indicating legal troubles, and excessive debt that might create desperation or motivation for fraud.

Reference checks provide insights from people who’ve worked with the candidate, revealing work ethic and reliability, interpersonal skills and team dynamics, technical competencies and job performance, and reasons for leaving that might not appear on official records.

Social media screening (when done compliantly) can uncover publicly available information showing violent, threatening, or discriminatory behavior, illegal activity or substance abuse, and misrepresentation of qualifications or credentials.

Reducing Turnover and Hiring Costs

Accurate screening helps identify candidates likely to succeed and stay long-term by verifying their qualifications actually match job requirements, confirming stable employment history without excessive job-hopping, revealing potential issues that might lead to quick termination, and ensuring cultural fit through reference feedback.

The cost of a bad hire is estimated at 30% of the employee’s first-year salary when factoring in recruitment costs, training investment, lost productivity, damage to team morale, potential legal issues, and costs to replace and retrain.

Comprehensive Background Check Services

Criminal Background Checks

Our criminal searches provide accurate, up-to-date records from multiple sources:

County Criminal Search (Most Important) We search county courthouse records where the candidate has lived, worked, or attended school. County courts hold the most complete and current criminal records including felonies, misdemeanors, and pending cases. We search 7 years of history (or more if state law permits) directly from county courthouses, not just database searches that can be incomplete or outdated.

Multi-State Criminal Database Search Our proprietary database aggregates records from state repositories, county courts, department of corrections records, and sex offender registries across all 50 states. This provides broad coverage to identify records in unexpected jurisdictions. Database searches are fast (instant results) but must be verified at the county level for FCRA compliance and accuracy.

Federal Criminal Search We check U.S. District Court records for federal offenses including drug trafficking, white-collar crimes (fraud, embezzlement, money laundering), weapons charges, immigration violations, and offenses on federal property. Federal searches cover 94 federal district courts nationwide.

State Criminal Repository Search Available in states with centralized repositories, providing statewide coverage from a single source. However, many states have incomplete records at the state level, so county searches remain essential. We use state searches to supplement, not replace, county-level verification.

Sex Offender Registry Search We check national and state sex offender registries across all 50 states to identify registered sex offenders. Critical for positions involving children, vulnerable populations, or home access. Included complimentary with most background check packages.

What We Report: Offense type and description, case number and filing date, conviction or disposition status, sentence imposed, case jurisdiction (county and state), and dates of offense and conviction. We follow FCRA seven-year reporting limits (with exceptions for higher-salary positions) and provide only reportable records according to federal and state laws.

Employment Verification

We verify previous employment claims to ensure candidates actually worked where and when they claim:

What We Verify: Company name and location, dates of employment (start and end), job title and department, supervisor name and contact, reason for leaving (if provided), eligibility for rehire, and salary history (where permitted by state law).

Verification Methods: Direct contact with HR departments via phone and email, third-party verification services (The Work Number, Equifax), W-2 or pay stub documentation when direct verification unavailable, and contact with former supervisors when appropriate.

Challenges We Overcome: Companies out of business (we search archives and contact former owners/managers), HR departments with no-information policies (we seek alternative verification methods), international employment (we have global verification capabilities), and gaps in employment (we note these for your review and candidate explanation).

Typical Turnaround: 2-5 business days depending on employer responsiveness.

Education Verification

We confirm educational credentials are accurate and legitimate:

What We Verify: Institution name and accreditation status, degree or diploma earned, major/field of study, graduation date or attendance dates, academic honors if claimed, and professional certifications or licenses.

Verification Methods: Direct contact with registrar offices, National Student Clearinghouse database, degree verification services, and contact with certification boards for professional credentials.

Red Flags We Identify: Diploma mills and unaccredited institutions, degrees claimed but not earned, incorrect graduation dates or majors, inflated GPAs or honors not earned, and completely fabricated educational history.

Common Positions Requiring Verification: Positions requiring specific degrees (engineering, accounting, healthcare), licensed professionals (nurses, teachers, attorneys), executive and management roles, and technical positions with specialized education requirements.

Typical Turnaround: 3-7 business days (varies by institution responsiveness).

Professional License Verification

For licensed positions, we verify current licensure status:

Licenses We Verify: Medical licenses (physicians, nurses, therapists), professional licenses (attorneys, CPAs, engineers), trade licenses (electricians, plumbers, HVAC), financial services licenses (Series 7, insurance), CDL and DOT medical cards, teaching certifications, and real estate licenses.

What We Check: Current license status (active, expired, suspended), license number and issue date, expiration date and renewal status, any disciplinary actions or sanctions, restrictions or limitations on license, and verification of continuing education requirements.

We check directly with state licensing boards and professional regulatory agencies for the most accurate, current information.

Typical Turnaround: 1-3 business days.

Motor Vehicle Records (MVR) Check

For driving positions or company vehicle use, we obtain official driving records:

What MVRs Show: License status (valid, suspended, revoked), license class and restrictions, traffic violations and points, DUI/DWI convictions, at-fault accidents, and license suspensions or revocations.

When MVRs Are Essential: CDL drivers and commercial vehicle operators, delivery drivers and couriers, sales representatives using company vehicles, employees driving clients or passengers, and any position requiring regular driving.

We obtain records directly from state DMVs ensuring accuracy and compliance. Records are current as of request date.

Typical Turnaround: 1-3 business days.

Credit and Financial Background Checks

For positions with financial responsibility, we provide employment credit reports:

What’s Included: Credit history and payment patterns, bankruptcies and foreclosures, judgments and liens, accounts in collection, and current debt levels (without credit score for employment purposes).

Permissible Use Under FCRA: Positions with access to financial information or assets, fiduciary responsibilities, expense account or company credit card access, and positions handling cash or financial transactions.

Important Notes: Credit checks for employment require specific disclosure and consent. Many states restrict or prohibit employment credit checks. We ensure compliance with all state laws including California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and Washington restrictions.

Typical Turnaround: Instant to 24 hours.

Reference Checks

We conduct professional reference checks to gather insights beyond resume verification:

What We Ask: Relationship to candidate and duration, candidate’s job responsibilities and performance, strengths and areas for improvement, reliability and work ethic, teamwork and communication skills, reason for leaving (if applicable), and eligibility for rehire.

Our Approach: Structured questionnaire ensuring consistency, professional interviewers trained in reference checking, documentation of all responses, and identification of red flags or concerns.

Challenges: Many companies have policies limiting references to dates of employment only. When possible, we seek references from direct supervisors or colleagues rather than HR departments. We conduct multiple references (typically 2-3) for comprehensive perspective.

Typical Turnaround: 3-7 business days depending on reference availability.

Industry-Specific Background Screening

Healthcare Background Checks

Healthcare employers face strict regulatory requirements and patient safety concerns:

Required Searches: County and federal criminal background checks, OIG Exclusion List (Office of Inspector General), GSA Excluded Parties List, state Medicaid exclusion lists, abuse registry checks (child and elder), professional license verification (nurses, physicians, therapists), education and credential verification, and drug testing (pre-employment and random).

Why Healthcare Screening is Critical: Patient safety and vulnerable population protection, Medicare/Medicaid reimbursement eligibility (excluded individuals cannot participate), Joint Commission and accreditation requirements, state and federal regulatory compliance, and liability protection for healthcare facilities.

Common Disqualifiers: OIG exclusion (cannot work in federally funded healthcare), violent crimes or patient abuse, drug-related convictions for clinical positions, professional license suspensions or revocations, and abuse registry listings.

Typical Turnaround: 3-5 business days for comprehensive healthcare package.

Transportation and DOT Background Checks

FMCSA regulations require specific background checks for CDL drivers:

DOT Background Check Requirements: Employment verification for previous 3 years (all employers), safety performance history inquiry, drug and alcohol testing history, Motor Vehicle Record (MVR) from all states where licensed in past 3 years, criminal background check (recommended but not federally mandated), and FMCSA Drug & Alcohol Clearinghouse query (required since 2020).

What Employers Must Verify: Previous DOT-regulated employment, accidents and safety violations, drug and alcohol test results, and CDL license status and endorsements.

Clearinghouse Requirements: Pre-employment full query (with driver consent), annual limited query for all current drivers, real-time notification of violations, and documentation of query results.

We provide complete DOT-compliant background screening packages including all required verifications and documentation for DOT compliance files.

Typical Turnaround: 3-7 business days (longer if previous employers are slow to respond).

Financial Services Background Checks

Banking, securities, and financial services face regulatory screening requirements:

Required Searches: FINRA BrokerCheck and securities licensing, SEC and regulatory databases, criminal background check (emphasis on financial crimes), credit history review, employment and education verification, and professional reference checks.

Regulatory Requirements: FINRA Rule 3110 (supervision and background checks), SEC registration and compliance, state banking regulations, Sarbanes-Oxley Act compliance, and anti-money laundering (AML) requirements.

Disqualifying Factors: Felony convictions (particularly fraud, theft, embezzlement), securities violations or sanctions, bankruptcy or severe financial distress, falsification of application or credentials, and regulatory bars or suspensions.

Ongoing Monitoring: Many financial institutions implement continuous monitoring for regulatory actions, criminal arrests or convictions, and license status changes.

Education and Childcare Background Checks

Positions involving children require enhanced screening:

Required Searches: Fingerprint-based FBI criminal background check, state and county criminal checks, sex offender registry search, child abuse and neglect registry, teaching credential or license verification, education verification, and employment history verification.

State-Specific Requirements: Each state has specific requirements for school employees and childcare workers. We ensure compliance with state education department and licensing agency requirements including fingerprinting procedures, registry checks, and periodic re-screening requirements.

Disqualifying Offenses: Crimes against children, violent felonies, sex offenses, drug-related convictions, and any offense involving moral turpitude.

Typical Turnaround: 1-2 weeks (fingerprinting adds time to process).

Property Management and Tenant Screening

Landlords and property managers need accurate tenant screening:

Tenant Screening Includes: Credit report with score, eviction history search, criminal background check, rental history verification, employment and income verification, and previous landlord references.

What Landlords Look For: Ability to pay rent (income 3x rent amount typically), history of on-time payments, no recent evictions, no violent criminal history, and positive landlord references.

Fair Housing Compliance: We ensure screening complies with Fair Housing Act prohibitions against discrimination and provides consistent criteria applied to all applicants. Landlords must follow adverse action procedures if denying based on background check.

Typical Turnaround: 1-3 business days.

Our Background Check Process

Step 1: Account Setup and Ordering

Create your employer account online in minutes with company information and authorized users. Select background check packages that fit your hiring needs. Set up billing preferences (credit card, ACH, or invoicing for established accounts).

Order individual background checks as needed or set up high-volume screening programs for multiple candidates.

Step 2: Candidate Consent and Authorization

Obtain written consent from candidates before ordering background checks. We provide compliant disclosure and authorization forms that meet FCRA requirements. The candidate signs consent allowing you to obtain background reports. We recommend digital consent through our online portal for fastest processing.

Candidates provide necessary information including full legal name, date of birth, Social Security Number, current and previous addresses (7-10 years), and employment and education history.

Step 3: Comprehensive Background Screening

We immediately initiate all requested searches through county courthouses (for criminal records), national databases (for broad coverage), verification contacts (employers, schools, licensing boards), credit bureaus (if authorized), and government databases (sex offender registries, professional licenses).

Our screening specialists review all records for accuracy, verify database findings at the source, identify and resolve discrepancies, and flag records requiring further investigation.

Step 4: Report Delivery and Review

You receive comprehensive background reports through our secure online portal, typically within 1-5 business days depending on search types. Reports include all findings clearly organized by search type, candidate-provided information compared to verified information, any red flags or concerns highlighted, and compliance guidance for adverse action decisions.

Our team is available to help you interpret results, advise on FCRA compliance procedures, and answer questions about specific findings.

Step 5: Adverse Action Process (If Needed)

If you’re considering rejecting a candidate based on background check findings, you must follow FCRA adverse action procedures:

Pre-Adverse Action: Provide the candidate with a copy of the background report and a summary of their rights under FCRA. Wait a reasonable time (typically 5 business days) for the candidate to dispute inaccuracies.

Final Adverse Action: If you proceed with rejection, send a final adverse action notice identifying the consumer reporting agency (us), stating the candidate’s right to dispute report accuracy, and noting that the reporting agency didn’t make the decision.

We provide template letters and guidance to ensure compliance with all adverse action requirements.

Pricing and Packages

Individual Search Pricing:

County Criminal Search: $15-$25 per county Multi-State Criminal Database: $10-$15 Federal Criminal Search: $15-$20 Sex Offender Registry: Included complimentary Employment Verification: $15-$25 per employer Education Verification: $15-$25 per institution Professional License Verification: $10-$15 Motor Vehicle Record (MVR): $10-$20 per state Credit Report (employment): $15-$25 Reference Check: $25-$40 per reference

Pre-Built Packages:

Basic Package – $35 Multi-state criminal database search, sex offender registry check, and Social Security Number verification. Best for low-risk positions or volunteer screening.

Standard Package – $50 County criminal search (1 county), multi-state database, federal criminal search, sex offender registry, employment verification (1 employer), and education verification (1 institution). Best for most general employment positions.

Comprehensive Package – $75 County criminal searches (up to 3 counties), multi-state database, federal criminal search, sex offender registry, employment verification (2 employers), education verification (1 institution), professional license verification (if applicable), and reference checks (2 references). Best for management positions or roles with increased responsibility.

Professional Package – $100 Everything in Comprehensive Package plus employment credit report, additional employment verifications (3 total), additional county searches as needed, and MVR (if driving required). Best for executive positions or roles with financial responsibility.

Volume Discounts: 10-25 background checks/month: 10% discount 26-50 background checks/month: 15% discount 51-100 background checks/month: 20% discount 100+ background checks/month: Custom pricing

No Hidden Fees: ✅ No setup fees or account minimums ✅ No monthly subscription fees ✅ No rush fees for standard turnaround ✅ No fees for adverse action letters ✅ No cancellation or termination fees

Why Choose Our Background Screening Services

Accuracy You Can Trust

We verify every database finding at the source (county courthouse verification for criminal records, direct contact with employers and schools, professional license checks with state boards) rather than relying solely on automated database searches that can be incomplete or outdated. Our experienced screening specialists manually review every report, identifying potential errors, resolving discrepancies, and ensuring accuracy.

We maintain rigorous quality control standards with double-checking of all critical information, supervisor review of complex cases, regular audits of our processes, and continuous improvement based on accuracy metrics.

FCRA Compliance Expertise

We ensure full compliance with Fair Credit Reporting Act requirements including proper disclosure and authorization procedures, permissible purpose verification, adverse action letter templates and guidance, dispute resolution handling, and record retention requirements.

Our compliance team stays current with FCRA amendments, state-specific background check laws, ban-the-box legislation, and industry-specific regulations. We provide guidance to help you avoid costly FCRA violations.

Fast Turnaround Times

Standard turnaround for most packages: 1-3 business days Criminal searches: 1-2 business days (county-dependent) Employment verification: 2-5 business days Education verification: 3-7 business days Comprehensive packages: 3-5 business days

Rush service available for time-sensitive hiring with expedited processing for additional fee when county courts and verification sources allow.

Exceptional Customer Support

Dedicated account managers for high-volume clients, phone and email support during business hours (M-F 8 AM – 6 PM CT), help interpreting background check results, compliance guidance and adverse action assistance, and custom package development for unique needs.

Secure, User-Friendly Platform

Our online portal provides 24/7 access to order background checks and view results, candidate invitation system for consent collection, real-time status updates on pending checks, searchable archive of all background reports, compliance document library, and reporting and analytics dashboard.

Bank-level encryption protects all sensitive data. SOC 2 Type II certified for data security. HIPAA compliant for healthcare clients.

Frequently Asked Questions

What is the most accurate type of background check? County-level criminal searches are most accurate because county courthouses hold the most complete and current criminal records. Database searches provide broad coverage but must be verified at the county level for accuracy and FCRA compliance. A comprehensive background check combines county searches, database searches, and direct verification of employment and education.

How long does an accurate background check take? Most employment background checks are completed in 1-5 business days. Criminal searches take 1-2 business days, employment verification 2-5 business days, and education verification 3-7 business days. Comprehensive packages typically complete within 3-5 business days. Delays can occur if county courts are backlogged or employers are slow to respond.

What shows up on an employment background check? Criminal history (felonies, misdemeanors within 7-year reporting period), employment history verification, education verification, professional license status, motor vehicle records (if requested), credit history (if permitted and relevant), sex offender registry, and civil court records (judgments, liens). Background checks do NOT include medical records, genetic information, bankruptcy older than 10 years, or arrests without conviction after 7 years.

How far back do employment background checks go? FCRA limits criminal records to 7 years for most positions (exceptions for salaries over $75,000 or state laws allowing longer). Employment verification typically covers 7-10 years. Education verification has no time limit. Credit reports show 7-10 years of history. State laws may impose different limits—California, for example, limits criminal reporting to 7 years regardless of salary.

Can employers see arrests that didn’t result in conviction? It depends on state law and timing. Under FCRA, arrests without conviction cannot be reported after 7 years. Some states prohibit reporting arrests without conviction entirely. Pending charges may be reportable. Many employers focus on convictions only to reduce legal risk.

What disqualifies you from a background check?

This varies by employer and position. Common disqualifiers include criminal convictions relevant to the job, falsification of application or credentials, failed drug test, poor employment history or terminations for cause, license suspension or revocation for licensed positions, and listing on exclusion lists (OIG, sex offender registry). Employers must show disqualifying criteria relate to job requirements.

How much do employment background checks cost?

Basic packages start at $25-$35 for database criminal search and verification. Standard packages cost $50-$75 including county criminal searches, employment verification, and education verification. Comprehensive packages cost $75-$100 with additional searches and verifications. Individual searches range from $10-$40 each. Volume discounts reduce per-check costs significantly.

Do I need the candidate’s consent for a background check?

Yes! FCRA requires written consent before running employment background checks. You must provide disclosure that you’re obtaining a background report and obtain the candidate’s signed authorization. Consent must be on a standalone document, not buried in the employment application. Failure to obtain proper consent violates FCRA.

What is the adverse action process?

If you decide not to hire based on background check findings, FCRA requires: (1) Pre-adverse action – give candidate a copy of the report and FCRA rights summary, wait reasonable time for disputes (typically 5 days); (2) Final adverse action – if you proceed with rejection, send final notice identifying the reporting agency and the candidate’s right to dispute. We provide template letters for compliance.

Can I run a background check on current employees?

Yes, with proper consent and permissible purpose. You can run background checks for promotion to higher-responsibility positions, periodic re-screening (if policy is applied consistently), investigation of workplace incidents or policy violations, and required regulatory re-screening. You must obtain new consent for each background check.

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Speak with a DOT compliance specialist:

Call: (432) 253-8958
Email: [email protected]
Hours: Monday-Friday, 8 AM – 6 PM CT
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