Aurora Background Checks: An Employer’s Guide [2025]

Thorough pre-employment background checks help businesses in Aurora, Colorado, verify candidate qualifications and ensure they are making the best hiring decisions.

At iprospectcheck, we specialize in providing accurate and legally compliant background screening services for companies throughout Aurora and across Colorado.

This guide outlines the key requirements and best practices for conducting employment background checks in Aurora while maintaining compliance with state and federal laws.

What is an Aurora Employment Background Check?

An employment background check in Aurora examines a candidate’s criminal history, educational background, work experience, professional certifications, and other key details to assess their suitability for a job.

Colorado employers rely on these screenings to verify applicant information, ensuring that hiring decisions are based on factual data rather than solely on resume claims.

Why Do Employers in Aurora Conduct Background Checks?

Employers in Aurora conduct background checks for several key reasons:

1. Promote Workplace Safety

Background checks help Aurora employers identify potential workplace safety risks by revealing past criminal activity or behavior that could pose a threat to employees, customers, or visitors.

These screenings allow businesses to make informed hiring decisions and create a secure work environment.

2. Support Fair Hiring Practices

Standardized background screening processes ensure that all applicants are evaluated consistently, helping to reduce unconscious bias and promote fair hiring practices.

3. Comply with Regulations

Many industries in Aurora, Colorado, must adhere to strict background check requirements under both state and federal laws.

For example, employers regulated by the U.S. Department of Transportation (DOT) must conduct DOT background checks and DOT drug testing for applicants in safety-sensitive roles.

Aurora is home to several key industries that require thorough screenings. The region’s growing aerospace and defense sectors include companies like Lockheed Martin and Northrop Grumman, where employees may need security clearances for classified projects.

Similarly, Denver International Airport, a major transportation hub near Aurora, enforces strict security background checks for airport staff, including fingerprint-based screenings and security threat assessments.

Additionally, Colorado state law mandates fingerprint-based background checks and abuse registry screenings for employees who work with vulnerable populations, such as children, seniors, and individuals with disabilities.

4. Minimize Negligent Hiring Risks

Employers that fail to properly vet employees may face legal liability if a poorly screened hire causes harm.

Conducting thorough background checks demonstrates that businesses have taken reasonable steps to verify candidate qualifications and safety, reducing the risk of negligent hiring claims.

5. Build Trust with Clients

Many positions require handling sensitive customer information, including financial transactions, healthcare services, and confidential business data.

By conducting comprehensive background screenings, employers can ensure that candidates are trustworthy and capable of protecting private information, reducing the risk of data breaches or misuse.

Clients feel more confident working with companies that implement rigorous background checks, knowing their personal data is in secure hands.

6. Protect Corporate Reputation

Employees represent their organization, particularly in customer-facing roles.

Background checks help businesses avoid hiring individuals with a history of misconduct that could damage the company’s reputation or erode customer trust.

What Information Appears on an Aurora Background Check?

The details included in an employment background check in Aurora vary based on the specific searches requested.

Typical elements often include:

Criminal History

If a candidate has a criminal conviction or an open criminal case, a criminal background check typically reveals the following details:

• Criminal case number
• Jurisdiction
• Date of the offense
• Nature of the charges
• Classification level (misdemeanor or felony)
• Case disposition
• Disposition date
• Sentence (if applicable)

Employers should not automatically disqualify candidates based on criminal convictions.

Instead, each conviction should be carefully reviewed for relevance to the job’s responsibilities and potential safety concerns.

Additionally, consumer reporting agencies (CRAs) are prohibited from disclosing sealed, pardoned, or expunged records.

Employment Verification

Employment verification confirms a candidate’s work history, including:

• Company names and addresses
• Start and end dates of employment
• Job titles and positions held

Employers use this process to validate a candidate’s professional background and identify any gaps in employment that may need further clarification.

Education Verification

Education verification ensures that candidates have accurately represented their academic background. It includes:

• Institution name(s) and address(es)
• Enrollment periods
• Degrees or diplomas earned

This step helps employers confirm that applicants meet the educational requirements for a position.

Professional License Verification

Professional license verification provides crucial details about an applicant’s credentials, including:

• License validity
• License number
• Issuance date
• Issuing organization
• Expiration date
• Public disciplinary actions

This process ensures that professionals in regulated industries hold the proper certifications and credentials for their roles.

Identity Verification

Identity verification helps confirm a candidate’s identity and locate additional jurisdictions for further searches. It includes:

• Names used by the candidate, including aliases
• Address history
• Date of birth

This step is crucial for ensuring that background checks are conducted on the correct individual.

Motor Vehicle Records (MVR) Check

Motor Vehicle Record (MVR) checks provide details about a candidate’s driving history, including:

• License number
• License class
• Issuance date
• Driver’s full legal name
• Registered address
• Traffic infractions
• Major traffic violations
• Expiration date
• License suspensions or revocations

For positions requiring driving, MVR checks help employers confirm that candidates are safe, responsible drivers and eligible for insurance coverage.

Important Laws and Regulations

Federal Laws

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that safeguards consumer privacy by regulating how consumer reporting agencies (CRAs) gather, store, and share background check information, as well as how employers use these reports in hiring decisions.

Under the FCRA, CRAs cannot report certain information older than seven years for positions with salaries under $75,000 per year, including:

• Arrests not resulting in convictions
• Paid tax liens
• Civil lawsuits
• Civil judgments
• Chapter 13 bankruptcies (Chapter 7 bankruptcies can be reported for up to 10 years)
• Debt collection accounts

Employers must provide candidates with a standalone disclosure form explaining the background check process, without additional content.

Additionally, employers must obtain written consent from candidates before conducting a background check.

If an employer chooses not to hire a candidate based on the results of a background check, they must follow the FCRA’s adverse action process before finalizing their decision.

Fair Chance to Compete for Jobs Act

The Fair Chance to Compete for Jobs Act (FCA) prohibits federal employers and contractors from inquiring about criminal history until after a conditional job offer has been made.

Federal agencies are also barred from awarding contracts to companies that fail to comply with the FCA by inquiring into a candidate’s criminal history before extending a contingent employment offer.

Title VII of the Civil Rights Act of 1964

Title VII prohibits employment discrimination based on protected characteristics such as race, gender, religion, and national origin. This law covers all phases of employment from hiring to termination.

The Equal Employment Opportunity Commission (EEOC) enforces this law and provides enforcement guidance on evaluating criminal record information found in background checks.

Before making an adverse hiring decision based on a criminal conviction, employers must conduct an individualized assessment, considering the relevance of the offense to job responsibilities and workplace safety.

Colorado Laws

Ban-the-Box Law for Private Employers

Colorado’s “Chance to Compete” Act (C.R.S. § 8-2-130) restricts when employers can inquire about an applicant’s criminal history:

• Employers are prohibited from advertising that they don’t hire people with criminal convictions.
• Employers cannot ask about criminal history on an initial job application.
• Background checks can be conducted at any time in the hiring process.

Exceptions apply for jobs where a background check is legally required.

This law ensures candidates are considered for their qualifications before their criminal record is reviewed.

Ban the Box Law for Public Employers

Colorado has a separate ban-the-box law that applies to public employers found at C.R.S. § 24-5-101.

Under this law, state employers can’t include questions about criminal convictions on their applications.

State employers must wait until a candidate has been selected as a finalist before they can complete criminal background checks.

This law provides exceptions for the Colorado Department of Corrections, law enforcement officers, applicants for positions working with vulnerable populations, the Colorado Department of Revenue, the Colorado Department of Public Safety, and the Public Employees’ Retirement Association.

If an applicant has a conviction, the public employer must individually assess it as it relates to the job before making a final decision.

Fingerprint-Based Background Checks

Colorado requires fingerprint-based background checks for roles in industries such as education, healthcare, and childcare.

• Childcare workers must undergo fingerprint-based background checks through the Colorado Bureau of Investigation (CBI) and the FBI before employment.
• Per R.S. § 12-135-502, applicants for a license in mortuary science are required to submit fingerprints for a criminal history record check.
• First-time EMS certification applicants must undergo CBI and FBI fingerprinting. Renewals require re-fingerprinting only if the applicant lived outside Colorado in the past three years.

These checks help ensure that individuals working in sensitive positions meet state safety requirements.

Employment Discrimination Laws

The Colorado Anti-Discrimination Act (CADA) prohibits workplace discrimination based on:

• Disability
• Race
• Creed
• Color
• Sex
• Sexual orientation
• Gender identity
• Gender expression
• Religion
• Age
• National origin
• Ancestry

Employers in Colorado must ensure their hiring practices comply with CADA to avoid discriminatory hiring decisions.

Credit Check Law

Under the Colorado Employment Opportunity Act, employers are restricted from performing credit history checks with a few exceptions.

Employers can’t use credit history information to make employment decisions. The information substantially relates to the position.

The following exceptions apply:

• Banks and financial institutions
• When the report is required by law
• The information substantially relates to the position

Record Sealing and Expungement Laws

Under C.R.S. § 24-72-706, individuals with certain criminal convictions in Colorado may petition to seal their records after a set waiting period:

• Petty offenses – 1 year
• Class 2 or 3 misdemeanors or any drug misdemeanors – 2 years
• Class 1 misdemeanors or Class 4, 5, or 6 felonies – 3 years
• Other eligible felonies – 5 years

Sealed records are not accessible to employers and cannot be used in hiring decisions.

Additionally, Colorado allows the expungement of certain juvenile records and records related to marijuana offenses under C.R.S. § 18-13-122.

Employers and background check providers cannot consider expunged records.

Marijuana and Employment Background Checks

Colorado has legalized recreational marijuana, but employers retain the right to enforce drug-free workplace policies:

• Employers can test for marijuana use, even if consumed legally off-duty.
• Employees can be terminated for failing a drug test, as marijuana is still illegal under federal law.

However, under C.R.S. § 24-34-402.5, employers cannot discriminate against employees for lawful off-duty conduct unless it directly impacts job performance or workplace safety.

Colorado Seven-Year Reporting Rule for Convictions

Under C.R.S. § 5-18-109(1)(e), Colorado restricts the reporting of convictions, arrests, and indictments that are older than seven years.

Unlike the FCRA, this law doesn’t have a salary threshold, which means it applies to all positions.

The Colorado Clean Slate Act may affect this law, however.

Colorado Clean Slate Act

The Clean Slate Act was signed into law in 2022 and is found at C.R.S. § 13-3-117.

This law provides for the automatic sealing of criminal records once a requisite time has passed:

• Civil infractions – four years
• Petty offenses and misdemeanors – Seven years
• Felony offenses – 10 years

Automatic sealing doesn’t require the individual to petition the court for expungement. If a record is automatically sealed, it can’t be reported.

Violent crimes can’t be sealed.

Social Media Privacy Law

Colorado has a social media privacy law found at C.R.S. § 8-2-127.

Under this law, employers are prohibited from the following activities:

• Asking or requiring an applicant or employee to disclose their social media account information or password
• Requiring an applicant or employee to add the employer to their contact lists
• Asking or requiring an applicant or employee to change their privacy settings so the employer can view their social media accounts

Salary History Inquiry Ban

Under the Equal Pay for Equal Work Act, employers are prohibited from asking applicants about their salary history or using any pay information they find to determine the salary amount.

They also must inform current employees about job openings and their pay scales.

How to Conduct Employment Background Checks in Aurora

1. Establish a Screening Policy

Create a detailed background check policy before initiating applicant screenings.

Ensure the policy aligns with federal, Colorado, and local laws while clearly defining the step-by-step process HR personnel should follow.

Document which roles require background checks and outline compliance obligations.

2. Train HR Personnel

Provide thorough training to your HR team to ensure they understand the company’s background check policy and the legal requirements for conducting screenings.

3. Provide Candidate Disclosure and Secure Consent

Use a standalone disclosure form to inform candidates of your intent to conduct background checks, following Fair Credit Reporting Act (FCRA) requirements.

Obtain written consent before starting the background check process.

4. Partner with a Reputable Provider

Work with a trusted background check provider, such as iprospectcheck, to ensure compliance and accuracy.

5. Time Screenings Effectively

Under Colorado’s “Chance to Compete” Act (ban-the-box law), employers cannot ask about an applicant’s criminal history on the initial job application.

To comply with this law, background checks should only be conducted after an applicant has moved forward in the hiring process, such as after an interview or a conditional job offer.

This approach not only ensures legal compliance but also helps reduce unnecessary screening costs and streamline hiring decisions.

6. Customize Screenings by Role

Tailor background checks to match the specific requirements of the position. This helps avoid unnecessary expenses on irrelevant screenings.

7. Review and Communicate Results

Keep candidates informed throughout the background check process. Once results are received, review them carefully.

If moving forward with a candidate, communicate the next steps, including onboarding and start date confirmation.

8. Evaluate Convictions

If a candidate has a criminal conviction, assess its relevance to the job’s duties and workplace safety before making a hiring decision.

Colorado law encourages individualized assessment rather than automatic disqualification.

9. Follow the Adverse Action Process

If you choose not to hire a candidate based on background check findings, adhere to the FCRA’s adverse action process:

• Send a Pre-Adverse Action Notice: Include a copy of the background check report and highlight any concerning findings.
• Allow Time for a Response: Give the candidate a reasonable opportunity to dispute inaccuracies or provide evidence of rehabilitation.
• Issue a Final Adverse Action Notice: If rejecting the candidate, send a final notice along with a summary of their FCRA rights.

Get an Aurora Background Check with iprospectcheck

Aurora is a hub for various industries, including healthcare, aerospace, education, and finance—each with specific compliance and risk management needs.

At iprospectcheck, we provide accurate, compliant, and customized background screening solutions tailored to your business. Our expertise ensures thorough, legally compliant reports to support confident hiring decisions.

For more information or a free quote, call us today: 888-509-1979.

DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.