As an HR professional or business owner in Idaho, you want to find the right employees who will help to build your reputation and your brand.
The best employees can facilitate the growth and success of your business while also improving workplace safety. It is not enough to follow up with your applicants’ references or to simply complete Google searches of their names.
These basic types of background checks are inadequate for protecting your company against potential liability and other employment-related problems.
The best way to ensure that your Idaho company finds employees who are qualified and reliable is to run pre-employment background checks on your job candidates.
At iprospectcheck, our professionals check the backgrounds of thousands of applicants and employees every month for Idaho businesses throughout the state, including in the cities of Boise, Meridian, Nampa, Idaho Falls, and others.
We understand how to conduct comprehensive Idaho background checks in a manner that complies with the relevant state and federal laws – and we’ve written this guide to help you to learn more about the background screening process and the requirements that apply to it.
Idaho Employment Background Check Laws
As an employer in Idaho, you are expected to comply with all state, local, and federal laws that apply to pre-employment background checks. Changes to the laws frequently occur when new legislation is passed or when courts issue decisions.
Federal Laws on Employment Background Checks
Several federal laws apply to pre-employment background checks. Two of the major laws that govern background screens include the Fair Credit Reporting Act and Title VII of the Civil Rights Act of 1964. The Federal Trade Commission is the federal agency that is tasked with enforcing the FCRA. Title VII of the Civil Rights Act is enforced by the Equal Employment Opportunity Commission or EEOC.
The Fair Credit Reporting Act (FCRA) is a comprehensive set of federal guidelines that regulate hiring practices for employers throughout the country. The FCRA was created to guarantee privacy, accuracy, and fairness for consumers and establishes a standard for how employers can collect, share, and use consumer information.
Under FCRA, employers must get a candidate’s authorization before conducting a background check. FCRA also establishes strict protocols on how employers must conduct themselves if they decide not to hire a candidate due to the information uncovered in the background screening.
If you work with iprospectcheck, you can rest easy knowing we’re fully FCRA-compliant and will help you stay in compliance at every step of the hiring process.
The U.S. Equal Employment Opportunity Commission or EEOC is responsible for overseeing the enforcement of Title VII of the 1964 Civil Rights Act. Suppose a background check exposes a criminal incident in an applicant’s history. In that case, EEOC guidelines state that the employer must conduct an individual assessment of those incidents, as they pertain to the position in question.
Idaho State Laws on Employment Background Checks
Idaho Code § 67-3008 addresses the release of criminal history information from the government to private parties, including employers who conduct background checks. Under this law, employers must obtain consent from applicants or employees before requesting criminal history information from the state, local, or county governmental agencies.
Employers must also comply with the Idaho Fair Employment Practices Act, the FCRA, and Title VII as previously discussed. The Idaho Human Relations Commission enforces the Fair Employment Practices Act, which is the state’s anti-discrimination law.
Under IHRC guidance, Idaho employers that discover criminal history information on pre-employment background checks should consider several factors before disqualifying an applicant. These factors include how many convictions the applicant has, how recent they were, and their severity. Employers are also discouraged from asking about the criminal histories of applicants when the information does not substantially relate to the jobs in question.
What Appears on an Idaho Background Check?
Idaho employers most commonly request information about the criminal history, past employment, education, and credentials of their applicants. Based on the nature of the job, an employer might also ask for information about an applicant’s credit and driving records.
For applicants with a criminal record, employers might see the following information on an Idaho pre-employment background check:
- Filing date
- Date of disposition
- Whether the offense was a misdemeanor or felony
- The disposition of the case
- Some sentencing information
Past Employment Verification
Verifying the past employment information of an applicant through a pre-employment background check allows you to see whether the applicant has made accurate claims about his or her experience. The background check will allow you to confirm the applicant’s employment dates at each job and the positions that he or she has held.
Obtaining this type of information can help you to ensure that an applicant is trustworthy and can also help you to prevent potential claims of negligent hiring.
If an applicant has claimed to have a specific degree, your Idaho employment background check can include a verification of the education that an applicant has received. This can help you to ensure that you hire applicants who are qualified for their positions.
Credit checks are available through iprospectcheck and are typically only used for financially sensitive positions.
Some employers in Idaho request driving records as a part of their background checks. These types of records are useful if you are hiring people who will drive as a regular part of their jobs to ensure that they are safe.
How Far Back Do Background Checks Go in Idaho?
Idaho pre-employment background checks must comply with the FCRA’s rules for the length of time that adverse information can be reported for employment purposes.
The reporting restrictions of the FCRA do not apply to salaried positions that are offered at $75,000 or higher. In general, criminal history information on background checks will go back seven years.
Working with a reliable background screening company like iprospectcheck can help you to avoid relying on information that is prohibited. However, information about an applicant’s credentials, education, and employment history are not subject to the restrictions of the FCRA. This means that you can rely on these types of information regardless of their age.
How to Get an Idaho Background Check for Employment
In Idaho, criminal record information is held in a central repository with the Bureau of Criminal Identification of the Idaho State Police. The cost of a name-based criminal history check from the state repository costs $20 if paid by check. There is an additional processing fee for criminal history checks that are paid by credit card.
However, if you use this method, you may not receive complete information. You will only receive criminal history information for the applicants and will not receive information from out-of-state convictions, about their education, employment history, credentials, or credit history.
Trying to search through court records in all of the jurisdictions where applicants have lived is labor-intensive. You can avoid these processes by partnering with a reliable background screening provider like iprospectcheck.
When you work with iprospectcheck, you can choose the types of reports that you want to receive instead of paying for information that you do not need.
How Long Does a Background Check Take in Idaho?
The length of time that getting a background check will take will depend on the method that you use. Obtaining a name-based background check from the Bureau of Criminal Identification may take some time for processing since the agency processes requests in the order that they are received.
If you try to comb through court records, the process can be very time-consuming. Finally, working with iprospectcheck can allow you to receive your results quickly.
Depending on the information that you need, reports are generally completed in 24 to 48 hours.
How Much Does a Background Check Cost in Idaho?
If you order a background check through the Idaho State Police Bureau of Criminal Identification, a name-based search will cost $20.
However, this type of background check will not provide you with the various types of background information that your company might need. Through an online search, you might find disreputable vendors that promise free background checks. These types of reports may not be legally compliant and may include inaccurate information.
Conducting background checks internally by checking county court and municipal records is also not a good approach. This method requires a large number of labor hours and is not cost-effective.
Partnering with a reliable background check provider like iprospectcheck is the most affordable way to complete pre-employment background checks in Idaho. The methods that we use are cutting-edge and allow us to provide up-to-date, reliable results for our clients.
The cost of a background report will vary with the complexity of the scope of work requested. You can view our background check packages for pricing information.
iprospectcheck: Your Trusted Partner for Fast, Accurate, Compliant Idaho Background Checks
Completing Idaho background checks should be something that you do routinely during the hiring process. Ensuring that the results you receive comply with all relevant laws is likewise important.
At iprospectcheck, our professional staff and resources allow us to secure the important data you need. Our staff members undergo thorough training and understand what is required when conducting comprehensive background checks and compiling reports for our clients.
Let us help you make informed hiring decisions. To learn more about our Idaho background check services, call 888-808-9997 to request a free, no-risk consultation with one of our Idaho screening specialists or fill out the form here.
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.