Idaho Falls Background Check for Employment: A Complete Guide [2025]

Employers in Idaho Falls use background checks to hire trustworthy employees and stay compliant with the law.

At iprospectcheck, we provide quick, accurate background screening services to support businesses across Idaho.

In this guide, we’ll cover the most important laws and best practices for running employment background checks specifically in Idaho Falls.

What is an Idaho Falls Employment Background Check?

An employment background check in Idaho Falls investigates a candidate’s criminal record, education, job history, licenses, and other key details to evaluate if they’re qualified for the position.

Why Do Employers in Idaho Falls Run Background Checks?

Idaho employers use background checks to confirm a candidate’s history and make smart hiring decisions based on verified facts, not just what’s listed on a resume.

Here are some of the main reasons Idaho Falls employers rely on background checks:

1. Create a Safer Workplace

Background checks help Idaho Falls employers identify past criminal behavior that could present a risk to coworkers, customers, or the public.

This step is important for building and maintaining a safe work environment.

2. Support Fair Hiring Practices

Applying the same screening process to all applicants promotes consistency in hiring.

This reduces bias, supports equal opportunity, and protects against discrimination claims.

3. Stay Compliant with Laws and Industry Rules

Employers in Idaho Falls must follow federal, state, and local laws when conducting background checks.

Some industries have special screening rules.

For example:

• Employers regulated by the S. Department of Transportation (DOT) must complete DOT background checks, DOT physicals, and DOT drug tests for safety-sensitive roles.
• Anyone working in public K-12 schools in Idaho Falls, including employees, volunteers, and contractors with unsupervised access to students, must pass a background check. This includes fingerprinting and screenings by the Idaho State Police, FBI, and the state sex offender registry.
• The City of Idaho Falls requires that all regular new hires successfully pass a background check before beginning employment. They may extend a conditional offer, but no one can start work until the check is complete.

4. Avoid Negligent Hiring Claims

If an unvetted employee causes harm, it could expose your company to legal action.

Thorough screenings help show due diligence and reduce liability.

5. Protect Sensitive Information

Jobs in finance, healthcare, and legal sectors often involve access to private data.

Screening helps confirm a candidate’s trustworthiness and lowers the risk of data breaches or fraud.

6. Maintain the Company’s Reputation

Employees represent your organization.

A background check helps you avoid hiring someone whose history could harm your brand or customer trust.

What Shows Up on an Idaho Falls Background Check?

What appears in a background check depends on which screenings you require.

Most employers in Idaho Falls request the following searches:

Criminal History

If a candidate has a criminal record or pending charges, the report may include:

• Case number
• Court jurisdiction
• Date of the offense
• Description of the charges
• Classification (misdemeanor or felony)
• Case outcome
• Disposition date
• Sentencing details (if available)

You should assess how any offense relates to job duties or workplace safety, rather than automatically disqualifying someone based on a conviction.

Sealed, expunged, or pardoned records are not included in reports, and Idaho law generally prevents employers from using that information when making hiring decisions.

Employment Verification

This check confirms if the applicant’s job history is accurate.

It typically includes:

• Names and locations of past employers
• Dates of employment
• Job titles and duties

It helps identify resume discrepancies and unexplained employment gaps.

Education Verification

Education Verifications confirm that the candidate meets academic requirements and usually include:

• Name and location of schools or universities
• Attendance dates
• Degrees, diplomas, or certifications earned

This helps verify that the education listed is accurate.

Professional License Verification

For positions that require licensing, this check verifies that credentials are current and valid.

Reports may show:

• License holder’s name
• License type and number
• Status (active, expired, or restricted)
• Issuing agency
• Issue and expiration dates
• Any public disciplinary history

This is especially important in healthcare, legal, and financial industries.

Identity Verification

This ensures the report belongs to the correct individual. It often verifies:

• Full legal name and any known aliases
• Previous residential addresses
• Date of birth

This check also helps pinpoint the right areas to search for criminal or employment history.

Motor Vehicle Records (MVR) Check

For driving roles, an MVR check investigates the applicant’s driving history and may include:

• Driver’s license number and classification
• Issue and expiration dates
• Full legal name and address on record
• History of traffic violations, DUIs, or serious offenses
• Any suspensions or revocations

These checks confirm whether someone is eligible, safe, and insurable to drive for work.

Important Laws and Regulations

Federal Laws

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act is a federal law that protects job applicants’ privacy and sets rules for how consumer reporting agencies (CRAs) collect and share personal information.

It also outlines how employers can use background check data during hiring.

For jobs paying less than $75,000 a year, CRAs cannot report the following if it’s more than seven years old:

• Arrests without convictions
• Paid tax liens
• Civil lawsuits and judgments
• Chapter 13 bankruptcies (Chapter 7 may be reported for up to 10 years)
• Accounts sent to collections

Before requesting a background check, employers must provide a clear, standalone disclosure and get written consent from the applicant.

If the employer decides not to hire based on the report, they must follow the FCRA’s adverse action steps.

Fair Chance to Compete for Jobs Act (FCA)

The Fair Chance to Compete for Jobs Act (FCA) restricts when government agencies and federal contractors can ask about criminal history.

They must wait until after making a conditional job offer.

Agencies can lose eligibility for contracts if they violate this rule by asking too early.

Title VII of the Civil Rights Act of 1964

Title VII bans discrimination in hiring based on race, color, religion, sex, or national origin.

The Equal Employment Opportunity Commission (EEOC) enforces this law and guides employers on handling criminal records fairly.

Before rejecting someone based on a conviction, employers must consider whether the offense is related to the job and if it poses any safety risks.

State & Local Laws

Fingerprint-Based Background Checks for Certain Licenses

In April 2024, the Idaho legislature passed HB 490, and Governor Brad Little then signed it into law.

This law requires fingerprint-based background checks for individuals applying for professional licenses in certain fields.

These include healthcare roles like nurses, physicians, speech language pathologists, licensed professional counselors, naturopathic doctors, and audiologists, as well as real estate brokers, counselors, driving instructors, and licensed tradespeople.

This law standardizes screening across multiple licensed professions by mandating fingerprint-based background checks.

Obtaining Criminal Records

According to Idaho Code § 67-3008(6), employers must get written consent from a candidate before requesting their criminal history from local or state government agencies.

State criminal repositories are prohibited from releasing criminal record information without a signed consent.

This mirrors the federal FCRA rule requiring notice and consent during the background check process.

Idaho Fair Employment Practices Act

The Idaho Fair Employment Practices Act prohibits employers from discriminating based on race, color, religion, sex, national origin, age, or disability.

The Idaho Human Rights Commission advises employers to consider the nature, timing, and relevance of a conviction before using it to deny employment.

Employers are also discouraged from asking about criminal history if it doesn’t relate to the job.

Local Non-Discrimination Law in Idaho Falls

Idaho Falls has a city ordinance that prohibits employment discrimination based on sexual orientation and gender identity.

This ordinance exempts religious organizations, associations, and schools owned by religious groups.

It also exempts expressive organizations when employing an individual from the protected class would damage their rights as determined by the city or court, as well as the US Government and its agencies or departments.

Employers must follow this local rule in addition to broader state and federal anti-discrimination laws.

How to Conduct Employment Background Checks in Idaho Falls

1. Create a Background Check Policy

Start by developing a written policy that outlines when and how background checks are used in your hiring process.

Make sure the policy complies with federal, Idaho state, and any applicable local laws, and clearly states which roles require screening.

Include step-by-step procedures for your HR team to ensure consistency.

2. Train Your HR and Hiring Staff

Ensure your hiring team understands both legal obligations and your internal process for running background checks.

Training should cover key topics like providing disclosure, getting consent, reviewing reports, and handling any concerns.

3. Give Proper Disclosure and Get Written Consent

Before ordering any background checks, provide a separate, clear disclosure form to the candidate.

Then, obtain written permission as required under the Fair Credit Reporting Act (FCRA).

4. Partner with a Reliable Screening Provider

Choose a background check provider that delivers accurate and timely reports and follows all legal guidelines.

A trusted provider such as iprospectcheck helps keep your hiring process smooth and compliant.

5. Time Your Background Checks Properly

While Idaho doesn’t have a statewide ban-the-box law, it’s best practice to wait until after an initial interview or conditional offer before asking about criminal history.

This approach supports fair hiring and reduces legal risk.

6. Match the Screening to the Role

Customize your background checks based on the job’s responsibilities.

For example, order driving history checks for roles involving vehicle use, but skip them for positions where they aren’t relevant.

7. Review Results and Communicate with Candidates

Look over the results carefully and keep applicants updated on where they stand in the hiring process.

If the check is clear, move forward with the next steps and confirm a start date.

8. Assess Criminal Records Individually

If a criminal record appears, don’t automatically reject the candidate.

Consider how recent the offense is, how serious it was, and whether it relates to the job.

Federal law and Idaho guidance call for case-by-case evaluations.

9. Follow the FCRA’s Adverse Action Steps

If you decide not to move forward based on background check results, follow the adverse action steps required by the FCRA:

• Pre-Adverse Action Notice – Share a copy of the report and explain the issue.
• Allow Time to Respond – Give the applicant a reasonable amount of time to provide corrections or context.
• Final Adverse Action Notice – If the decision stands, send a final notice and include their FCRA rights.

Get an Idaho Falls Background Check with iprospectcheck

Key industries in Idaho Falls, such as healthcare, transportation, finance, and government, must meet strict hiring and compliance standards.

At iprospectcheck, we deliver quick, reliable, and fully compliant background screening services tailored to your specific needs.

Our reports are clear and thorough, giving you the information you need to make confident hiring decisions while meeting all legal and industry standards.

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.