New Orleans Background Check for Employment: A Complete Guide [2025]

Hiring the right people is key to running a successful business. A quick background check can go a long way in avoiding costly mistakes.

It helps confirm credentials, flag any issues, and make sure a candidate is truly the right fit.

At iprospectcheck, we offer fast, accurate, and fully compliant background checks for businesses in New Orleans and throughout Louisiana.

This guide covers the must-know rules and tips to help you stay compliant and hire with confidence.

What is a New Orleans Employment Background Check?

A background check for employment in New Orleans looks into a candidate’s criminal record, education, job history, licenses, and other important details to help determine if they’re a good fit for the role.

Louisiana employers use these checks to confirm an applicant’s information, so hiring decisions are based on facts—not just what’s listed on a resume.

Why Do Employers in New Orleans Conduct Background Checks?

Employers in New Orleans run background checks for several important reasons:

1. Promote Workplace Safety

Background checks help New Orleans employers spot potential safety risks by uncovering past criminal behavior that could endanger staff, customers, or others.

These checks support smarter hiring decisions and help create a safer workplace.

2. Support Fair Hiring Practices

Using a consistent screening process for all applicants helps reduce bias and encourages fair, equal hiring practices.

3. Comply with Regulations

Many industries in Louisiana are required by state and federal law to run background checks.

For example, employers governed by the U.S. Department of Transportation (DOT) must conduct DOT background checks and DOT drug testing for roles tied to public safety.

New Orleans is home to major industries like shipping, energy, and healthcare—fields where compliance is critical.

Jobs at the Port of New Orleans or Louis Armstrong New Orleans International Airport often require fingerprinting, security threat assessments, or other specialized screenings.

The Louisiana Department of Health (LDH) requires background checks for employees, contractors, and volunteers who either supervise or discipline children or who have access to sensitive information like Medicaid records or federal tax data as part of their job.

Depending on the program’s needs, LDH may also run checks on other staff members. The goal is to protect vulnerable groups and safeguard confidential information.

4. Minimize Negligent Hiring Risks

Skipping background checks can lead to costly legal trouble if an employee causes harm.

Thorough screening shows a company did its due diligence, helping protect against negligent hiring claims.

5. Build Trust with Clients

Many roles involve handling private information—like patient records, finances, or confidential data.

Running background checks helps ensure that candidates are reliable and reduces the risk of data breaches.

Clients are more likely to trust companies that prioritize security and accountability.

6. Protect Corporate Reputation

Employees are a reflection of your business, especially those in public-facing roles.

Background checks help prevent hiring people with a history of misconduct that could hurt your reputation or customer relationships.

What Information Appears on a New Orleans Background Check?

The information included in a New Orleans employment background check depends on the specific types of searches requested.

However, most checks commonly include the following:

Criminal History

A criminal background check can reveal whether a candidate has any convictions or open criminal cases.

Key details typically include:

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

Employers should not automatically reject candidates based on a conviction. Instead, each case should be evaluated for relevance to the role and any potential safety concerns.

Additionally, consumer reporting agencies (CRAs) cannot report sealed, pardoned, or expunged records.

Employment Verification

Employment verification helps confirm a candidate’s job history, including:

• Company names and addresses
• Employment dates
• Job titles and positions held

This step validates professional experience and may uncover unexplained gaps in employment.

Education Verification

Education verification ensures that candidates meet the academic qualifications for the position. It typically includes:

• Institution names and addresses
• Enrollment dates
• Degrees or diplomas earned

Professional License Verification

For regulated industries, professional license verification is essential. It provides:

• License number and validity
• Issuance and expiration dates
• Issuing authority
• Any public disciplinary actions

This confirms that professionals are properly credentialed for their roles.

Identity Verification

Identity verification helps ensure the background check is run on the correct person. It typically includes:

• Legal name and known aliases
• Address history
• Date of birth

It may also help identify additional jurisdictions to search for records.

Motor Vehicle Records (MVR) Check

MVR checks are important for roles that involve driving. They usually provide:

• Driver’s license number and class
• Issuance and expiration dates
• Legal name and address
• Traffic violations and infractions
• Suspensions or revocations

This check helps confirm that the candidate is a safe and insurable driver.

Important Laws and Regulations

Federal Laws

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that protects consumer privacy and outlines how background check information can be collected, shared, and used in hiring.

It limits how far back some types of information can go for jobs paying under $75,000 per year.

Reports can’t include the following if they’re more than seven years old for jobs paying less than the salary threshold:

• Arrests that didn’t lead to convictions
• Paid tax liens
• Civil lawsuits and judgments
• Chapter 13 bankruptcies (Chapter 7 bankruptcies can be reported for up to 10 years)
• Debt collection accounts

Employers must give job candidates a standalone disclosure explaining the background check with no extra text included.

They also need written permission from the candidate before running a check.

If a candidate is rejected based on the results, the employer must follow the FCRA’s adverse action steps before making a final decision.

Fair Chance to Compete for Jobs Act

The Fair Chance to Compete for Jobs Act (FCA) prohibits federal employers and contractors from requesting an applicant’s criminal history until after a conditional job offer has been extended.

Federal contracts can be pulled if a company breaks this rule by checking criminal history too early in the hiring process.

Federal agencies also can’t extend new contracts to private companies that inquire about criminal history before making a conditional job offer.

Title VII of the Civil Rights Act of 1964

Title VII makes it illegal to discriminate in employment based on race, gender, religion, color, or national origin.

The Equal Employment Opportunity Commission (EEOC) enforces this law and gives guidance on how to use criminal background information discovered in background checks fairly.

Before turning someone down based on a past conviction, employers must consider how the offense relates to the job and whether it poses a risk to workplace safety.

State Laws

La. R.S. 23:897 – Prohibition on Applicant-Paid Screening Costs

Under Louisiana Revised Statute 23:897, employers are prohibited from requiring job applicants to bear the costs associated with pre-employment screenings, including fingerprints, background checks, drug tests, or medical examinations.

This statute ensures that financial barriers do not deter qualified individuals from applying for positions.

Employers found in violation may face penalties, including criminal fines up to $100 and imprisonment for up to three months or civil penalties of $500.​

Individuals have the right to sue employers for violating this law and can also recover litigation expenses related to the action.

La. R.S. 51:1953 – Social Media Privacy Protections

Louisiana Revised Statute 51:1953 safeguards employees’ and applicants’ online privacy by restricting employers from requesting or requiring access to personal online accounts.

Specifically:

• Employers cannot ask for usernames, passwords, or other authentication details that grant access to an individual’s online accounts.​
• Retaliation or discipline against individuals who refuse to provide such information is prohibited.​

However, the law permits employers to request access credentials for:

• Electronic communication devices paid for or supplied by the employer.
• Accounts or services provided by the employer or used for the employer’s business purposes.

This balance allows employers to protect their business interests while respecting individual privacy rights.

La. R.S. 42:1701 – Ban-the-Box for State Agencies

Enacted to promote fair hiring practices, Louisiana Revised Statute 42:1701 restricts state employers from inquiring about a prospective unclassified employee’s criminal history until after an interview has been conducted or a conditional job offer has been extended.

This “ban-the-box” initiative aims to provide individuals with criminal records a fair opportunity to be considered for public employment based on their qualifications.

Notably, this statute applies to all unclassified state positions, excluding roles in law enforcement, corrections, or those requiring a criminal background check by law.

Policy Memorandum No. 129 – Public Sector Hiring in New Orleans

In alignment with state efforts, New Orleans implemented Policy Memorandum No. 129, mandating that city departments conduct interviews with qualified candidates before initiating criminal background checks.

This policy ensures that initial hiring decisions focus on an applicant’s qualifications and experience.

If a background check reveals a criminal history, candidates are provided an opportunity to respond and present evidence of rehabilitation or mitigating circumstances.​

New Orleans Ban-the-Box Ordinance

Extending fair hiring practices to the private sector, New Orleans passed a “ban-the-box” ordinance in 2018, applicable to companies that contract with the city.

This legislation prohibits contractors from including questions about criminal history on initial job applications and from inquiring about such information until after the first interview.

The ordinance aims to reduce employment barriers for individuals with prior convictions, allowing them to be evaluated on their merits first.

The City Council emphasized that this policy does not prevent employers from conducting criminal background checks but ensures that such inquiries occur later in the hiring process.

Executive Order MJL 17-01 – Salary History Ban

In 2017, former New Orleans Mayor Mitch Landrieu issued Executive Order MJL 17-01, prohibiting city departments from inquiring about a job applicant’s salary history during the hiring process.

​This measure aims to ensure fair pay by basing salary offers on the job’s responsibilities and the applicant’s qualifications rather than on previous pay, which may reflect past discrimination.

Employers operating in Louisiana and New Orleans should familiarize themselves with these regulations to ensure compliance and foster equitable hiring practices.

How to Conduct Employment Background Checks in New Orleans

1. Set a Clear Background Check Policy

Before you begin screening candidates, create a clear background check policy. Make sure it follows federal, Louisiana, and New Orleans laws.

Outline which roles require checks, what types of screenings will be done, and how your HR team should handle each step.

2. Train Your HR Team

Make sure your HR staff knows how to carry out background checks correctly.

Provide training on your policy and go over all compliance requirements, including timing and legal restrictions.

3. Give Proper Disclosure and Get Consent

Always provide a standalone disclosure form that explains the background check process.

Then, get written permission from the applicant before starting the check, as required by the FCRA.

4. Choose a Trusted Screening Partner

Work with a reliable background check provider like iprospectcheck to make sure your results are accurate and compliant with the law.

5. Time Your Checks Correctly

Louisiana’s “ban-the-box” law means you can’t ask about criminal history early in the hiring process.

Wait until after an interview or a conditional job offer before running the background check.

This not only helps you stay compliant but also cuts down on unnecessary checks.

6. Match the Screening to the Job

Not every role needs the same kind of background check.

Customize your screening process so it fits the responsibilities of the position—saving time and money.

7. Review Results and Keep Candidates in the Loop

Keep communication open. Once you receive the background check results, go over them carefully.

If you’re ready to move forward, let the candidate know the next steps, like onboarding or their start date.

8. Consider the Context of Convictions

If a background check reveals a conviction, look at whether it relates to the job or affects workplace safety.

Louisiana law supports taking an individualized approach, not automatically disqualifying someone based on past offenses.

9. Follow the FCRA’s Adverse Action Process

If you decide not to hire someone because of something in their background check, you must follow the adverse action process under the FCRA:

• Send a Pre-Adverse Action Notice: Include the background report and explain any issues found.
• Give the Candidate Time to Respond: Let them correct mistakes or offer context.
• Send a Final Adverse Action Notice: If you still choose not to hire, send a final notice and include a summary of their rights under the FCRA.

Get a New Orleans Background Check with iprospectcheck

New Orleans is home to a wide range of industries—from tourism and hospitality to healthcare, shipping, and energy—each with its own set of compliance and safety requirements.

At iprospectcheck, we offer accurate, fully compliant background check solutions tailored to your company’s needs.

Our experienced team delivers thorough, legally sound reports to help you hire with confidence.

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.