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

Thorough pre-employment background checks help Tucson employers validate applicant credentials, maintain a secure work environment, and hire with confidence.

At iprospectcheck, we specialize in conducting detailed background screenings for businesses in Tucson and across Arizona.

This guide outlines the key requirements for conducting compliant employment background checks.

What is a Tucson Employment Background Check?

A background check conducted in Tucson, Arizona examines a candidate’s history, including criminal records, academic achievements, past employment, professional licenses, and other relevant details.

The goal is to determine their suitability, reliability, and safety for a specific role.

Arizona employers use background checks to gather verified, factual information about applicants, which allows them to make better hiring decisions.

Why Do Employers in Tucson Conduct Background Checks?

1. Promote Workplace Safety

Ensuring a safe work environment is a top priority for employers.

Background checks help identify candidates with past behaviors or incidents that might pose safety risks to employees, customers, or vendors.

2. Ensure Fair Hiring Practices

By applying consistent background check standards across candidates for similar roles, Tucson employers can reduce hiring bias and ensure every applicant is evaluated fairly.

3. Maintain Regulatory Compliance

Many industries in Arizona are subject to strict background screening requirements under state and federal laws.

Employers regulated by the U.S. Department of Transportation (DOT) must conduct DOT background checks and DOT drug testing for safety-sensitive positions.

In sectors such as healthcare, education, and childcare, fingerprint-based screenings and abuse registry checks are mandatory under Arizona law.

Employers in Tucson, particularly those in aerospace, defense, and logistics industries, must adhere to strict security clearance protocols. This includes major companies like Raytheon Technologies that operate in the region.

Additionally, organizations that serve vulnerable populations, such as children or elderly individuals, must adhere to extra screening protocols to ensure safety and compliance.

4. Minimize Negligent Hiring Risks

If an employer fails to screen a candidate adequately and that person causes harm, the company could face legal consequences.

Conducting thorough background checks demonstrates due diligence and reduces the risk of liability.

5. Build Client Trust

Employees in Tucson routinely work with confidential data across various industries.

For instance, healthcare workers at Banner University Medical Center must protect patient records in accordance with HIPAA regulations, while financial advisors at firms like Merrill Lynch safeguard clients’ sensitive investment information.

Background checks reassure clients and customers that their data is in safe hands and their trust is well-placed.

6. Protect the Organization’s Reputation

Employees are often the face of an organization.

Background checks help employers avoid hiring individuals whose past behavior could damage the company’s image, customer relationships, or public trust.

What Information Appears on a Tucson Background Check?

The details included in a Tucson employment background check depend on the specific searches an employer requests.

Common searches include:

Criminal History

A criminal background check reveals key details about any criminal convictions or ongoing cases, including:

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

Employers in Tucson should not automatically disqualify candidates based on a criminal conviction.

Instead, each case should be evaluated individually in relation to job responsibilities and safety requirements.

Additionally, consumer reporting agencies (CRAs) are prohibited from including sealed, pardoned, or expunged records in their reports.

Employment Verification

Employment verification provides insights into a candidate’s work history, including:

• Names and addresses of past employers
• Dates of employment (start and end dates)
• Job titles and roles held

This process helps Tucson employers confirm the accuracy of a candidate’s resume and identify any unexplained employment gaps.

Education Verification

Education verification checks an applicant’s academic credentials and may show:

• Institution names and addresses
• Attendance dates
• Degrees, diplomas, or certifications earned

This step ensures candidates meet the educational qualifications listed on their resumes.

Professional License Verification

For regulated positions, professional license verification confirms:

• License status and validity
• License number
• Date of issuance
• Issuing organization
• Expiration date
• Public disciplinary actions

This verification ensures candidates have the appropriate credentials to legally perform their job duties.

Identity Verification

Identity verification cross-references applicant details and reveals:

• Full legal name and any aliases
• Address history
• Date of birth

This step serves as a foundation for conducting accurate background checks across all relevant jurisdictions.

Motor Vehicle Records (MVR) Check

MVR checks are essential for roles requiring driving responsibilities. They include details such as:

• Driver’s license number
• License class and status
• Date of issuance and expiration
• Full legal name and address on record
• Traffic infractions
• Serious traffic violations or crimes
• License suspensions or revocations

MVR checks ensure candidates are eligible to drive for company purposes and meet insurance requirements.

Important Laws and Regulations

Arizona State Laws

Arizona “Ban-the-Box” Law

Under 2017 Exec. Order No. 2017-07, Arizona prohibits public employers from asking about criminal history on initial job applications.

However, employers can inquire about criminal records after the initial interview.

Final decisions based on criminal history must include consideration of job relevance and the nature of the offense.

Fingerprint Clearance Card Law

Under ARS § 41-1785.03, individuals applying for jobs or volunteer roles with employers that serve vulnerable populations, including children, the elderly, and disabled people, must obtain fingerprint clearance cards from the Arizona Department of Public Safety (AZDPS).

To obtain this card, employers must require applicants and volunteers to submit fingerprints the state will then submit to the Department of Public Safety, NCIC, FBI, state sex offender registries, and abuse and neglect registries in Arizona and all states in which they have lived or worked.

This fingerprint-based background check looks for disqualifying convictions, including those on this non-exhaustive list:

• Sexual offenses
• Homicide offenses
• Dangerous crimes against children
• Sexual or drug exploitation of children
• Prostitution of children
• Pimping
• Forcing people into prostitution
• Bigamy
• Human trafficking
• Other offenses

Employers must disqualify applicants who can’t secure a fingerprint clearance card.

Mandatory E-Verify Use

Under ARS § 23-214, Arizona employers are required to enroll in and use E-Verify or to verify employment eligibility using USCIS-approved documents to confirm applicants are legally authorized to work in the U.S.

Record-Sealing Law

Arizona has a record-sealing law found at ARS § 13-911 that was effective on Jan. 1, 2023.

Under this law, individuals with qualifying convictions can petition the court to seal their criminal records once the waiting period has passed and they’ve completed all terms and conditions of their sentences, including the payment of restitution.

The waiting period depends on the conviction’s severity as follows:

• Two years– Class 2 or 3 misdemeanors
• Three years – Class 1 misdemeanors
• Five years– Class 4, 5, or 6 felonies
• 10 years – Class 2 or 3 felonies

Record-sealing isn’t available for all offenses. The following are some of the ineligible crimes:

• Dangerous crimes against children
• Crimes involving the use or threatened use of a dangerous weapon
• Violent or serious aggravated felonies
• Sex trafficking
• Felony sex offenses
• Felony obscenity or sexual exploitation offenses

When someone succeeds with their record-sealing petition for eligible crimes, they can legally deny they have ever been arrested or convicted of a crime.

CRAs won’t report sealed records, and employers can’t base employment decisions on them.

Marijuana Expungement Law

Arizona has an expungement law for certain marijuana convictions found at ARS 36-2862.

This law provides for the expungement of marijuana convictions involving the possession of less than two ounces of marijuana or six plants because these actions would be legal under current recreational marijuana laws in the state.

When a record is expunged, it is removed from the individual’s criminal record.

CRAs can’t report expunged records, and employers can’t ask about or use them for employment decisions.

Arizona Civil Rights Act and Background Checks

The Arizona Civil Rights Act prohibits employment discrimination based on an applicant’s or employee’s protected characteristics, including:

• Race
• Color
• National origin
• Citizenship status
• Gender
• Religion
• Age
• Disability, including medical exams and inquiries

Employers can’t ask about criminal history on job applications, but they can ask applicants about the nature of a conviction, when it occurred, and the sentence.

When an employer wants to conduct a background check, they must state that information about a conviction will not be used as the sole determining factor for employment.

Local Laws

Pima County Ban-the-Box Law

Pima County has a ban-the-box law in Resolution No. 2015-80 passed in 2015 for public county employers.

Under this law, county employers can’t ask about criminal history on job applications and must wait until the later stages of the hiring process to conduct criminal background checks.

Certain positions are exempted.

Tucson Ban-the-Box Law

Tucson’s city council adopted Resolution No. 22373 in 2015, which is a ban-the-box law that applies to city employers.

Under this law, city employers can’t ask about criminal history on applications and must wait to conduct criminal background checks until after they have made conditional job offers.

How to Conduct Employment Background Checks in Tucson, AZ

1. Establish a Background Check Policy

Before initiating background checks, create a clear and comprehensive background check policy outlining your organization’s screening procedures.

Ensure it aligns with federal, state, and local laws.

Specify the positions covered, the steps involved, and compliance requirements for HR staff.

Document every phase of the screening process to maintain consistency and transparency.

2. Train HR Personnel

Provide thorough training to your HR team so they fully understand the background check policy.

Cover every step of the process, from notification and consent to evaluating results.

Ensure they are aware of legal compliance obligations at every stage.

3. Notify Candidates and Get Consent

To comply with the Fair Credit Reporting Act (FCRA), use a standalone disclosure form to notify candidates about the background check.

Obtain written consent from each applicant before initiating the screening process.

4. Partner with a Trusted Provider

Work with a reputable background check provider, like iprospectcheck, to ensure accurate and up-to-date results, full compliance with local, state, and federal laws and timely delivery of background reports.

5. Time Background Checks Strategically

While Arizona doesn’t have a statewide ban-the-box law, Tucson follows local guidelines for public employers.

For private employers, conducting checks later in the hiring process is often more efficient.

Delaying background checks reduces unnecessary costs and streamlines hiring workflows.

6. Tailor Checks to Job Requirements

Customize background checks based on the specific responsibilities of each role.

Avoid paying for irrelevant searches or gathering unnecessary information.

Prioritize searches that align with job-specific risks and requirements.

7. Review and Communicate Results

Keep candidates informed about the background check process. Once results are available, review them carefully.

If the candidate clears the screening, proceed to onboarding and scheduling their start date. If concerns arise, follow the next steps carefully.

8. Assess Criminal Convictions Fairly

If a background check reveals a criminal conviction, evaluate the conviction in relation to the job’s responsibilities and workplace safety requirements.

Avoid automatic disqualification based solely on the conviction without proper consideration.

9. Follow the Adverse Action Process

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

1. Send a Pre-Adverse Action Notice: Include a copy of the background check report and a summary of FCRA rights.
2. Allow Time for a Response: Give the candidate a reasonable opportunity to dispute or explain the findings.
3. Issue a Final Adverse Action Notice: If you move forward with rejection, provide a final notice and include a copy of their FCRA rights.

Trust iprospectcheck for Reliable Background Checks in Tucson, AZ

Tucson employers need complete confidence when making hiring decisions, especially across key industries such as aerospace, defense, healthcare, education, and manufacturing.

Each sector brings its own security challenges and regulatory requirements. At iprospectcheck, we recognize the unique demands of these industries.

Our team of background screening professionals delivers accurate, detailed reports to help you assess candidates’ qualifications, integrity, and safety records quickly and effectively.

For more information or to request a free quote, call us today at 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.