Resources for NY State Criminal Background Checks

Understanding New York State Criminal Background Check for Employment

In today’s competitive job market, employers must ensure they hire trustworthy and reliable employees. One way they do this is by conducting criminal background checks. These checks are essential tools used to assess an individual’s criminal history, helping employers make informed decisions about potential hires. In New York State, criminal background checks are particularly important for employment purposes. In this section, we will explore what these checks are, why employers conduct them, what information they reveal, and who is authorized to request them.

What is a Criminal Background Check for Employment?

A criminal background check for employment is a process that helps employers screen candidates for any past criminal activities that might impact their eligibility for a job. These checks are commonly used to ensure a safe and secure work environment and to protect an organization’s reputation.

Unlike background checks for other purposes (such as housing or gun permits), employment-related background checks primarily focus on assessing whether a candidate’s criminal history poses a risk in the workplace. They may reveal:

• Felony convictions: Serious offenses like theft, drug trafficking, or assault.
• Misdemeanor convictions: Less severe crimes, such as DUI or petty theft.
• Arrests: While not always an indication of guilt, previous arrests may still be noted on a background check.

It’s important to note that employment background checks do not include non-criminal records, such as credit scores, unless specifically authorized by the candidate.

Why Employers Conduct Criminal Background Checks in New York

Employers in New York conduct criminal background checks for several key reasons:

1. Workplace Safety: For positions involving sensitive information or direct interaction with vulnerable populations (e.g., children, elderly), background checks ensure that the individual does not have a criminal history that could pose a safety risk.
2. Protecting Company Reputation: Employers want to avoid hiring individuals who may damage the organization’s reputation. For instance, hiring someone with a history of fraud could harm a company’s trust with clients.
3. Regulatory Compliance: Certain industries in New York, such as healthcare, education, and financial services, require background checks by law. This is particularly relevant for jobs where employees will handle sensitive data or work in regulated sectors.
4. Risk Management: By reviewing criminal histories, employers can better assess the likelihood of an individual causing harm or engaging in fraudulent behavior.

For certain positions, especially those that require high levels of trust or access to sensitive information, knowing a candidate’s criminal history is vital to the hiring process.

What Information is Included in a New York Criminal Background Check?

When conducting a criminal background check in New York, employers typically access a range of criminal records. These include:

• Felony Convictions: Serious offenses, such as murder, theft, or drug trafficking.
• Misdemeanor Convictions: Less severe crimes, such as simple assault or driving under the influence.
• Arrests: While arrests don’t indicate guilt, they may appear on a background check and require further investigation.
• Sex Offender Registry: Some employers may also check the New York State Sex Offender Registry, especially for positions that involve working with vulnerable individuals.
• Pending Charges: If an individual is facing charges that haven’t been resolved yet, they may also show up on a criminal background check.

Employers generally request these records from trusted sources like the New York State Division of Criminal Justice Services (DCJS) and local law enforcement agencies.

Who Can Conduct Criminal Background Checks in New York for Employment?

In New York, the authority to request a criminal background check is generally restricted to specific individuals or organizations. These include:

1. Employers: Employers can request background checks for potential hires, but they must follow the proper procedures outlined by both state law and the Fair Credit Reporting Act (FCRA).
2. Government Agencies: Government agencies often request background checks for various purposes, including security clearances or law enforcement positions.
3. Licensing Bodies: Certain regulated industries, such as healthcare, financial services, and education, may require criminal background checks as part of the licensing or certification process.

Legal requirements for conducting background checks include obtaining the consent of the candidate. Employers must inform candidates and get their permission before accessing their criminal history.

How to Conduct a Criminal Background Check for Employment in New York

Conducting a criminal background check in New York for employment involves a series of steps that ensure the process is thorough, legal, and compliant with state and federal regulations. This section will outline how background checks are processed, the steps involved, and how services like ExactBackgroundChecks.com can help employers streamline this important task.

How Are Criminal Background Checks Conducted in New York?

Criminal background checks for employment in New York are processed through official state and federal channels. The New York State Division of Criminal Justice Services (DCJS) maintains the central repository for criminal records in the state. Here’s how the process generally works:

1. State-Level Check: Employers can request criminal history reports through the DCJS, which will provide details on felony convictions, misdemeanors, arrests, and other criminal records maintained within the state.
2. Federal-Level Check: For certain jobs, employers may also need to request federal criminal history checks, which involve searching national databases maintained by the FBI and other federal agencies.
3. Public and Private Access Routes: Public access to criminal records may be limited in some cases, but certain employers can request background checks from private services that compile and provide criminal history data from multiple sources, including state and national databases.
4. Online Background Check Services: Many employers choose to use online services like ExactBackgroundChecks.com, which offer a more streamlined and efficient process for obtaining criminal background reports.

Steps Involved in Conducting an Employment Background Check

To ensure compliance and accuracy when conducting a criminal background check for employment, employers should follow these steps:

1. Requesting Consent from the Candidate: The first step in any background check is obtaining written consent from the candidate. This is a legal requirement under both the FCRA and New York state law. Employers must inform candidates of their intention to conduct the check and ensure the candidate understands their rights.
2. Collecting Personal Information: Employers need to collect accurate information about the candidate, including their full name, date of birth, and address. This information ensures that the background check is thorough and that the right individual’s criminal history is checked.
3. Checking Criminal History: Once the candidate’s consent and personal information are obtained, the employer can check the criminal history by querying state (DCJS) and federal databases. Some background checks also include searching sex offender registries and other specialty databases.
4. Reviewing the Results: Employers will receive a report containing the results of the criminal background check. The employer will need to review the results to evaluate the relevance of any criminal history to the position being applied for.
5. Informing the Applicant: If the results of the background check are used to make an employment decision, employers must notify the candidate. If the decision is based on negative findings, the candidate must be given the opportunity to dispute the results.

Types of Criminal Records Checked for Employment in New York

The following types of criminal records are typically reviewed during the background check:

• Felony Convictions: Serious crimes that can have a significant impact on hiring decisions.
• Misdemeanors: Minor offenses, but still important to consider for certain roles.
• Arrests without Convictions: Even if the person was not convicted, an arrest record may still appear.
• Pending Charges: Unresolved criminal charges that may affect the hiring decision.

The inclusion of these records depends on the position being applied for and whether the criminal history is deemed relevant to the role.

How ExactBackgroundChecks Can Help Employers in New York

ExactBackgroundChecks offers an easy, compliant, and efficient solution for employers in New York to conduct criminal background checks. Here’s how they can help:

• Easy Online Ordering: Employers can request background checks online with just a few clicks.
• Custom Reports: ExactBackgroundChecks provides tailored reports that meet specific employment needs, ensuring that employers receive the most relevant information.
• Compliance with State and Federal Laws: ExactBackgroundChecks ensures compliance with the Fair Credit Reporting Act (FCRA), New York State law, and other employment regulations.
• Quick Turnaround: With ExactBackgroundChecks, employers can receive accurate reports quickly, speeding up the hiring process and reducing delays.

Legal Aspects of Criminal Background Checks in New York

When conducting criminal background checks for employment in New York, employers must adhere to several legal guidelines:

1. Consent and Authorization: As mentioned earlier, New York law and the Fair Credit Reporting Act (FCRA) require employers to obtain the candidate’s written consent before conducting a criminal background check. This ensures that individuals are aware of the background check process and have the opportunity to dispute any errors.
2. Ban the Box Law: New York’s Ban the Box law restricts employers from asking about criminal history on initial job applications. Employers can only inquire about criminal history after a conditional offer has been made, and they must consider the relevance of the offense to the job.
3. Consideration of Criminal Records: Employers must evaluate the relevance of any criminal conviction to the job in question. For example, a conviction for a minor offense may not disqualify someone from a job, while a felony conviction related to financial crimes may be more significant for a role involving handling money.
4. Expungement and Sealing: New York allows individuals to seal certain criminal records, meaning they no longer appear in background checks. Expungement is available in some cases, allowing a person to have their criminal records erased completely.
5. Non-Discrimination Laws: Employers must conduct background checks in a way that does not violate anti-discrimination laws. It is illegal to use criminal history as a pretext for discrimination based on race, gender, or other protected characteristics.

Frequently Asked Questions (FAQs)

Conclusion

Criminal background checks for employment in New York are a vital tool for ensuring a safe and compliant hiring process. Employers must follow legal guidelines, including obtaining consent and considering the relevance of criminal records. Services like ExactBackgroundChecks.com can help employers navigate this process quickly and efficiently, providing accurate reports that comply with state and federal laws. By using reliable services and adhering to legal requirements, employers can avoid costly mistakes and make informed hiring decisions.