CrimeNC: Online criminal records and services

Select a question below:

1) Why do Background Checks?
2) Which searches should I use?
3) How can you say the courts may hold my company liable for negligent hiring laws?
4) Why should my company outsource Background Checking Services?
5) How much does it cost to do a Background Check?
6) How long does it take to complete a Background Check?
7) How can I make sure my company is in compliance with FCRA?
8) Do I have to get the applicants permission to run a pre-employment background check?
9) Is it Legal to Ask My Applicant for Their Date of Birth?
10) What type of information can't the employer consider?
11) How far back do you look for criminal records?
12) How do you verify criminal records?
13) How do I know if a company is selling "stored data"?
14) Are there statewide criminal searches available?
15) Is there a nationwide criminal search available?
16) What is the difference between a felony and misdemeanor?
17) What areas do you cover in a background check?
18) How do I send and retrieve information?
19) How do I get started?
20) Why choose CrimeNC?

1. Why do Background Checks?
Too many employers have paid the price of trying to "read a book by its cover". Employers have become painfully aware of the consequences of bad hiring decisions. Pre-screening applicants promotes a safe and profitable workplace. Pre-screening applicants has become a standardized process for employers when hiring. The cost of pre-screening far outweighs the risk of a bad hire. Employers are responsible and could be held liable for negligent hiring and/or retention. All employers MUST have a reasonable duty of care in the hiring process.

Benefits of pre-screening applicants:

Discourages applicants with something to hide.
Uncovers falsified or "puffed" credentials.
Eliminates uncertainties in the hiring process.
Demonstrates due diligence.
Encourages good applicants to be honest and truthful.
Saves money and time spent in recruiting, hiring and training.
Can help protect against negligent hiring lawsuits.
Reduces chance of injury to employees.
Reduces employee theft.
Reduces turnover.
educes workplace violence.
Reduces insurance premiums.
Increases productivity and employee morale.

2. Which searches should I use?
Selecting the services that best suit your company varies depending of a few things. Silent Protocol, Inc. builds a partnership with its clients based on trust. We will never oversell you with services you do not require, however we will recommend the best options for your particular industry and budget.
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3. How can you say the courts may hold my company liable for negligent hiring laws?
Employers are responsible for negligent hiring and retention. Basically, an employer can be held liable not only for what it knew about an employee, but also what it should have known about an employee. A reminder: IGNORANCE is NEVER a defense in law.
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4. Why should my company outsource Background Checking Services?
Many Human Resource Departments find it to be a more efficient use of their time, energy, and resources to concentrate on their core business and outsource pre-employment background screening to a dedicated vendor. Silent Protocol, Inc. can do an excellent job of obtaining information necessary for companies to make informed hiring decisions accurately, efficiently, quickly, easily, and cost-effectively.
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5. How much does a Background Check cost?
A background screening by Silent Protocol, Inc. is typically less then the cost of a new employee on their first day of employment. Silent Protocol, Inc. standard packages are priced at $59.00 to $159.00. An employer may also order items ala cart starting at $10.00. This is a minor cost compared to the damages a bad hire can cause. If you are interested in only a criminal record check the fastest and most reasonable way is to visit CrimeNC.com
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6. How long does it take to complete a Background Check?
Standard turnaround time for background checks is 24 to 72 hours.

There are extenuating circumstances when employment verification, education verification or criminal county research is delayed. Here are a few examples of possible delays:

Employers require verifications to be processed by mail.
Education institutions require verifications by mail or are closed for spring/winter breaks.
Criminal courthouses are backlogged with requested or are shorthanded in personnel.
Criminal records would need to be obtained by the court clerk when there is a "Hit".
Some Motor Vehicle Departments have standard turnaround times that fall beyond the 72-hour period.

7. How Can I Make Sure My Company is in Compliance with the FCRA?
Complying with the law is not as difficult as it may seem. All you have to do is follow these simple steps:

Prior to initiating a background screen, an employer must notify the applicant in writing that a background screen is being requested on the applicant and must obtain written consent from the applicant. The employer must also include a statement informing the applicant of their right to request additional disclosure in accordance with the FCRA.
Prior to denying employment based in whole or in part on negative information received from an Silent Protocol, Inc. Final Report, the employer must notify the applicant in writing (Pre-adverse Action Letter) that derogatory information has been found by the Consumer Reporting Agency and provide the applicant with a copy of the report and a "Summary of Rights" under the FCRA.

After giving the applicant reasonable time to dispute the results (approximately 3 days), the employer must provide the applicant with a written formal denial of employment, otherwise known as an Adverse Action letter.
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8. Do I have to get the applicant's permission to run a pre-employment background check?
Yes. Under the guidelines set down by the FCRA, an employer is required to furnish written notification and get a signed authorization before doing background checks. This must be done on a separate sheet from the application.
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9. Is It Legal to Ask an Applicant for their Date of Birth?
Yes! Attorneys and HR professionals alike will tell you that it is illegal to ask an applicant their date of birth. Yet, when challenged, they are unable to produce a copy of a law to that effect. The EEOC's Age Discrimination in Employment Act state it's illegal to discriminate against someone in the hiring process who is at least 40 years old because of his or her age.

Silent Protocol, Inc. Consent/Release form clearly states this information is to be used for POSITIVE IDENTIFICATION ONLY.
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10. What type of information can't the employer consider?
Federal and State Laws limit the types of information employers can use in the hiring decisions.

Arrest information. Although arrest record information is public record, in California employers cannot seek out the arrest record of a potential employee. However, if the arrest resulted in a conviction, or if the applicant is out on bail pending trial, the information can be used. (California Labor Code section 432.7)

Workers' Comp. When an employee's claim goes through the state system or the Worker's Compensation Appeals Board, the case becomes public record. Only if the injury might interfere with one's ability to perform required duties may an employer use this information. Under the federal Americans with Disabilities Act, employers cannot use medical information or the fact an applicant filed a worker's compensation claim to discriminate against applicants. (42 USC section 525)

Bankruptcies. Bankruptcies are public record. However, employers cannot discriminate against applicants because they have claimed bankruptcy. (11 USC section 1232g)
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11. How far back do you look for criminal records?
Seven (7) years. There are circumstances (types of industry, type of position) when you may search back beyond seven years.
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12. How do you verify criminal records?
CrimeNC.com searches criminal records directly at the more than 3500 counties courthouses nationwide. We DO NOT use CD Rom or computer stored data. Stored data are records periodically purchased and/or accumulated by resellers and stored in large computer databases to facilitate the repetitive re-sale of the same data resulting in stale, often inaccurate, information being sold to their clients.
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13. How do I know if a company is selling "stored data"?
STORED DATA are records periodically purchased and/or accumulated by resellers and stored in large computer databases to facilitate the repetitive re-sale of the same data resulting in stale, often inaccurate, information being sold to their clients.

Below are some of the many Warning Signs that the vendor you are talking to will actually be selling you stored data.

The vendor tells you that he only needs a Social Security Number to retrieve a criminal conviction history.
Criminal conviction records that do come back containing dismissed and other cases that cannot be consider for employment purposes.
The vendor does not have any special forms for you to fill out for driver's license requests, nor does he require you to pay any state fees. Please go to our sister company Silent Protocol, Inc. to order driving records.
Driver's license requests from all states come back in the same amount of time.
The vendor can synthesize a "national" or "nationwide" criminal conviction history.
The vendor offers you National Wants and Warrants or a National Fugitive Search, both of which the FBI says are illegal to have unless you are a law enforcement agency.
The prices are unbelievably low compared to other vendors.
The vendor tells you that there are no forms to fill out for statewide criminal conviction histories.
The vendor will run any number of searches on a given topic for the same flat fee.
The vendor claims to be "the source" for employment screening records.

There are four (4) main reasons to NEVER USE STORED DATA

You don't want to violate Federal law. The FTC has ruled that using outdated information for hiring decisions does not comply to the Fair Credit Reporting Act, Sec. 613 (2).
Stored data vendors purchase update tapes or CDROMS at best every 3 months - usually every 6 months or much longer. You CANNOT afford to wonder if your candidate has been arrested and convicted since your vendor's database was long ago updated.
Database vendors are the same organizations, who send inaccurate credit, driving, and other reports.
You can't afford to get into an employee negligent hiring lawsuit and have as your defense, questionable or outdated documents.

14. Are there statewide criminal searches available?
Yes, every state has a repository of criminal activity that is developed from county level criminal records. Some states however, do not make this available to the public, or require a permissible agency to retrieve this information. State repositories have serious limitations because data is often out-of-date, incomplete or NOT forwarded to the repository from the county courthouse. Searching state records in and by themselves is not recommended. It should only be searched if accompanied by the county record search. It should be noted: CALIFORNIA'S state repository is NOT available to the public. Please be very wary of any company claiming to sell a statewide search in California, as it does not exist.
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15. Are there nationwide criminal searches available?
NO. Contrary to several major pre-employment screening companies, there is NO nationwide criminal database available to the public. Law enforcement agencies have access to the NCIC through the FBI, however there remains NO nationwide criminal search for employers. There are many "gimmick" products being sold by pre-employment screening companies stating they provide a nationwide criminal search. Please DO NOT be fooled by this gimmick product. Many companies have gathered their own data over the years, or purchased used data and resell it over and over. This information is incomplete, inaccurate and outdated. There are serious debates about whether this information is legal under the FCRA. These "nationwide" criminal searches should only be used as a supplement to county level criminal searches and even then they hold very little value.
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16. What is the difference between a felony and misdemeanor?
The difference between a felony and misdemeanor is the severity of the crime. Felonies are more serious offenses that can result in jail time of more than one year. Misdemeanors are less serious crimes in which jail time can run less than one year.
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17. What areas do you cover in a background check?
CrimeNC.com is a nationwide pre-employment screening company with full access to all district and county courthouses and Motor Vehicle Departments. CrimeNC.com also provides extensive employment background checks run for you at our parent company Silent Protocol, Inc. 800-784-8886.
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18. How do I send information?
CrimeNC.com has implemented the latest web technology, which gives you the option to order and retrieve reports via our website. The report can then be printed or e-mailed.
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19. How do I get started?
Go to our home page and click "search now". Complete the form and you will instantly receive your criminal record back that you can print or E-mail. You may always contact us, toll-free at 800-784-8886 and speak directly with a sales representative.
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20. Why Choose CrimeNC.com?
CrimeNC.com does an excellent job of obtaining information necessary for companies to make informed hiring decisions accurately, efficiently, quickly, easily, and cost-effectively.
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