What is SafetyNet Criminal Jurisdiction?
The SafetyNet product is DISA's NatCrim product. It generates information from hundreds of different data sources to provide an applicant's address history, name variations, and aliases. The information comes from three general categories: credit bureau header data, commercially available sources like utilities and phone companies, and public sources such as property records, licenses, etc. This information is utilized by DISA as a pointer file to ensure the necessary jurisdictions and aliases are searched for records pertaining to an applicant. This information is utilized internally and our clients do not view the data returned per FCRA regulations.
What questions do they ask on a background check?
Since each background check can be customized to meet the needs of the employer, job position, and state laws, questions can vary according to what is included in the check. For example, if the employer chose to include an education verification, then the candidate would be asked questions regarding what school they attended, the years they attended, when they graduated, what degrees (if any) they acquired, etc.
What shows up on a background screen?
Background screenings can vary depending on certain positions, industry standards, and state laws. Background products can include,
• Criminal History Checks (Federal, State, and County)
• Civil Searches (Federal and County)
• SSN Validity Checks
• Employment Verifications
• Education Verifications
• I-9 and E-Verify
• State Driving Records
• Professional Licenses and Credentials
• Credit Reports
• Adverse Action Notices
• Personal Reference Verifications
• Government Sanctions Lists
• Sex Offender Searches
• DOT Testing History
• Criminal Investigative Services
Why is the candidate's consent required to run a background check?
According to the Fair Credit Reporting Act (FCRA) § 604 – 15 U.S.C. § 1681b, employers are required to provide applicants with a separate written disclosure, which advises that a consumer report may be obtained for employment purposes. The document must consist solely of the disclosure as a stand-alone document. Additionally, the employer also must obtain the applicant’s written consent to order the background check.