Criminal Record Search
Comprehensively searching an applicant's background is the first step in reducing workplace violence and dishonesty and protecting the company against negligent hiring suits. A criminal record search protects businesses from employees with a propensity toward violent, dishonest and/or criminal behavior. Three types of searches are available through the courts: (click each to view details)

+ County Criminal Searches: The most accurate and up-to-date information is obtained directly from the County Courts, in most cases with an in-person search. Please note that since the County and State Governments do not share information with the Federal Courts, it is crucial to order both a Federal District Court Search and a State Criminal Search (if available) to insure the applicant does not have a criminal record in either of these jurisdictions. If the State Criminal Search is not available, criminal records should be searched for all counties resided in during the past 7 years.

+ Statewide Criminal Searches: Availability varies by state. Where available and reliable, it can be a cost effective alternative to conducting multiple county searches within the same state. Please note that since the County and State Governments do not share information with the Federal Courts, it is crucial to order both a Federal District Court Search and a State Criminal Search (if available) to insure the applicant does not have a criminal record in either of these jurisdictions. If the State Criminal Search is not available, criminal records should be searched for all counties resided in during the past 7 years.

Justifacts recommends the following state-wide searches:

Employee Drug Testing Solutions
Justifacts offers urinalysis, oral fluid and hair analysis drug testing programs to meet all of your drug screening needs. Whether it is for pre-employment, random employee screening, post-accident or DOT purposes, Justifacts can offer a solution that will work for you. With easy, online access to the results, which are reported along with your background search information, all of your applicants information will be included in one consolidated report.

Education Confirmation

• Has the individual earned the degree that is claimed?
• Are dates of attendance and graduation correct?
• Is the applicant's grade point as stated? Transcripts are obtained upon request

Driving Record Search and Instant Driving Records
Driving records show individuals who are habitually irresponsible in their driving habits. Additionally, they contain violations that are indications of character such as driving under the influence of drugs and alcohol, reckless driving and driving with a suspended, expired or invalid license. Driving records also provide corroborating evidence of age, date of birth, residences and true identity. Instant driving records are available in the following 42 states:

Alabama . Arizona . Arkansas . California . Colorado . Connecticut . Delaware . Florida . Georgia . Idaho . Illinois . Indiana . Iowa . Kansas . Kentucky . Louisiana . Maine . Maryland . Massachusetts . Michigan . Minnesota . Mississippi . Montana . Nebraska . Nevada . New Jersey . New Mexico . New York . North Carolina . North Dakota . Ohio . Oklahoma . Rhode Island . South Carolina . South Dakota . Tennessee . Texas . Utah . Vermont . Virginia . West Virginia . Wisconsin

NPDB / HIPDB
Justifacts is a registered agent for the National Practitioner Data Bank/Healthcare Integrity and Protection Data Bank. The HIPDB is a national data collection program for the reporting and disclosure of certain final adverse actions taken against health care practitioners, providers, and suppliers. The HIPDB collects information regarding licensure and certification actions, exclusions from participation in Federal and State health care programs, health care related criminal convictions and civil judgments, and other adjudicated actions or decisions as specified in regulation.

Sex Offender Registry Check
This is a search of statewide databases of registered sexual offenders. Its availability varies by state.

Social Security Track Search
A social security track search provides a history of names associated with a specific social security number based on credit transactions and change of address history. Since criminal records are indexed by name, an individual with more than one name could have a separate and distinct criminal history record that would not be found unless all of the names are checked for records.

Since each State and County Court maintain their own records, an individual who has lived in multiple areas may have separate criminal history records in each of these areas. The track assists conducting thorough criminal checks since it provides past addresses that should also be checked.

Civil Record Search
Civil records give information concerning litigation that the applicant may be subject to. Current litigation may detract from a new employee's job performance.

Credit History
Credit histories, especially recent histories, can alert employers to situations where individuals may be susceptible to coercion, bribery, theft, and other such desperate actions. Credit histories show levels of responsibility and character that may preclude placement of such individuals in sensitive positions. Credit histories may also provide information regarding employment, true identity and residency. Justifacts offers two types of credit history searches; a Rental/Tenant Screening Credit Report or a Comprehensive Employment Credit Report.

Employment Confirmation
An employment confirmation verifies information on resume and/or application, and is an indicator of trustworthiness of the applicant. Salary information provides the foundation necessary for effectively negotiating a candidate's compensation plan. An employment confirmation also verifies that the responsibilities and/or job duties were the same as stated on application and/or resume. Past performance is a key indicator of future performance. It is the first step to reducing workplace violence and dishonesty and protecting the company against negligent hiring suits.

I-9 Verification
Justifacts is registered as a designated agent for the Department of Homeland Security "Everify" program (formerly known as the Basic Pilot Program). After a hiring decision is made, this system allows approved employers to submit I9 information to both the Departmant of Homeland Security and the Social Security Administration to determine the work eligibility of all new employees.

Military Record Search
Military records are very similar to employment confirmations. Job title, dates of service and type of discharge are confirmed. Many times military service represents a major portion of experience and training and should be examined carefully. A full military history should be required when the discharge is dishonorable.

GSA Debarment Search
This check is a search of the GSA's Excluded Parties List System (EPLS). This list includes individuals and entities who are barred from working with the Federal Government or obtaining financial aid or assistance.

Personal References
Personal references measure honesty, integrity, trustworthiness, reliability, and responsibility. All information is obtained in an unbiased and objective manner.

Professional References
Professional references are designed to measure applicant attitudes and level of job knowledge as viewed by co-workers. Do peers, managers and subordinates respect the applicant? Professional references include an interview that is conducted with a supervisor or co-worker.

Professional License Check
Verification of professional licenses ensures that applicants have earned the certifications that they claim. This is especially important in the medical, technical and computer industries.

Wants and Warrants Search
This is a search of the NCIC database containing individuals with outstanding warrants.

Worker's Compensation
Employees who have frequent worker's compensation claims present a variety of problems to the employer. Not only are they absent from work, but they cost the company extra money. Access to information regarding worker's compensation claims is becoming more readily available. Because of this new accessibility, employers are now able to acquire this valuable information to assist in the hiring decision. Companies are finding that by reducing worker's compensation claims they are realizing a significant savings.

• Dependent on state's availability and requirements.
• Governed by Americans with Disabilities Act (ADA).
• Requires a conditional offer of employment.
• May rescind job offer if:
• Applicant lied.
• Applicant has a history of filing fraudulent claims.
• Applicant poses a direct threat.